Pulp Manufacturing Word Game

Are you in the pulp (or pulp and paper) manufacturing industry?

If so, you’re gonna like what we’ve got for you here.

It’s a fun-to-play, Wheel-of-Fortune-style word game. But it’s not about the kind of boring, unimportant stuff that TV game shows tend to fixate on. That’s right–it’s about pulp! A truly fascinating subject worthy of many fine games.

If you wish, you can use this game to quiz yourself. Or, you might want to use it as a quiz while you’re training employees. It might be especially helpful if you’re onboarding new hires with little or no experience in pulp manufacturing. They may even admit to having a little fun this with.

And remember that you can project this on a screen during a weekly team meeting as a fun way for the entire team to work and learn together.

Have fun and let us know what you think. And check the Convergence Training blog for helpful articles and other free word games, too.

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Chunking Safety Training Materials

chunking-safetyNot so long ago, we wrote an extended blog post that explained the benefits of “chunking” your training materials and gave tips about how to do it.

In short, the need for chunking begins with the realization that human brains can “take in” only a limited amount of information at one time. As a result, trainers and instructional designers have learned it’s best to present information in a limited number of small, “bite-sized” pieces referred to as chunks.

You can click here to read the extended article on chunking and training.

Otherwise, if you’d like a high-level overview of chunking and then would like to how chunking safety training can make the safety training at your workplace more effective, read on. We’ll give you all the basics and show you how we applied that information when creating our Arc Flash Safety course. You can then use those same tips when creating your own safety training.

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Effective Workforce Safety Training: Getting Through to Adults

adult-learning-principiles-for-safety-trainingBefore you read any further, let’s do a quick check.

Are you in safety/EHS and do your responsibilities include safety/EHS training?

If so, that’s a good sign that you’ll find this article relevant.

Next, take a moment to think about the people you provide safety/EHS training to. Are they adults?

If so, things are looking very promising for you and this article.

Because in this article, we’re going to take a look at something called adult learning principles and see how keeping them in mind when you design, develop, and deliver safety/EHS training can make your training more effective. Which of course means your training will create a healthier, safer work environment.

We’ll even give you some tips and examples of how to apply adult learning principles, and try to clear up some confusion about the multiple different lists of adult learning principles you’ll find if you do a Google search for the term.

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Onboarding New Manufacturing Workers

Manufacturing-onboardingIf you’re a manager, you know it’s important to deliver onboarding training to new hires. And that’s also true if an experienced worker is moving to a new site, work area, or into a new role as well.

But you also probably know that delivering onboarding comes with a number of challenges. It’s hard to have time available every time a new worker is hired, and that doesn’t even account for having time every time someone moves from Site A to Site B, or from Production to Warehouse, or from Forklift Operator to Machine Tender.

Plus you’ve got to create, buy, or otherwise collect all the training materials.

And of course you’ve got to actually KNOW that a new employee has been hired, or that someone has been transferred from the Tulsa site to your site in Wichita, or from Line One to Line Two. And let’s faced it–we may all like to say that communications where we work are perfect, and that we’re all informed of events like these, but I’m pretty sure you’d quickly agree that’s not always the case.

So, in a nutshell, there are lots of reasons why it’s difficult to provide onboarding training in a manufacturing environment.

That’s where an online system that includes a learning management system (LMS) can pay dividends. You can think of an LMS as an automated assistant that can coordinate all this stuff for you. Kind of a manufacturing onboarding auto-pilot system.

So if you’re in the market for an LMS, and want to be able to use it for onboarding new employees (plus your other training needs), we’ll give you an idea of some of the features you should be looking for.

NOTE: This article will focus on providing training as part of an onboarding process at a manufacturing company. For a fuller discussion of onboarding as a whole, please see our companion article Onboarding New Employees: Why and How to Do It.
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Convergence Training Spins Off From Capstone Technology

Today is a very exciting day for Convergence Training.

Capstone Technology, the parent company of Convergence Training, was recently acquired by Spectris plc, a UK-based developer of industrial instrumentation and controls.

While the dataPARC and MACS divisions of Capstone Technology will be moving on as a part of Spectris, we’re pleased to announce that Convergence Training will be spinning off into its own privately-held entity.

What does this mean for our customers?

Really, not that much. We’re still the Convergence Training you know and love. Our day-to-day operations will remain unchanged, and our team will continue to pursue our goal of providing companies with the best tools available to manage compliance requirements and increase the skills and knowledge of their employees.

Convergence Training has experienced tremendous growth over the past several years. We’ve added hundreds of new titles to our training course catalog, and we’ve continued to develop the Convergence LMS into a premier workforce training and development platform.

We’ve also built a wonderful team of dedicated, hard-working individuals, and each of us is tremendously excited about our future, as we’re now able direct our entire focus toward developing the best training products and services possible.

We truly value our customers and recognize that without them we wouldn’t be where we are today. We look forward to continuing to build on these important relationships as we move forward in this exciting time.

- Randy Kohltfarber, President and Owner



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Free Surface Mining Equipment Glossary

We’ve been revamping our mining safety training elearning library, in case you didn’t know.

What does that mean? Well, we’ve added a BUNCH of new courses, for one thing. We’ve spruced up older titles, adding new information when relevant and improving our graphics in all cases (our 3D animation capabilities become more and more impressive every year).

And we’ve broken some of the courses up into shorter, more “bite-sized” learning activities to make them easier to watch and more effective learning experiences.

