How to guide: MJH Engineering case study

MJH Engineering applied a unique in-house training programme to train skilled welders to meet the businesses unique requirements.

Who is this guide for?

Business owners or organisations who are facing an immediate labour skills shortage in specialised trades and can’t find the right fit for training in the existing market, or those wanting to add in or expand upon in-house training to their wholistic approach.

Identify the gap and need

  • Scope exact skilled labour needs, and what gap is needing to be filled
  • Identify if any other organisations are providing training that meets the business needs
  • Identify the capacity for recruitment during and after the process
  • Identify job descriptions and profile of positions needed
  • Identify the time frames in conjunction with business pipeline
  • Identify funding needs and opportunities to apply for industry related funding.

Planning and materials

  • Find an existing source of training materials from an accredited and industry recognised source where possible and seek permission to use those, a business case may be needed and IP (intellectual property) agreement
  • Plan out duration and time frame of training period, including any post training mentoring
  • Understand if the NZQA standard aimed for requires other external resource or additionally any specific trainer skillsets that are not already in house
  • Decide if you will add an NZQA qualification to your training and allow time for this process(external link)
  • Decide if external funding will be required and sought, develop a timeline for this.

Develop a trainee recruitment process and timeline

  • Map job descriptions, employee/trainee benefits, and advertising content
  • Prepare induction material in conjunction with the training programme, this may be written into the material so the trainees are inducting while they are learning
  • Decide on the number you will train/employ based on business capacity to employ and train those individuals and meet the expectations set
  • Supervision and mentoring is needed to continue learning and skill development. Ensure the business has the right skillset in the mentors and supervisors selected, otherwise consider external sources to fill this need
  • Establish individual capacity is in place and agreed upon so the mentors and supervisors have the time and energy to spend working with the trainees
  • Plan to support the mentors and supervisors where needed, to encourage their own growth and development through the process and ensure that the trainees get the best mentoring and supervision available.

Review and refine

Upon completion of the first pilot take time out to step back and look at what worked well, what didn’t work well and what improvements you will make.

Ensure the voices of the trainees and supervisors are included in this feedback loop and feedback is taken on board from both sides.

Other articles written about this training programme

Innovative solutions to widespread problems(external link) -

MJH Engineering’s training programme welcomed(external link) -

MJH engineering gears up for a big is best approach(external link) -

Hutt valley manufacturer stepping up to fill skill shortages(external link) -

Learn more about MJH Engineering(external link) -