Radio age research, manufacturing, communications, broadcasting, television (1941)

volved, type of products being man- iifactiired, volume of business, and other factors. Orientation proKi'ams at KCA are conducted to assist new employ- ees to get their bearings in the company. Through illustrated dis- cussions and supplementary read- ing, new emjiloyees are actiuainted with the background of the com- Iiany. its policies, products and fa- cilities. Kach emplo.vee's interest, morale and efticiency is stimulated by these programs. Pre-production training is given in vestibule schools to many new emidoyees. Conducted near manu- facturing sections, these classes are desigtied to teach new workers cer- tain basic skills l)efore assignment to the new job. This instruction increases the new worker's confi- dence in his ability to perform factory operations and shortens the time required to get him into pro- duction. Vestibule schools screen out persons who do not possess the interest and aptitude for factory work. On-the-job-training, in w h i c h several hundred persons participate each month, is carried on in all RCA plants. The trainee learns to perform his job under the guidance of an experienced worker-instruc- tor who has been taught effective ways of passing along the "know- how". Training in related subjects is offered to RCA employees to sup- plement their instruction on the job. New employees in the machine shop, for example, work in the fac- tory most of the day, but during pai 1 III' the time they receive class- ic oni insti'uction in subjects such as di'ill and puncli press operation and bliieiirint reading. Special product aijprecial iuu courses are conducted for employ- ees during and after hours to fa- miliarize them with the manufac- ture and application of products mailf by the com|)any. One of the most popular courses is "How RCA Products Function." The average worker's contribution to a complete product is often very small and he is therefore unable to visualize how his efforts are integrated with those of others. U'ork simplification is presented to operators and supervisors in short intensive courses to provide an understanding of the philosophy and principles of motion economy as related to their daily tasks. Many improvements in work methods, machines and equipment, resulting in the saving of thousands of dol- lars annually, can be traced to the training employees received through these courses. Supervisors Are Trained Development of supervisory per- sonnel constitutes an important part of RCA management. Con- ferences and special meetings are arranged to keep supervisors cur- rently informed of changes in pol- icies, methods and procedures. Bet- ter teamwork and coordination of effort are achieved across depart- mental lines through such confer- ences. Recently a study of the average foreman's job in all of the plants was undei'tak'^n to provide a solid foundation for further training, and to gear the courses more nearly to fit the expressed desires and needs of this group. Consideral)le emphasis has also been placed on having supervisors particiiiate in the short intensive jirograms of the Training Within Industry Service of the War Man- power Commission. These special training programs are known as Job Instructor Training (how to .APPRENTICES IN TOOL AND DIE WORKS AT THE RCA VICTOR DIVISION PLANT AT INDIANAPOLIS ARE GIVEN INSTRUCTION IN MACHINE SET-UP. instruct new workers), Job Meth- ods Training (how to simi)lify work), and Job Relations Training (how to handle human relations liroblems). Job instructor training follow- through has been one of the most significant RCA plant-wide train- ing projects. It was instituted to determine the results of Job In- structor Training and to coach supervisors and job instructors in the use of a simple, effective meth- od of training new employees. This project has demonstrated what planned training can do to help supervisors increase production, improve quality and reduce costs. After-hours classes are spon- sored by the Company for ambi- tious employees who wish to pre- pare themselves for positions of greater responsibility. RCA bene- fits directly from employees' broad- ened knowledge of its managerial and technical problems growing out of such courses as production control, plastics, aviation, radio and television engineering. This pro- gram serves to discover talent and facilitate promotion of emplo.yees from within the Company. A tuition loan and refund plan enables qualified employees to en- roll in evening courses offered by various colleges. Tuition loans are repaid through jjayroll deductions. Participating emi^Ioyees are eligi- ble for refunds at the end of the courses, the amount of refund de- pending upon the course grade earned. This plan has enabled man.v de- serving employees to complete their college courses or pursue necessary graduate work. The Company has benefited very much from this pro- gram, through the fresh outlook and point of view these employees bring to bear on the Company's problems. Through these varied training IJrograms, the human resources of the Company are being developed and strengthened. As the efficiency of employees is increased, a reduc- tion in operating costs occurs which in turn permits a lower selling iirice and a wider market; employ- ment is maintained or increased; employees experience more satis- faction on their jobs and human relations problems are simplified. RADIO AGE 15]