What distinguishes a good HLK training program from a great? It is more than just textbooks and a curriculum is about thinking, mentoring and modern training methods that keep pace with a constantly developing industry.
“We are looking for apprentices who learn with a strong working morality, curiosity and the willingness,” said Levi Torres, CEO from High 5 Plumbing, Heating, cooling and electrical. “Technical skills can be taught, but attitudes and trainers are fundamental. We appreciate people who take the initiative, communicate well and show a real interest in trade. We would like to work on a career in the trades.”
A great HLK training program must offer important elements such as an adaptive curriculum, practical training, strong mentoring and a future-oriented ability to build up-these are the things that form the basis for the creation of the types of trainees that not only need HVAC contractors, but also need, but need.
Evolving
A great HLK training program must have a curriculum that adapts and develops together with the industry, as it must obviously be able to do the work so that a training program is great. It should have highly qualified technicians who are willing to work on site.
“Terms should integrate practical experience as early as possible,” said Torres. “If you rotate the trainees through different types of work and regular check-in trainees, apprentices can build up problem-solving skills and adaptability. Clear expectations, consistent feedback and a culture of growth are crucial for bridging the gap between training and field readiness. “
A large part of the effectiveness of the curriculum is to align learning in the classroom with real application.
“A strong HLK [apprenticeship] The program should include comprehensive course work that keeps pace with the developing technology of the industry, ”said Dona Thompson, head of the apprentice services, interplay learning. By offering training on technological advances, companies can ensure that they are ready to meet customer needs and to avoid any disruption in service.”
A great training program also creates an environment in which trainees are encouraged to learn and develop their skills in a linear way.
“At the beginning, trainees take time in the warehouse to learn something about parts and grow in their textbook knowledge,” said Torres. “Building on this, educational resources can complement learning.”
Educational resources such as modern technologies that help to effectively prepare the trainees to work on site.
“We can acquire the VR software (Virtual Reality (VR), with training in real skills in a safe, virtual environment through simulations,” Torres said. “Afterwards, apprentices can practically train by shading field technicians under the direction and monitoring of a certified professional. Together with experienced technicians, feedback, their character and skills really sharpen this. Linear approach enables trainees, trust, accountability and pride to develop at work.
Platforms like this support the effectiveness of HLK training programs. And according to Thompson, the HLK trainees benefit from new technologies that are included in these programs, since no longer only have to rely on manuals and lectures in order to get their necessary hours. The apprentices can now complete the course work online and make training more accessible.
Success of apprenticeship training: If an apprentice wants to get the best out of his training program, he has to put his pride aside. (With the kind permission of cardinal sanitary heating and air)
“Computer -based simulations also offer a safe and affordable way to practice real tasks and learn the apprentices through vision and doing. This can improve how well they remember information,” said Thompson. “VR also becomes important to gain young people into business. By enabling the trainees to interact with virtual devices, VR helps to bridge the gap between theory and practice in a safe, appealing environment.
Mentors
In some cases, it may not be a matter of whether an apprentice program has a rocky curriculum whether they do not have the mentors and managers who can participate.
“In addition to technical knowledge, effective training also emphasizes the mentorship of experienced workers,” said Thompson. “Registered trainees offer a great structure by combining learning in the classroom with instructions on site of experienced experts. Investments and support for companies are also of crucial importance. While many companies offer internal training courses, a stronger investment in professional development can promote culture, increase the loyalty of employees and ultimately improve the retention rate of employees.”
For Torres, mentoring is really the focus of a successful training program.
“No amount of learning in the classroom can replace wisdom and practical knowledge, which can be traced due to the cooperation with an experienced technician,” said Torres. “Mentors not only model technical skills, but also professionalism, customer service and decision-making within the framework of the print. To ensure that the trainees receive these instructions, the contractors must be intended for the trainees with strong mentors to hide expectations of mentoring and time for coaching. A supportive learning environment makes the difference in relation to the authorization.
Future trends
With regard to the future, there are some industry trends that the HLK trainees have to prepare, e.g.
HLK apprentices are not the only ones who have to be prepared for these trends. Training programs.
“A big trend that I noticed in the HLK industry is the increasing interest in geothermal and other green energy solutions,” said Thompson. “In order to satisfy the demand in this area, apprentices should receive training on these environmentally friendly heating and cooling options, so that companies can serve a growing customer base that is looking for sustainable alternatives.”
The quick further development of technology and the integration of intelligent devices into HLK systems require that training programs are flexible. After all, one of the keys of an effective program is how it is adapted over time and continues.
“These changes make it necessary for apprentice programs to be flexible and to stay up to date on advanced technology trends,” said Thompson. “This ensures that the trainees are equipped for new functions and state -of -the -art mechanisms that they will probably encounter in this area. After all, the demand for personalized customer service is growing. The training programs are increasingly containing soft skills and professional development to ensure that technicians can not only solve technical topics, but also provide positive and unforgettable experiences for their customers.”
From the field
David Lloyd is a current HLK apprentice for cardinal sanitary heating and air in Oak Grove, Virginia. He recently took some time to share his findings The Achr News In what skills the training program helped him to improve, the most rewarding parts, his advice for technicians, how to optimally use a training program, and much more. Here is what he had to say:
What was the most rewarding part of your training so far?
DL: Learn new ways to work with my hands.
How did the training program help you to develop both technical and soft skills for your career in HLK?
DL: I learned how to use different electrical tools that I didn't know from this choice of career. It also helped me to sharpen my communication skills by teaching myself to simplify technical terms to help customers understand how the devices they bought work or how they benefit them. It helped my team building skills because I have the opportunity to work and work with various leads/helpers, and we still have to do the work, even if we don't see at eye level.
What makes a training program great in your eyes?
DL: I think leads who are ready to have long days to teach them so that they can learn while you can learn at work is very important to make a program great.
What are you looking for in your training program from the educators?
DL: I hope you lead me to an efficient HLK technology. I believe that as a lead/educator, you want your apprentice to adopt what you have learned and pass on to the next person.
What do you advise you to do with a technician who starts an HLK training program? How can you get the best out of it?
DL: My advice for someone who tries to get the best out of training is to put your pride aside. To be successful, you have to be able to humiliate yourself. Be able to take the direction and hear the perspective of another. Regardless of whether you are a lead, helper or another apprentice, you could see a little differently than you, which could help do the work.