IMPACT OF THE SKILLED TECHNICIAN SHORTAGE IN CONSTRUCTION (CONTINUED).

The recession has led to fewer training sessions and seminars being held with third parties at present, whereas between 1994 and 2000 these were regularly held in many industries successfully, and tremendous advantages were gained from this.

Training and Seminars typically allow the employer to “test out” new employees before hiring them full-time and also allow employees to gain valuable hands-on work experience. Without these training sessions offered by certified, credible trainers with backgrounds in the relevant fields, employers would just be hiring workers, not skilled employees.

Examining what is happening today, young entrants to the workforce are not gaining hands-on experience before being thrown into the field. This lack of apprenticeships has also led to a young and less skilled workforce overall.

If more construction and training firms were to offer these highly technical training by skilled and experienced hands-on trainers, the result might be that not only would it attract young technicians and engineers, but also would act as a head-start for these new engineers and a chance to expand their skill sets, so that they might become highly skilled construction inspectors and engineers later in their construction career.

Research has shown that peer learning can bolster children’s self-esteem, awaken their interest in challenging tasks, enhance scholarly achievement, and foster prosocial behavior. In particular, it is an effective means of enabling youngsters and job seekers to grasp basic concepts that underlie school curricula.

Two different forms of peer learning exist: peer tutoring and peer collaboration, and each is distinguishable from the other. Each has a potential use; peer tutoring for transmitting information and drilling special skills, and peer collaboration for facilitating intellectual discovery and the acquisition of basic knowledge.

A problem arises when a worker has incorrectly learned his trade. If a worker is incorrectly taught having been incorrectly trained, it is very difficult to retrain that worker. Knowing their upper and lower limits, managers can try to optimize their performance with statistical control.

A statistical control chart can be used to measure the performance of the employee. If performance is not within the statistical control, training should continue. So performance measurement is very important. The more knowledge and good training of its people, the less errors the company will have.