"As part of Komatsu’s commitment to continuous improvement the company designed a new system for developing apprentices to maximise skills acquisition, career pathways and future growth and sustainability of the business" said Anthony.
This initiative further adds to Komatsu’s significant commitment to apprentices, with more than 120 apprentices in development across Australia and New Zealand.
The new Apprentice Development System lifts the learning methods and competency outcomes for apprentices to new standards in terms of technical and business skills.
The new Apprentice Development System started in January this year with 13 locally recruited apprentices, including 12 Plant Mechanics and 1 Auto Electrician. The apprentices were directly employed by Komatsu following a rigorous recruitment process that began last September.
The successful applicants are an even mix of mature age people, Year 12 and Year 10 school leavers.
Following advertisements in Hunter Valley newspapers the company received 270 applications for the apprenticeship positions. High schools students who had undertaken work experience with Komatsu’s Newcastle Branch were also invited to apply. The screening process included assessment of the applications, trade aptitude testing with TAFE and behavioural interviewing by Komatsu managers.
A feature of the new Apprentice Development System is the establishment of an education alliance between Komatsu and the Hunter Institute of TAFE. Kurri Kurri Campus, the main centre for the Heavy Vehicle Mobile Equipment Certificate III program in the Hunter, worked closely with Komatsu’s Hunter Valley managers to tailor the program to Komatsu’s needs.
"Families and friends of the new apprentices were invited to an Orientation Day and barbeque last November to inspect Komatsu’s facilities and learn about the company and the new Apprentice Development System" said Komatsu’s Mt. Thorley Branch Manager, Reg Rogers. "It is important that we engage the apprentices and their support networks, this is an important part of our approach to apprentice development" said Reg
Each of the apprentices received a 200 piece tool kit and trolley cabinet as part of the week long induction program at the Mt. Thorley Branch. The induction week included training on safety, environment, policies, procedures and access to Komatsu’s new online induction program ’The Komatsu Challenge’.
The induction week was followed by a 3 week intensive mechanical hand skills and tools utilisation and care program delivered by TAFE as a dedicated Komatsu course designed and developed by Komatsu managers and TAFE teachers. Through this program apprentices were able to demonstrate safe working practices, manufacture metal devices, learn about basic first aid, undertake green card training and complete practical tests and basic servicing on Komatsu equipment. Komatsu staff and trainers were also involved in the program including the delivery of one of Komatsu’s customer service programs, ‘The Face of Komatsu’.
Gavin Manning, Komatsu’s Newcastle Service Manager says "The advantage of this approach is that apprentices arrive at the workplace ready to contribute from day one". "Gavin played a significant role in the development of this program and has been the primary interface to TAFE" says program sponsor and Komatsu’s General Manager Central Region,
Ian Mc Cowan.
Komatsu’s Gladstone Branch Manager, Kirk Duffy also sent his new apprentice Kody House to the 3 week intensive program, Kirk said "She (Kody) has come back to us with increased knowledge and definitely got a lot of value out of it so it was really worthwhile"
Brad Hackett, Komatsu’s Operations Manager NSW says "Gavin; Newcastle Branch Manager, Cristian Dumar; Newcastle REMAN (Remanufacturing) Manager, Robert Uhl, and Mt. Thorley Branch Manager, Reg Rogers, are responsible for getting this new system for developing apprentices off the ground. It is their passion and enthusiasm for this approach that has made the difference".
The new apprentices will complete three, four month rotational assignments each year at Newcastle Branch, Newcastle REMAN and Mt. Thorley Branch. When not at work the apprentices will attend seven, one week blocks at Kurri Kurri TAFE, per year for three years completing the Certificate III. At Komatsu’s request, TAFE have established a dedicated Komatsu class for the apprentices, so they are all able to attend at the same time "This improves our ability to plan workflows, review performance and learning and prepare for the next set of rotational assignments" Newcastle REMAN Manager, Robert Uhl said.
The apprentices will be trained to the National Competency Standards as well as Komatsu’s unique enterprise Technical Competency Standards.
Newcastle Branch Manager, Christian Dumar says "The Kurri Kurri Campus has excellent teachers & learning facilities, an added advantage - of the Campus is the availability of individual on-site self contained accommodation for the apprentices whilst on block release".
"Komatsu has established extensive and structured Learning and Experience Plans (LEP’s) for each department and section the apprentices work in" said Cristian. The LEP’s detail the required learning outcomes for each assignment and the activities and experience necessary to achieve those outcomes. The LEP’s provide supervisors with a view of the apprentices’ achievements and experiences to date and informs the apprentice about the work they will undertake, performance criteria and assessment methods to determine when competency is achieved.
Under the new Apprentice Development System apprentices complete a daily Learning and Experience Record (LER). "This will become a valuable document which will be of considerable assistance as evidence leading to competency achievement, as a learning reinforcement tool, as a reference to review apprentices’ training, as an aide to developing communications skills and later when apprentices are applying for promotional positions" Komatsu’s Organisational Development Manager, Paul Richardson said.
"Apprentices will also be provided with Komatsu in-house Technical Training programs geared to their development stages and undertake skills development in Presentations, Communications, Customer Service and Business Processes" says Paul.
Apprentices’ progress will be monitored on a monthly basis and feedback from supervisors supplied to ensure skills development is occurring according to the LEP’s. Mt. Thorley Branch Manager, Reg Rogers says "At the end of each assignment each apprentice will provide a presentation to the other apprentices, supervisors and trades people highlighting their experiences and achievements."
"The new Apprentice Development System has very much been a team effort with all of the Hunter Valley Branches working together and the National Organisational Development group based in Sydney providing learning design and support" says Reg.
Once each part of the new Apprentice Development System is implemented, tested and reviewed, the system will be implemented at other Komatsu locations.
"We are very excited about this initiative and I am keen to see it working at other Komatsu sites" Komatsu’s General Manager Central Region, Ian Mc Cowan said. " The effort our Hunter Valley people have applied to this is commendable and I am pleased our Human Resources Division provided their support’ says Ian.