Share the training model for operators
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What are the training models for chemical operators in various companies? Please share them so that we can learn from each other’s strengths. We are currently learning together at the main control site as new staff.
The main components are safety education, theoretical knowledge training and assessment, and on-site practical operation assessment.
Here, I am guided by a master and learn through practical operations.
Theoretical knowledge training and assessment, on-site practical operation assessment, various technical competitions
There should also be imitation town training: handshake :handshake
Everyone is not familiar with the new arrivals, so generally they first spend some time learning on site before taking an exam to determine their suitability. By then, a certain understanding of the trainees has been gained, and it’s possible to assign some of them to work in the control room. If they try to learn everything, they won’t be able to master anything effectively. Of course, those working in the control room need to have a more detailed and thorough understanding of the operations on site; otherwise, they won’t be able to oversee production properly
One spends some time learning on the job; during this period, a direct supervisor assigns various routine tasks, which can be carried out either together with a mentor or independently. By observing how one handles these tasks, an assessment is made of their capabilities. After that, there is a test on the basic knowledge required for the position, to determine the level of mastery, and a comprehensive score is calculated. Based on this score, an appropriate position is assigned to each person as much as possible. Over time, after gaining a comprehensive understanding, appropriate adjustments can be made based on the circumstances. It is only by mastering both the techniques and the equipment that one can operate more effectively.
1. First, learn the *process flow and understand each control point； 2. Perform the operations under the supervision of a mentor until proficiency is achieved ； 3. Further study the relevant knowledge of *the position in order to improve ； 4. Further improvement through technical competitions: Tests on theoretical knowledge can be conducted first, followed by practical operations, then assessments of emergency response skills. Finally, a centralized evaluation of managers and employees is carried out to identify those with outstanding technical skills, who are awarded appropriate rewards. This can be done once a year (or per quarter) in order to foster a culture of competition, learning, and mutual improvement
1. Sign a mentor-mentee contract, designating an experienced mentor to guide the trainee. Teach new employees from the basics ； Pay attention to the actual conditions on site; after gaining a solid foundation in hands-on operations, master 2-3 different positions before moving on to learning about central control, in order to gain a comprehensive understanding of and ability to control the entire installation. 2. Mainly, there are good incentive mechanisms that give new employees the motivation and enthusiasm to learn. These days, few people are willing to do routine operational tasks; they all want to make rapid progress, or else they just settle for going through the motions. Finally, it is also a matter of mindset; the mentor needs to provide good guidance – the mentor shows the way, but the actual practice depends on the individual.
Today’s young people born in the 1980s and 1990s lack professionalism and a diligent work attitude; it’s difficult to become a competent operator
Personally, I think it’s best to first learn on-site, to gain an understanding of the basic knowledge of chemical production, the production processes, and safe operating procedures. Complete the transition from school to the factory, and then go to the control room to learn*.