The Dallas express. [volume] (Dallas, Tex.) 1893-1970, 1919-05-17


of output the impairment of profits.
Labor turnover is, then, not merely
momentary loss in itself, but it
is also the occasion of much damage,
waste, delay, disorganization, and
inefficiency.
There is no remedy that will pre-
vent labor turnover. but it can be
reduced, has been reduced, and is
now being reduced by many big en-
ployers. Ii labor turnover in the
manufacturing industries of the
United States were cut half it would
be equivalent to adding more than
half a billion dollars. a year to their
proftos. There is a powerful incen-
tive 10 rid our factories of big OBJ
stacle to production. In a relatively
| few plants labor turnover has been
lessened so per cent. Industrial
training is the means of which some
of our biggest manufacturers are
simultaneously minimizing labor turn
over and lowering the cost and in
creasing the volume of production.
Two of these corporations are among
| the greatest of its kind in the world.
Jointly they employ 10000 persons.
Altogether there are 200 American
manufacturers who have adopted in
dustrial training as an integral part
of their scheme of production
Industrial workers are entitled to
training. But even If they were not
1t is to the employers advantage
to give 1t to them. Inefficiency in
production is traceable to causes
which, for the most part, training
of the workers-and concomitant
training of the management-would
remove. 1t fosters team work and
contentment; serves as a testing
laboratory, so to speak, in which to
determine the degree Of skill and
experience possessed by the appli-
cants for employment before they
are regularly assigned to the shop
floor; it reduces waste and damage;
1t gives the worker better oppor-
tunity and greater incentive to
improve his position and prospects.
and affords the employer a larger
scope in selecting men for promotion.
Six general reasons are assigned
for low efficiency. They are ~
power failure; (2) failure of equip
ment and repairs; (3)lack of in
structions; (4)lack of training; (5)
failure to supply material; co. per-
sonal Stacking. 1t will be seen that
every one of these factors contri-
butes directly or indirectly to labor
turnover-that onerous charge a.
| gainst production. Failures of power,
of equipment and repairs, of material
of instructions-all these eventuate
in discharge and quittances, hiring
and rehirings. 1t need hardly be
said that the industrial training
which discovered and corrected these
faults of management, instructed the
workers in his duties, broadened his
craftsmanship, and enlargened his
versatility would diminish turnover
while concurrently it decreased the
the cost and enhanced the rate of
output
To establish a system of adequate
training in plant or factory pre-
supposos a survey that uncovers
the causes and extent of labor turn
over, the obstacle to output, sources
of delay, reasons for scrap work, and
all the other conditions that make
for low production. Where such sur
veys and analysis have been made by
experts of the United States Train
in Service and training has been
adopted, turnover has lessened, and
the rate of production accelerated
Not knowing how to do the job"
has two results: First, low efficiency
and second, quittance or discharge
labor turnover. Each Of these oper-
ates to increase the high cost of pro-
duction. Both the worker and the
employer pay a penalty for this con-
dition, just as each would profit from
its correction.
In the interest Of employees and
employers, tie United States Train
ing Service is now introducing in
dustrial training as an inherent
permanent economy of manufacture
ing. 1t has been said in a preced-
ing paragraph that some 200 con-
Germs have established training as
part of their producing organizations
There are not fewer than 10000 in
dustrial corporations which could
advantageously adopt it. 1t is the
intention of the United States Train
ing Service to reach these manufact-
urers and demonstrate to them that
they are emitting an opportunity
to extend their output and their
peace-time business. II American
manufacturers expect successfully to
complete with these British producers
in foreign markets they must make
use of all the means at their dis
posal. Those whose actual exper-
fence with training constitutes them
competent witness In its behalf, tes-
tify that it is sound investment,
and that not the least significant
of its effects is to minimize labor
turnover. Such training has other
important advantages, but they can
} only be enumerated, not discussed,
in the compass of this booklet In
dustrial training is of signal value
to employers If any OF the 3S States
which have compensation laws, be-
cause by incalculating care in the
} handling of tools and in the oper-
alton Of machinery, the liability to
accidents is greatly lessened.
The United States Training Service
has in the field lS representatives
who are working with manufacturers
. to put training into their factories.
These representatives are not orly
} experts in production, but also have
} had broad experience "a trainers
, In peace tErce az well rs during the
tbs war. They are at the cali OF
l0raaAssS.--