NAGARE supports time to competency tracking by comparing configured practice and production cycles with agreed task criteria. Combine those observations with training start dates and trainer sign-offs, so supervisors can review progress, target coaching and decide when an operator is ready for independent work.
Onboarding usually means following an experienced colleague until a supervisor decides the new starter is ready. Nobody can say how long that should take or why one person takes twice as long as another.
Our AI process monitoring software, NAGARE™, supports time to competency tracking with observations of configured task performance. Training start dates, readiness criteria and trainer decisions complete the record. Station video does not establish the whole training timeline on its own.
Time to competency needs an agreed start point and readiness standard. Combine observed task performance with training records and trainer sign-off rather than deriving both dates from video alone.
Expert cycles define the accuracy, pace and steps a ready operator must show for each task.
The camera follows practice and production cycles and scores them against that standard every day.
Trainers review the available task evidence against the agreed threshold and decide whether further practice or a sign-off for independent work is appropriate.
Send the tasks new operators learn first and an expert video. We will show how progress would be tracked.
Get In TouchEvery plant tracks onboarding somehow. The difference is whether the record reflects performance or attendance.
Maruti Suzuki's academies used NAGARE to evaluate trainees faster and more accurately, with objective data in place of inconsistent manual assessments.
These are Maruti Suzuki's published trainee-assessment results. They provide training context rather than a separate measured change in onboarding duration.
It runs from the first day of training to the point where the operator performs the task to standard without help. Defining that point clearly matters: most plants use accuracy, pace and missed steps over a run of consecutive cycles. Measuring those from video gives a date for each task, rather than a supervisor's estimate of when someone seemed ready. Each task is tracked separately, because a new starter may master one station weeks before another.
Definitions vary. Some teams define the productivity milestone as reaching a specified output target and a competency milestone for meeting a broader task standard, while others define the terms differently. Either milestone may occur first depending on those criteria. Agree the measures and start dates before comparing cohorts, and record the help still required at each point. The useful distinction is the evidence behind each milestone, not a universal claim that productivity always precedes competence.
Shadowing an experienced colleague is valuable, but much of what experts do is tribal knowledge that nobody has written down. New starters pick it up slowly and unevenly. Showing them where their cycles differ from the expert's, step by step, makes that hidden knowledge visible and shortens the time spent copying someone else.
An experienced colleague still provides instruction, demonstration and judgement about work the camera cannot assess. Reviewed clips and results may help that person focus coaching on specific visible steps rather than continuously observing every cycle. Measure locally whether this frees time or improves readiness. It is not a guaranteed reduction in mentoring. Preserve opportunities for questions and supervised practice, and let the trainer decide when the new starter can progress to work without direct supervision.
When results meet the agreed threshold consistently, not after a fixed number of days. Many plants require a solo sign-off from a trainer as well, and the data supports that decision with evidence of performance over many cycles. Operators who meet the threshold early can move on, while those who need more time get targeted help instead of a longer stint of watching.
The progress chart can show changes in accuracy and cycle time over successive attempts or days, but plot and interpret those measures separately. Accuracy may rise while cycle time falls, and either may temporarily change with a new variant or method. A plateau suggests a question for the trainer, not proof of a skill deficit. Review product mix, help received and the available observations before changing the onboarding plan or comparing people across a cohort.
That initial period can be a useful review window for an onboarding programme, but this is not a claim that every plant's highest error, rework or turnover risk falls in that period. Define the relevant tasks and ramp-up milestones for your own workforce. Available feedback and the learning record can help supervisors identify where support is needed, while trainer review and representative evidence remain necessary before deciding a new starter is ready to work without the agreed assistance.
Send the tasks new operators learn first, your current new operator training plan, the training records you keep and a few expert videos of each task. Tell us how sign-off works today. With that, we can set readiness thresholds and show how time to competency would be reported for your next cohort.
Share the tasks new operators learn, your current onboarding plan and an expert video. We will plan time to competency tracking for those tasks and explain timing and cost. Tracking for a first cohort typically starts within 4 weeks.
