The Power of Progressive Revelation (In Training) Part 1

THE “POWER” OF “PROGRESSIVE REVELATION”. Part 1 of a series

Scripture (John 16:12 KJV) shares the words of Jesus, “I have yet many things to say unto you, but ye cannot bear them now”.

Then, the Apostle Paul reinforced this thought,  (1Co 3:1 KJV ) “And I, brethren, could not speak unto you as unto spiritual, but as unto carnal, even as unto babes in Christ.  I have fed you with milk, and not with meat: for hitherto ye were not able to bear it, neither yet now are ye able”. 

And the Apostle Peter add additional reinforcement (Heb 5:12  KJV)  “For when for the time ye ought to be teachers, ye have need that one teach you again which be the first principles of the oracles of God, and are become such as have need of milk, and not of strong meat”. 

AS A CULTURE, WE HAVE GOTTEN TOO BIG FOR OUR BRITCHES

We live in an age of information. So much information, available in so many ways. Supplied by so many people. But seldom fact-checked or verified. With all the information available, what part of this information is useful in training semi-skilled and skilled workers to meet our workforce deficiencies. With the encouragement of the Government, and Business and Industry condoning such, Educators have promoted themselves far beyond the needs of We the People.

They have forgotten that we need the basics and we need them reviewed and refreshed at each new level or our progressive mastery. Worse than that, they have quit majoring on the minors, they have even quit teaching applied math, writing, and reading for comprehension (Readin, riting, and rithmatic the Three R’s).

AIMTRAIN IS PRESENTING THIS SERIES, BECAUSE WE MAJOR IN THE MINORS (THE NARROW ROAD), WE FOCUS ON THE BASICS. The others can pursue their choices.

This first submission of this series is submitted to establish a goal for the entirety of this dialog. It is based on the expressions that If you don’t know where you are going, any road will get you there … And, if you do not learn from your past, you are destined to repeat its mistakes.

With the current coronavirus pandemic, we are being informed that there more than seven and a half-million jobs that need semi-skilled and skilled employees and although there are people accessible, they lack the skills to fill the vacancies. Availability does not mean capability.

There are truly no shortcuts to performance mastery, but there are immeasurable benefits to be gained by implementing begin-low-and-grow, pay-for-skill transfer programs that focus on targeted job news.

A CHANGE IN STRATEGY

Investors, board members, administrators, managers, supervisors, and the balance of the existing workforce all need to face the facts, if you want different outcomes, you must do different things. You have tried to hire skilled personnel from the street.

The truth is that since the abandonment of proprietary industrial apprenticeship training in the early 1990s, the people on the streets that claimed to have skills, had other problems. Skills must truly be matched with the right attitude, and enough self-confidence to assure performance accountability.

The trend today is to employ head hunters to target other people’s workforce, rather than invest and evaluate the ROI of focused training. They would rather approve an added expense and risk the catastrophe of turnover (as much as $20,000.00 per hiring mistake).

Think back, how many temp agencies were you acquainted with in the 1990s? That industry has virtually exploded because it lets you, an employer, test-drive a candidate before you make a commitment. Is this really a win-win initiative? And the temp agencies make more money if they pull a temp before the 90-day probationary period, and place them at another location for another 90-day tryout.

With the entitlement mindset that has infected our contemporary economy, employers’ contract for temps because they don’t trust the assessment instruments that are available. Temps don’t put their heart into doing their best, because they know they are temps; and they know everyone around them knows they are temps. It is literally like hiking in a swamp. There is never any solid ground to put faith in.

Since the late 1980s, managerial consultants, and higher education have promoted TEAMS, AND WORK-GROUPS, but existing employees are reluctant to team with temps because they virtually have to start over every 90 days (the temp agency makes more money by not contracting with temps for continuation with the same customer).

They contract with them alright, but they place the temp with another employer. The only way the temp gets out of that vicious circle is to perform well enough, in spite of the obstacles, and get an offer of a fulltime position with one of the temps’ customers, before the end of the 90-day assignment.

THERE IS A BETTER WAY.

It is much easier to transfer skills to existing employees that have proven their value, then it is to take a chance on say-so skills. The best process is to evaluate your skill needs and categorize them into the following categories.

1). Operators,

2). Set-up operators,

3). Maintenance

3A). Mechanical - including Hydraulics, Pneumatics, and Lubrication,

3B). Electrical – including Electronics and Instrumentation),

4). Reliability Manufacturing Process Technician – (Cross skilled between Mechanical and Electrical with emphasis on Systems monitoring, diagnostics and preventive prescriptions),

5). Engineering Technicians, Quality Technicians, Supervision, Management, ETC.

In our next article, we will discuss a plan of action that will elaborate on the means of implementing these progressive levels of mastery for any student by means of an Individualized Developmental Plan (IDP), and virtually eliminate educational debt, sacrificial class schedules, and abnormal travel for classes in traditional locations.

What we offer is online 24/7 available anywhere the student has internet access with a smartphone or computer. They are not away from home during prime-time hours, and not imposing awkwardness on the family. Plus, they study in one-hour blocks instead of three or four hours at a time.

Till next time, Mel