So all told, it’s a general improvement all the way around.

In this article, you can see some of the fruits of that labor. Plus you can check out an interactive glossary of terms related to equipment used in surface mining. And you can even download a free copy for yourself.

Win-win-win!
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Paper Manufacturing Word Game

Are you in the paper manufacturing industry?

If so, you’re going to like what we’ve got for you in this blog post.

It’s a fun-to-play, Wheel-of-Fortune-style word game. But unlike most of the word games our friends Vanna and Pat play on TV, this word game focuses on words commonly used in the paper manufacturing industry. Meaning, it’s relevant to you and your worklife!

You can use this word game just for fun to quiz yourself. Or, you may find it helpful as a bit of a quiz tool to employees you’re training. In particular, it could be very helpful when onboarding new hires with little or no experience in paper manufacturing. Heck, they might have a little fun themselves along the way.

And don’t be afraid to project this on a screen during a weekly team meeting as a way to get everyone involved, sharing, and learning.

Let us know what you think. And check the Convergence Training blog for helpful articles and other free word games, too.

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Workforce Tests That Match Your Learning Objectives: The Issue of Fidelity

 

workforce-tests-match-learning-objectives-issues-of-fidelityA lot of you write test questions for online training (or even for paper-based training).

Maybe you’re doing it with an e-learning authoring tool, such as the ones from Articulate, Adobe, or Lectora. Or maybe you’re doing it with quizmaking tool built into your learning management system (LMS). Or maybe with pencil and paper. Probably not with chisel and cuneiform, though 🙂

However you’re doing it, you may sometimes find yourself wondering about the best practices for writing standard question types. (By the way, instructional designers often use the wonky phrase “assessment items” for this kind of thing–an assessment “item” is a question).

In this article, we’re going to give you tips about something related to test creation that learning experts call fidelity (no, not THAT fidelity–this is not a notably juice blog post despite the wedding ring image above). In training talk, fidelity is the extent to which your test or test question mirrors the real task your workers will have to perform on the job.

In describing fidelity and test questions, we’ll cover a few other best practices, too. Hope this helps you with your question writin’.

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Training that Workers Will Remember: Six Sticky Tips from ‘Made to Stick: Why Some Ideas Survive and Others Die” by Chip & Dan Heath

Want some easy tips to follow to make employees more likely to remember and apply your training?

Although inspired by Malcolm Gladwell’s book The Tipping Point and written for a popular reading audience instead of exclusively for training professions, the book Made to Stick (more details about the book will come below, don’t worry) is a great source of information about current research into evidence-based “brain science” that makes things memorable and causes people to act on that training. And that, of course, means making training effective. It’s even a book you will notice a lot of training professionals referring to.

Interested in learning some of the tips from Made to Stick? If so, start by taking a little time to read the two selections below. As you read, ask yourself which you’re more likely to remember later–one or two days later, but even an hour or fifteen minutes later, too.

When you’re done we’ll cycle back and explain how this all relates to effective training.

“A friend of a friend of ours is a frequent business traveler. Let’s call him Dave. Dave was recently in Atlantic City for an important meeting with clients. Afterward, he had some time to kill before his flight, so he went to a local bar for a drink.

He’d just finished one drink when an attractive woman approached and asked if she could buy him another. He was surprised but flattered. Sure, he said. The woman walked to the bar and brought back two more drinks-one for her and one for him. He thanked her and took a sip. And that was the last thing he remembered.

Rather, that was the last thing he remembered until he woke up, disoriented, lying in a hotel bathtub, his body submerged in ice.

He looked around frantically, trying to figure out where he was and how he got there. Then he spotted the note:

DON’T MOVE. DIAL 911.

A cellphone rested on a small table beside the bathtub. He picked it up and called 911, his fingers numb and clumsy from the ice. The operator seemed oddly familiar with his situation. She said, “Sir, I want you to reach behind you, slowly and carefully. Is there a tube protruding from your lower back?”

Anxious, he felt around behind him. Sure enough, there was a tube.

The operator said, “Sir, don’t panic, but one of your kidneys has been harvested. There’s a ring of organ thieves operating in this city, and they got to you. Paramedics are on their way. Don’t move until they arrive.” [Source: see note 1]

Now, the second:

“Comprehensive community building naturally lends itself to a return-on-investment rationale that can be modeled, drawing on existing practice,” it begins, going on to argue that “[a] factor constraining the flow of resources to CCIs is that funders must often resort to targeting or categorical requirements in grant making to ensure accountability.” [Source: see note 2]

OK, now that you’ve read them both, which are you more likely to remember? Why?

And how can you apply this to the training you create? Read on to learn how.

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Writing Better Tests for Job Training: The Issues of Reliability and Validity

writing-test-questions-for-online-training-activitiesIt’s often, if not always, a good idea to provide some form of test or assessment after providing job training to employees.

In some cases, this may be a written test scored in a pass/fail manner, and in others, it may be a performance test that requires the workers to demonstrate a skill or the ability to perform a procedure in a satisfactory manner.

In either case, it’s important for that test to be a good one. By that we mean that it provides you withuseful, actionable information about whether or not the employee has truly benefited from the training and is ready and able to successfully apply the new information or perform the new skill on the job.

There are a number of characteristics that “good tests” like this share. Learning & development experts know the two that we’ll talk about in this article as validity and reliability.

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