Just on getting the best out of the company/its employees.
When a company decides to employ apprentices you have essentially a pact between 2 sides.
The employee agrees to learn, via formal training(@ school) and on the job. Apply what he has learnt, retain it, use it, show it to the best they can to provide the company with a rate of return, in return for great training and pay (particularly in the lift industry).
The company must provide the tools for the apprentice to be the best they can via its training. formal training(@ school) is a given plus the added on the job learning. This on the job stuff is critical to learners becoming good mechanics so its incombant on the company to link the good teachers with these new employees. They learn good discipline( times etc) but critically they show how to be a good mechanic and intern a good trouble shooter(the reference to this thread).
I was lucky to have great mechanics as role models. i applied this to my apprentices and within weeks these guys had the basics to what i called the 'system of lift control'. I learnt from my teachers that when going into a m/room, puts your hands in your pockets and use your eyes and you will within 5 minutes be able to tell if a lift has power( by walking past the main switch if it's tripped), has the lift got direction,doors,safety,reverser ccts etc. By applying basic methods to start with it goes a long way to getting these guys to be the trouble shooters of the future.
Time and again i've seen mechanis use the apprentices as their personal errand boys, isolated cleaners, targets of jokers and bullyers and it makes me sick. We as mechanics have to fundamental obligation to TRAIN these people for the continuation of the lift industry and any industry for that matter.
/end rant!!
