Abstract
This article addresses training issues arising from the generational turnover in staff expected in the next couple decades as the baby‐boom generation retires and automated workplaces become more common. The article discusses components that should be included in upgrades of training programs that include: training on processes that use a higher level of technology; cross‐training for staff flexibility; teaching supervisory and managerial skills to existing staff who will replace retiring workers; and, adapting to the needs of a nontraditional labor pool. Operator certification is discussed, with suggestions given for a new global method of training for certification.
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