Bored master technicians

Case: Retaining top specialists in a competitive market.

Attracting, training and retaining top talent within your organization can be a difficult challenge. You want your master technicians to be able to diagnose quickly and appropriately and stay up-to-date on the latest technology. One of our clients wanted to continue to challenge its top network specialists to ensure that they continue to have the technical responsibility of the workshop. How did we support this client with Learning & Development?

Our client's challenge: keep challenging top talent with sharp training budget

The master technicians at our client have completed all existing training courses and thus they have access to new knowledge only when product introductions are made. Within the organization, they bear the technical responsibility for a workshop. Rolling out a high-quality Learning & Development program for a small group of top technicians is a challenge for many of our customers: these specialists expect to be trained based on the latest techniques. Training content must remain very specific, current and challenging which makes development costs relatively high and the material relatively short “shelf life.”

Customer needs are the focus

TTA International has extensive experience in developing high-quality, flexible training. We know from experience that advanced employees are not waiting for a “back to school” training, but want to stay abreast of the latest technical challenges. They prefer to be challenged and share their vast experience. Given the importance of their presence in the workplace, their absence should be minimized. Therefore, in this case we opted for flexible – easy to schedule – training days / day parts.

This is what TTA International's approach looks like

Step 1 - Tackle budget

The budget issue was tackled by working with a flat rate per master technician per dealer. Thus, we work with a budget that allowed us to maximize the effectiveness of the training with respect to knowledge gain. Master technicians are thus given the space to attend training twice a year, but in practice, knowledge transfer can be designed more flexibly and access to available knowledge – and knowledge acquisition – is much broader.

This solution for technicians is twofold. We created and delivered so-called “knowledge nuggets”: these are “snackable” content items, such as how-to videos, explainer videos about a technology and documents with commonly used abbreviations in systems or system shortcuts.

We also offer digital sessions in the form of Virtual Classroom Training Courses (VCTs) and open learning center weeks. For this purpose, participants register by half-day and at different times throughout the year. These virtual training sessions and assignments in the open learning center are based on realistic cases, such as questions that come in to the technical help desk or developments identified by the manufacturer as important.

Do you want to know more?

Do you also want to get started with flexible, high-quality learning solutions for your top talents? Please contact us – obligation free.

Cases

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