Serving the requirements of the industry by training human capital on specialized areas

 

The Dual Formation model began to be promoted in Mexico as of 2013 by the German – Mexican firm where an adaptation of the German model was fulfilled and the Dual Formation Mexican Model was born; in our country it is possible to implemented as of the second year of high school and can last one to two years.

 

In interview for Mexico Industry, Luis Fernando Pantoja Amaro, general director of the College of Scientific and Technological Studies of the State of Queretaro (CECYTEQ, by its Spanish initials) said: “I consider that Dual Formation must be the path for Mexico to expand even more its application including at least two third parts of the registration of any technological high school institution; our objective is achieving that a higher number of companies know it and integrate to the model since justly the industry request young graduates comply certain relevant requirements of their career, this way is sought solving before this lack of trained technicians required by the industries.”

 

As of 2015, CECYTEQ implemented this formation by incorporating 15 students from the careers of Mechatronics, Industrial Maintenance, Administrative Management and Industrial Production Processes in companies Kern Liebers of Mexico, OECHSLER, SITEC and Grupo MASPE.

 

“To date we have a collaboration agreement with 10 companies and our number of students amounts to 55; from this companies we added to IMS GEAR, Grupo Construlita, RONAL, SENOPLAST, ROBIN Mexicana and Grupo DeAcero,” said Fernando Pantoja.

 

Dual Formation implies a student taking his basic formation in an educational institution fulfilling the practical part inside a company according to his specialty, providing youngsters with the opportunity of developing their professional skills, “the model works in a way that the youngster attends one or two days to school and of three to four days to the company, this provides them the possibility of preparing in addition of giving them the assurance and experience, we manage the Dual Formation Mexican Model in which there is a platform where the entire information of the youngster and of the company is uploaded and there is where it is assessed, for this a turnover plan is established inside the company in which are pointed out which are the disciplinary and professional competences that the student must reach, afterwards, companies elaborate a weekly report, until the end of the program” said the general director of CECYTEQ.

Among the benefits Dual Formation grants to companies is a considerable lowering of their personnel turnover, increasing their productivity and presenting higher innovation indexes, “I believe this is the road in Mexico’s case to achieve reaching a real business level formation, at the moment of establishing a learning program or one of turnover through areas, companies are the ones precisely defining what skills must be developed and by the end of this Dual Formation cycle what is left is a young individual with experience, professional knowledge, a high school certificate and if he wishes a technical professional certificate,” said Luis Fernando Pantoja.

 

It is worth mentioning that youngsters do no enter as workers to companies, they enter as apprentices in perfectly delimited areas for the number of students that will receive it; in addition they have a facultative insurance provided by the same educational institution.  This model besides CECYTEQ is also applied in institutions such as the CONALEP and CBTIS.

 

Shaping Human Capital specialized in their different areas

 

“The idea of implementing this model is taken due to the success we have had in our plant in Austria, where these practices are already have much tradition; in countries such as Austria, Germany and Switzerland this system has been included for more than 100 years successfully; additionally we were worried by the lack of technicians trained for the production part, that is why for three years the initiative was presented and a year before we received the first generation of youngsters; today students are about to end their preparation and this encourages us to continue with these practices,” said Albin Eder, production manager of Senoplast Mexico.

 

“Our main objective is to shape technicians specialized in the different areas we have, aiming to youngsters remain working with us; Senoplast is growing and each time the amount of trained human capital we will require will increase, that is why we will continue receiving students, training them, and if they want it employing them when they end their formation,” ended Albin Eder.

 

Hector Silva, production manager of Senoplast Mexico, talked about his participation in the Dual Formation Program in the company, “we are focusing in transmitting students the knowledge that has to do with the transformation of plastics and that they adjust to their educational program; the transformation youngsters have had after they passed through the company is important since we show them practical knowledge allowing them to interact with the production personnel and with the equipment, I consider fundamental that a person has to know in a practice manner what they are going to perform professionally, we are forming specialized personnel turning them in candidates to remain working at the company,” he emphasized.

 

As instructors of youngsters are focused in providing 80 % practical knowledge and 20 % theoretical, Jose Maria Fernandez, maintenance manager in Senopast Mexico said, “today I see youngsters more secure of their labor future, even one of them will enter formally working with us and, in addition he will continue with his university education focused in our processes.”

 

Getting ready for the new Industry requirements

 

A study performed by Vistol Boston Consulting Group revealed that younger workers stated their admiration for those corporations that are adopting and incorporating industry 4.0 and that are developing their personnel at the same time for them being successful in a constantly evolving market; however, it was also found that millennials are living with a lack of confidence because they do not feel prepared with an environment that involves industry 4.0, therefore in one hand they are seeking companies that help them develop the required skills and on the other they seek being identified with leaders that are committed to having a real impact in the world, while preparing their organizations and employees for the challenges industry 4.0 represent.

 

Misael Ortiz Ortiz, apprentice of transformation of plastics in Senoplast Company, talked about his experience inside the company weeks before ending his Dual formation.  “The opportunity was given to me from my school, CECYTEQ facility 5 Queretaro, where we were offered with a new educational program and after a selection process in which we fulfill general knowledge exams and psychometric evaluations I was selected among 43 fellows.  Queretaro is an industrial area and companies require as minimum a year of labor experience, this model give us the opportunity of acquiring two years of experience which are of great benefit for our future.  The most important thing I have learned are the different national and international rules that exist in each company, here you start shaping as professional, I started on October 2016 and I am about to end on October 14th 2018, they trained me in a turnover plan, which consists in starting with the basics, here I knew polymerization processes, as well as the internal follow-up of the company, from quality, mixtures, -color-imetry, until reaching the production area, this with the objective of learning what is necessary to manage the complete process.”