“At Tata Hitachi, we value the contribution of operators to our organisation’s growth. Hence, we partner with our dealers to increase the number of operator training centres to create more employment opportunities. Tata Hitachi is in the process of partnering with customers to provide job opportunities for trainees.”
Q1. What kind of construction equipment operator training and skilling is provided by your company?
Committed to skill development and employability, Tata Hitachi’s skill development programme encompasses training for unemployed youth, non-certified operators, dealer staff, and its own staff.
The organisation has a two-pronged approach:
A. For permanent employees and contractual staff:
- On-the-job training in different competencies like welding, fitting, machining, painting, and mechanical and electrical maintenance.
- Theoretical training and training setups for different skills.
- Training imparted through the Skill Training Centre inside the plant, which has world-class facilities and Hitachi-certified trainers.
- The Tata Hitachi JIM Programme (Japan India Institute for Manufacturing), in line with the Skill India Initiative.
B. Training for youth from local communities:
Tata Hitachi has Operator Training Centres at Dharwad and Kharagpur with facilities for training on the operation of construction equipment such as Hydraulic Excavators, Backhoe Loaders, and Wheel Loaders.
This setup is elaborate, with experienced trainers from across the country imparting training. It is backed by a state-of-the-art simulator for machine operation condition simulation, which provides trainees with a near-real-life machine operating experience.
Once the course is completed, the participants are awarded certificates in collaboration with the Government of India, which help them secure employment as machine operators across the country.
Q2. What specific topics are covered in the operator training programme, such as equipment operation and controls, safety procedures and protocols, preventive maintenance, etc.?
There are different modules related to operator training. Most of these are based on the Qualification Pack of the Infrastructure Equipment Skill Council.
There are also other programmes based on customer requirements. Broadly, the programmes can be divided into:
- Training for youth aspiring to become employable as operators. This includes mostly unemployed youth.
- Training for existing operators.
- Recognition of Prior Learning (RPL) Programme. It is aimed at certifying existing operators after assessing their skills and knowledge.
Safety is given the utmost priority in these training programmes. The course ensures that operators learn to operate safely, minimise wear and tear on the equipment, and deliver optimum output.
Q3. How do you envision the future of operator training in the construction equipment manufacturing industry? Are there any specific areas your company plans to focus on in the coming years?
At Tata Hitachi, we value the contribution of operators to our organisation’s growth. Hence, we partner with our dealers to increase the number of operator training centres to create more employment opportunities.
After the training, ideally, the trainees are deployed for on-the-job training at actual work sites. This goes a long way in enabling them to augment their acquired skills with real-world experience. Tata Hitachi is in the process of partnering with customers to provide job opportunities for trainees.
The current training programme for machine operators aims to provide comprehensive knowledge on various aspects related to machines, including mechanicals, hydraulics, and electricals. In the coming years, knowledge about the use of telematics and the advantages of connected machines will also be provided so that site efficiency and productivity can be maximised by the operators.
Q4. What challenges do you face in providing effective operator training, and how do you overcome them?
There are several challenges in providing effective operator training. Some of these are:
- Diverse Skill Levels: Trainees come from diverse backgrounds and possess varying skill levels. Some may have prior experience, while others may be completely new to the field. Tailoring training to meet the individual needs of each trainee can be challenging.
- Technological Advancements: As equipment and technology continue to evolve, keeping the training curriculum up to date with the latest advancements poses a challenge. Ensuring that trainees are well-versed in handling modern equipment is essential.
- Language and Communication Barriers: In a diverse country like India, linguistic and communication barriers can hinder effective learning and understanding of technical concepts, particularly in regions where multiple languages are spoken.
- Employability of Trained Operators: After completing the training, some operators seek diverse job opportunities, leading to a loss of skilled operators.
To overcome these challenges, Tata Hitachi implements various strategies:
- Customised Training Modules: Tailoring training modules based on the skill levels and backgrounds of trainees ensures that they receive relevant and effective instruction.
- Continuous Skill Upgradation: Regularly updating the training curriculum to include the latest technological advancements and best practices ensures that operators are well-prepared to handle modern equipment.
- Trainer Development: Investing in the development of skilled trainers and providing them with opportunities for continuous improvement enhances the quality of training delivery.
- Multilingual Training: Providing training materials and instruction in multiple languages helps overcome communication barriers and ensures better comprehension.
- Job Placement and Career Growth: Offering job placement assistance and career growth opportunities within Tata Hitachi incentivises trained operators to stay with the company, reducing the risk of talent attrition.
By addressing these challenges with a proactive and holistic approach, the organisation continues to provide effective operator training, empowering operators with the skills they need to excel in their roles and contribute to the growth and success of the country.
Q5. With automation and AI influencing the industry, how do you see the nature of jobs evolving over the next 5–10 years?
The construction equipment industry is undergoing a digital transformation, and the nature of jobs will evolve accordingly.
While some repetitive tasks may be automated, the demand for roles in machine diagnostics, remote monitoring, data analysis, and digital customer interfaces will increase. Upskilling will be essential, and organisations must invest in reskilling their workforce to adapt to this transition. Human-machine collaboration will define the future workforce.
Q6. What is your outlook on employment trends in the construction equipment industry in the coming decade? Where do you see the highest potential for job creation?
The outlook is optimistic. With sustained investments in infrastructure, mining, and smart cities, we foresee job creation in areas such as after-sales service, rental and used equipment markets, telematics support, operator training, and digital field service roles.
As equipment becomes more sophisticated, demand for skilled technicians, data specialists, and service engineers will rise. Additionally, local manufacturing expansion and a push toward sustainability will open new avenues in green manufacturing and technology innovation.
