A P-20 Learning Assessment for Manufacturing Organizations

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Abstract The role of the chief learning officer for a manufacturing organization has not been defined in the literature. This paper will be an exploratory study of learning requirements of a manufacturing organization. The current focus on reshoring manufacturing, change is coming to the manufacturing sector requiring an educational retooling of the manufacturing workforce. Manufacturing organizations, especially those who produce products that have been sent offshore in the past need to gain market share from outsourced world manufacturing locations. The organizations will benefit from assessing their organizational learning requirements and assessing those individuals who work for them. Eventually, job descriptions will use words such as learning, learner, and mentor to describe the responsibilities of their staff at all levels of manufacturing organizations. Future hiring decisions, promotions, bonuses, and incentives need to recognize the importance of learning. The available pool of workers for hire need to be informed of what skills and knowledge they need to possess in order to be hired. Improvements in technology and changes in the organization’s approach to organizational learning and training will help to remove the barriers and challenges that restrict the global competitiveness of the manufacturing organizations. Innovative methods of assessing, training and educating the manufacturing workforce will allow continuous improvement within the organization. These improved methods will lead to increased earnings and profits. This paper will provide a P-20 grounded learning organizational assessment guideline that can be used by manufacturing organizations to improve learning. This self-assessment is developed from formal assessment techniques and supported by a review of the literature. The assessment will then allow evaluation of the current state of the organization. A method of response will improve workforce learning will then be presented. Active learning methods which could be used to help resolve organization learning deficiencies will be presented.

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