Training & Personal Development at Fisher & Paykel Appliances

I have been through tons of induction. Though I think the ones which are more important , such as the TCC AND A3 inductions came a bit too late for me. I think the training should be push forward. I have also learned a lot about other teams and also a lot about the company's value which is highly emphasized. I think some of them could have been put into a session such as the values , the business focuses and strategy. This could all be done if there was a "Day 1 " induction for all graduates/new hire. The amount of training is a bit too much for a person to remember most of the stuff. Health and safety would be something to start first while the other team introduction could be done in the later week. I have picked up on how to use different testing equipment as well as planning a project for a PCB change. I have also picked up better soldering techniques that is needed from my job.

There is a lot of it so it is very comprehensive if not a little tedious.

Software and safety trainings are good. Helps the starters to better prepare for the job.

The training is very detailed and will take a long time but all happens during the working hours:)

The company's formal online training is done on a very slow UI that doesn't encourage learning. The formal training inductions were 50% useful and 50% engaging. The informal training was very hands on which was effective.

Plenty of inductions and regular webinars. LearnSmart for company relevant learning. Lab skills learnt in the lab. Opportunities to learn new things to help with the job e.g I have learnt python, data analysis, washing machine skills and more

2 weeks of inductions

Gas handling training, electrical safety, basic tool handling / use, CAD training, statistical training.

The induction schedule was in depth and enjoyable. It was cool to see all the various regions of the office and how they work together and relate.

A lot of my work has been figuring out how to use a certain system with help when needed, however, this is appropriate for the work at hand. There was a good amount of documentation for setting up.

Creo cad training, Windchill(data management software).

Apart from induction which you go through at the beginning few weeks, there has been no formal job training. Most of the training needed to carry out everyday tasks are given informally.

2-3 weeks of formal training at the very beginning. Training sessions are held by different Functional Leaders and provide an overview of the team and their responsibilities, as well as the company's policies and purpose. I've learned a lot about how the company works, their purpose, products, and employees.

Quite in-depth inductions, you get to learn about all aspects of the company. They provide good training for their systems and software such as CAD and their server management. They use Creo Parametric, and Windchill. They also pay for relevant engineers, such as myself and about 6 other grads, to do a diploma in plastics.

Limited workshop opportunities for software and electrical (non-mechanical) engineers. Training is largely on the job, from working with more experienced engineers and having work reviewed.

Training has been good and I was provided a lot of support earlt. Starting to learn more on my own now.

Heaps of online training on offer, available any time and a large range of courses. Also in person/video call trainings which come up regularly. From my perspective the company invests a lot in bettering their employees and developing their skills.

Some parts of the induction schedule was not relevant to my field of expertise (CREO/Mechanical related), yet attendance was required.