Como você treina e orienta profissionais CAD/CAM novos ou juniores em sua equipe?

In my experience jumping right into work is very important , for starters we start at part level design / modelling and this continues to an assembly level check, slowly this will progress to a situation where you start to take full ownership. And most importantly the key challenge is to troubleshoot and adapt to last minute changes and updates pre-release. Dive in head first! All the best.

Effectivement, évaluer les compétences et les besoins des professionnels de la CFAO nouveaux ou juniors est une étape cruciale pour assurer un encadrement efficace. Je commencerais par examiner attentivement leur portefeuille, leur CV et leurs projets précédents pour avoir une idée de leurs compétences actuelles et de leurs expériences passées. En posant des questions ouvertes sur leurs objectifs professionnels, leurs attentes vis-à-vis du poste et les défis auxquels ils ont été confrontés dans le passé, je pourrais obtenir des informations précieuses sur leurs motivations et leurs domaines où ils ont besoin de soutien.

3 Steps to get any level of drafter integrated into your company quick and make sure their skills meet expectations: 1. Have them do CAD skill assessment on either LinkedIn or Pinnacle Series. 2. Find out what they are missing and assign the training. 3. Provide the company internal O&M of documented best practices with recordings of your experts showing how it's supposed to be done. In my experience, it will take a week for them to have an understanding of how things are done and where to find the standards, workflows and experts.

Setup a weekly tips and techniques training session for 30-60 minutes. Setup an agenda and schedule the meeting for all CAD users. Everyone has a different background, so they would have a good input.

On this one I would ask them to tell me what they can do and what they cannot do with regards to work and go from there or find some ways to assess their skills and see where they are on them since while they may have good skills with what they have there are some limitations of what they have when it comes to certain jobs or tasks.

"Freshers" have a good chance of learning from your mistakes but only if you're willing to humble yourself and share those times when things went non-linear. Internships: It's imperative to keep finding interesting work for an intern while they are there. The tasks should build upon the skills they've developed along the way. On the PCB (ECAD) side of things, we need to stress the importance of the accuracy of the library. We build on those forms and then emphasize the design rules as a means of solving more complex problems with minimal effort. Smaller projects lead to larger ones. CAD/CAM training time can be set aside just to poke around in the software and discover tricks that some of us veterans never adopted. Kids these days.

Let them familiarize themselves with the software/tool first. Then we can prioritize continuous improvement by integrating them into ongoing projects. Start with small tasks and slowly increase their involvement in the project. Better to avoid micromanaging, allowing them space to tackle challenges independently. However, make sure you're available to offer insights and support when needed. This approach will help improve their problem-solving skills, and a sense of ownership in their work.

An effective means of delivering training (and saving your own precious production time) is to record training sessions for future users to view. Not only does it eliminate the need to repeat training sessions of the same topics, but also serves as reference material for previous trainees to revisit and refresh their memories. I began using recordings about 2 years ago and have found that it gives me a good resource to point new users to in order to get them started on the learning path. I have also heard from current users on our staff that they revisit the videos to answer questions they may have, which saves them from interupting me while I'm working. I've seen substantial gains in overall productivity utilizing this approach.

Partager mes connaissances et mon expérience avec les professionnels de la CFAO nouveaux ou juniors est une étape cruciale dans leur formation et leur encadrement. Voici comment je pourrais le faire de manière efficace : Démontrer l'utilisation des logiciels et des outils de CFAO : Je commencerais par des démonstrations pratiques pour leur montrer comment utiliser les logiciels et les outils de CFAO de manière efficace. Cela pourrait inclure des tutoriels pas à pas, des sessions de formation en direct ou des vidéos explicatives.

To train new or junior CAD/CAM professionals, I provide structured onboarding, assign mentors, offer hands-on training, give regular feedback, and encourage continuous learning. This approach helps them quickly integrate and become effective team members.

One effective way I've found is to give detailers and modelers real-world problems instead of just telling them what to do. This challenges them to think critically and boosts their problem-solving skills and creativity. By doing this, we help them master CAD and foster a culture of learning and innovation in our team.

Je leur fournirais des recommandations de livres, de cours en ligne, de blogs, de podcasts, de webinaires et d'autres ressources pertinentes qui peuvent les aider à approfondir leurs connaissances et à rester à jour avec les dernières tendances et innovations en matière de CFAO.

There are many ways leaders can help you improve your skills and overcome difficulties: 1. Direct mentoring 2. Purchase of training and courses 3. Recording video tutorials 4. Permission for on-the-job education 5. Planning the project with a longer deadline/budget to allow for people to make mistakes.

Reconnaître leurs efforts et contributions : Je prendrais le temps de reconnaître et de valoriser les efforts qu'ils ont déployés dans leurs projets, ainsi que leurs contributions à l'équipe et à l'organisation dans son ensemble. Récompenser les résultats : Je les récompenserais pour leurs résultats exceptionnels, que ce soit par le biais de récompenses tangibles comme des bonus ou des promotions, ou par des reconnaissances symboliques telles que des mentions honorables lors de réunions d'équipe.

Having empathy and putting yourself in the shoes of the person you are going to train is key. We all had a first time, and I think all of us would have appreciated having a trainer who could step away from their busy day-to-day schedule to dedicate a bit of their time each day to the junior engineers, to support them, listen to them, and provide the motivation they need. Good trainees today will be better trainers tomorrow.

Teaching and demonstrating machining in practice is essential for several reasons. Firstly, machining is a discipline that requires precision and attention to detail. By showing the processes in practice, juniors can better understand the challenges of each step, from machine setup to tool selection and programming.

I would give them advice as to how to approach their careers and encourage them to experiment with certain drawings or designs so they can get the feel as to how certain CAD programs work.