A Study On The Training Of The Traditional Mold Manufacturing Personnel – Take The Domestic Aerospace Industry For Example

• Main Authors: WU,YONG-HONG, 吳永鴻
• Other Authors: ZHENG,SHUN-REN
• Format: Others
• Language: zh-TW
• Published: 2013
• Online Access: http://ndltd.ncl.edu.tw/handle/cmjuxa

碩士 === 正修科技大學 === 經營管理研究所 === 101 === This paper aims to describe the current status and development of the traditional mold industries by implementing a case study method that explored the domestic aerospace industries in Taiwan which have been facing challenges of personnel training in manufacturing and future viable development strategies. The entire developing process of many domestic industries gradually shifted from traditional machining into automated machining. With the continuously upgrading the equipments, most manufacturing skills of the industry have been improved. However, there are some technical parts that need to rely on human’s hand-on operations and traditional processing techniques, the parts that most people are reluctant to associate with, “the black hands.” Accompanied with the low birth rate and the coming of bursting economy era, it has brought a bottleneck for relevant industries to foster their own professional employees in terms of management and future development. Although the technical and vocational education nowadays has mapped out a set of training courses in molding, still there has always been a gap between the theories taught at school and the real practice at workplaces. Consequently, to find out the right balance is the key to make mold design technology sustainable. In the case study, the tooling department of the sample company belongs to the traditional industry as above described has been encountering the issues of management and human resources. Although the company has made certain regulations for the training program, however, the final results will be appropriately targeted if a proper employees’ evaluation is administered after the training program. In addition to the insufficient practice of fostering the talent employees for future mold industry, the employees’ identities technical background and other factors also contributed to the huge gap which resulted in the failure of the training program while the senior employees were passing down their skills and managerial knowledge to junior employees. This research proposed several suggestions for traditional mold industries to maintain sustainable and remain competitive with certain technical levels: to strengthening the company’s internal training evaluation, to tie up the partnership between the manufacturers and the vocational schools, and to adjust the requirements of the recruiting system.