The importance of training in the quality era of air compressors

The importance of training in the quality era of air compressors

Recently, when I was communicating with friends in the industry, I heard two cases. I think it is instructive for air compressor manufacturers or distributors who are "taking the quality" road, and they are worthy of our thoughts and learning.

Case 1: After a foreign-owned air compressor company acquired a domestic air compressor company, the foreign-funded management personnel dispatched to the factory area worked for 6 consecutive months or even longer, except for regular quality training and corporate Except for cultural promotion and replacing traditional plastic trash cans with stainless steel trash cans, nothing else was done.

Case 2: After a high-level after-sales engineer from an air compressor distributor switched to an air compressor manufacturing company, he could not directly start the after-sales work, but had to perform 6-month pre-job training and passed the exam. Only after being qualified can they be sent to the customer to carry out after-sales service work.

For such cases, different people have different feelings. Maybe they are accustomed to it, maybe they are scornful, maybe they are looking up at the starry sky, maybe they are turning a blind eye, but the author's question and thinking is-"foreplay, why is it so long?" Think about it carefully, in fact, part of the reason is because of the word "quality".

　　 As we all know, from "thinking" to "behavior" to "habit" is a gradual and accumulative process. Only when you are "accustomed" can you output stable results. Perhaps many companies are well versed in this, have a deep understanding of the principle of "from quantitative change to qualitative change", and are well aware of the logic of "a certain amount of accumulation is needed to make a qualitative leap". Therefore, in the process of shaping product quality, special attention is paid to New hires and newly joined teams conduct "foreplay" training. So, let's take 6 months of induction training for new employees as an example to explain how to adjust and what aspects of the adjustment will have a positive impact and effect on the quality of air compressor products?

　　 1. Corporate culture training

Any excellent company has its own personalized way of thinking and behavior, that is, corporate culture. This corporate culture is the guarantee of product quality and the foundation of customer identification, such as: integrity, innovation, respect, respect for learning, and quality is the life of the company Etc.; in the same way, any person also has his or her personality, behavior style, etc. Only when the individual's personality and acting style meet the requirements of corporate culture can talents exert their value. If the two do not match, and cooperation is launched, it will be a disaster for both companies and individuals.

　　 In fact, at the level of corporate culture, only individuals can adapt to the company through adjustment and learning. It is impossible for companies to change to adapt to individuals. Therefore, in order for an adult who has worked in society or other companies to adapt to the cultural needs of the new company, it must be "reformed."

　　 The old saying goes, "The country is easy to change, but the nature is hard to change." The word "difficult" has two meanings. First, the nature cannot be changed; second, the change of nature cannot be achieved overnight. Therefore, in the 6-month period, it is necessary to explain and demonstrate the corporate culture, allow the trainees to practice and experience first-hand, so that the "illusory ideal" becomes the trainee's sensibility and rational understanding, and transformed into practical actions .

　　 For example: some manufacturing companies have the word "innovation" in their corporate culture, which may be a must-talk for all companies, but some are considered "slogans or fudge", and some are internalized as employee behavior. How is that achieved? The author believes that this is achieved through actual explanations, demonstrations and actions of old employees. For example, explaining and showing the true performance of innovation in the enterprise is what breakthroughs have been achieved through innovative company technology, what products have been developed to meet market demand, what innovative behaviors have been rewarded by employees, how many innovative patent technology certificates have been obtained, and products before innovation The appearance of the product, the appearance of the product after innovation, the course of innovation and the hardships, etc. Then, through such "training", people who were originally rough or lazy can be turned into rigorous and active people. They will definitely help improve and guarantee product quality.

　　2, confidence training

　　 In fact, companies that dare to implement the behaviors in the cases in the industry are industry leaders. They have a long history, excellent reputation and excellent product quality, and they are examples for many companies to learn from.

　　 For new employees, they used to know some incomplete information about the current company in the media, from peers or in the process of learning. Although they have yearning and envy, they have not personally experienced it. It’s not as good as seeing a hundred times. Then, the 6-month induction training allows them to truly understand the company’s history, product manufacturing process, employee relations, corporate benefits, etc., which will help enhance employees’ sense of pride and honor, and further enhance their work. confidence. Fighting for convictions is the highest order of mobilization. Who doesn't want the company where he works and the products he produces to be respected? Then, the quality of products produced by such a group of people who have confidence in the company, themselves, and products is of course self-evident.

　　 3. Time verification

　　 There are many different literary descriptions about time. Perhaps it is most appropriate to use "the road to know the horsepower, and the time to see the hearts of the people" to measure the degree of tacit agreement or co-production between the two parties.

Before the formal entry, all contacts between the two parties are written, perceptual and basic historical. Whether their personality characteristics, technical level, and business ability truly adapt to the corporate environment, solve practical problems, and expand related businesses will be the test of time . At the same time, the adjustment of corporate culture and confidence is also one-way, that is, corporate output and personal acceptance, but the degree of acceptance and the efficiency of transformation or internalization or the impact on quality are also the test of time. 6 months to witness is the most suitable time. This time period is consistent with the longest probation period for new employees. It does not violate the "Labor Law", but also can test the matching degree of both parties. There is no doubt that the higher the matching degree between the two parties, the stronger the self-drive, the lower the management cost, the higher the work efficiency, and of course the better the quality of the products produced.

　　 It is true that the quality of air compressor products is decisive by physical elements such as design, materials, production equipment, production technology, and the influence of corporate culture, employee quality, work attitude and mentality on quality is also not to be ignored.

　　 With the improvement of people's demand for quality of life, the change of labor structure, the innovation and development of technology, the production of high-quality products has become the only way for the survival and development of enterprises. Although intelligent manufacturing and robots have reduced human error to a certain extent and ensured product quality, excellent, high-quality, and enterprise-matched management, technology, and service talents are still the core. For this reason, the air compressor recommends that friends in the same industry conduct comprehensive training or training for new recruits for 6 months to forge a team that can produce, manufacture and sell high-quality products. Maybe you would think that if you don’t work and only train for six months, the company will lose a lot. In fact, when you convert it to recruitment costs and turnover costs, the company will always be the biggest beneficiary.

　　 People with excellent "thinking" are strategists and theoreticalists; those with good "behaviors" are actionists; only those with excellent "habits" can continue to succeed. So, you might as well try to use 6 months to internalize the excellent genes of the company as a new driving force for new employees to make fine products and improve quality.