HELPING APPRENTICES DEVELOP AN ENGINEERING CAREER THAT ROCKS! 14 February 2016 SUPERVISORS WELDING COURSES PROVES POPULAR MILMEQ SENDS IN THE ROBOTS Leading meat processor and exporter Alliance Group has installed two robots at its Smithfield plant near Timaru as part of its strategy to improve the co-operative’s operational efficiency. The fully-automated brisket cutting and evisceration robots automate the difficult and potentially dangerous part of livestock processing, resulting in improved product quality, hygiene and safety. The robots were designed, manufactured and installed by New Zealand engineering company Milmeq in conjunction with Ovine Automation Limited (OAL). The installation of the robots at Smithfield is the first commercial application of the technology and follows several years of testing as part of OAL’s research and development programme. Kerry Stevens, Alliance Group general manager processing, says the installation of the technology at Smithfield is the first step of a larger project Alliance Group is undertaking at the plant. “We’re installing the latest robotic technologies to improve productivity and plant efficiency as part of a wider strategy to lift returns for our farmer-shareholders. “This investment demonstrates our commitment to innovation and will support our efforts to optimise returns for New Zealand farmers and ensure that we remain competitive on a global scale.” Testing of the technology showed improvements in productivity and a reduction in food safety risks, he says. Mike Lightfoot, Milmeq ceo, says: “It is fantastic to see the development that has gone into these robots now coming to fruition at a commercial level. We are delighted to be installing them for Alliance Group who share our vision for innovation. “We see this as being the way of the future for lamb processing throughout New Zealand and globally. I would anticipate that, in time, the automated brisket cutter and evisceration robots will be recognised as setting the industry standard. “Seeing the robots successfully operating at Smithfield is a tremendous achievement for all concerned. It’s great to see a tangible success of the research conducted,” adds OAL general manager, Richard McColl. The Smithfield plant, which serves the company’s upper South Island suppliers, processes sheep, lamb and venison through most of the year and employs approximately 500 staff. EN In today’s competitive structural steel market the ability to meet the client’s expectations while making an adequate return requires the capability to meet the specification and to minimise profit-eating rework. This is achieved by implementing a quality management system using the well-established “standard” methodology based on the following principles: welders who follow suitably qualified, efficient procedures; the control of all stages of welding and fabrication operations by a capable supervisor; inspection at appropriate stages to verify the quality of the fabrication and welding. Effective quality management systems for welded fabrication rely on competent staff – people with the knowledge and ability to ensure welding and fabrication operations are cost effective. A feature of the recently established Steel Fabricator Certification (SFC) certification scheme (www.http://steelfabcert. co.nz/) is that these fabricators only employ such people. The HERA Training Centre (a division of the Heavy Engineering Research Association - HERA) provides education and training for those who have responsibility for the supervision and inspection of welded fabrication, and the qualification of welding procedures and welders. The one week Welding Supervisor to AS 2214 (which doubles as Welding Inspection Part 1) is offered in both Auckland and Christchurch: Auckland 29 Feb – 4 March 2016 venue HERA House Manukau and Christchurch 7-11 March 2016 venue CPIT This course is ideal for motivated people in the industry who seek ongoing professional development and increase their value in the industry. Course content is ideal training not only for welding supervisors and those who wish to progress to a welding inspection qualification, but also for designers, engineers, fabricators, and project managers who may who can benefit from an understanding of how to apply current best practice in welding/fabrication quality management. EN For further information visit: www.hera.org.nz or contact the NZ Welding Centre at 09 262 885. N E W S EN003 Engineering offers great careers. And, as the results of recent Competenz research show (Getting the best from your investment in training an apprentice, October 2015), career opportunities are particularly important to apprentices. In fact, offering career opportunities, and talking about these opportunities early in an apprenticeship, are key to retaining apprentices when they qualify. Here are some tips to help you help your apprentices build successful careers with your business. Get to know your apprentice as a person Understand their personality, motivations, and interests outside work. Fulfilling careers take all these factors into account. Talk about career opportunities early in the apprenticeship This will motivate your apprentices to learn and help you retain them when they qualify. Set clear expectations It’s your apprentice’s career, not yours. Make sure they understand that they need to put their hand up for development opportunities – and that you’ll support them when they do. Develop a career plan with your apprentice Identify their career goals, the skills and experience they need, how they’ll gain these and by when. Then track their progress. Take a broad view of career opportunities These take many forms other than ‘climbing the ladder’. Involve apprentices in business activities like job costing; let them supervise others as they gain experience; offer them training to help them gain skills like team management. Hold regular ‘career conversations’ – and follow up Set aside time several times a year to talk about career goals and progress. Ask thought-provoking questions and give apprentices time to reflect. Then follow up, with a project or training opportunity. This shows your apprentice that you’re genuinely interested in their career. Connect your apprentice to development opportunities Find them a mentor; identify opportunities for further training (such as advanced trades training); seek out projects that help them gain experience. Help your apprentice build ‘soft skills’ Being a technical expert isn’t enough to get ahead in a career. Help your apprentice communicate effectively, solve problems, and work well under pressure. Focus on your apprentice’s strengths, not their weaknesses Many career coaches believe that focussing on strengths is the key to a successful career. If your apprentice is particularly good at an activity and enjoys it, help them be the best they can at it. Help your apprentice look ahead Talk to your apprentice about future trends in your industry (new technology they need to master). Your Competenz account manager can give you more information to help you support your apprentices’ careers, including advice on career development and training programmes. www.competenz.org.nz | 0800 526 1800
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