Training Article

Minitab LLC’s picture

By: Minitab LLC

Choosing the correct linear regression model can be difficult. Trying to model it with only a sample doesn’t make it any easier. Let’s review some common statistical methods for selecting models, complications you may face, and look at some practical advice for choosing the best regression model.

It starts when a researcher wants to mathematically describe the relationship between some predictors and the response variable. The research team tasked to investigate typically measures many variables but includes only some of them in the model. The analysts try to eliminate the variables that are not related and include only those with a true relationship. Along the way, the analysts consider many possible models.

They strive to achieve a Goldilocks balance with the number of predictors they include.  
Too few: An underspecified model tends to produce biased estimates.
Too many: An overspecified model tends to have less precise estimates.
Just right: A model with the correct terms has no bias and the most precise estimates.

Jason Furness’s picture

By: Jason Furness

All organizations are looking to increase the competency of their employees and, hopefully, of themselves. Looking at this from the base level up, in a practical sense our competency evolves with experience, expertise, and possibly, time.

1. Unknowing

We begin by not knowing about a skill, issue, or subject. Think of newborn babies: They are not ignorant; they just don’t know.

2. Disturbed

Then something happens that causes us to feel disturbed enough about our knowledge, or lack thereof, of a subject. For instance, we might experience bad results, read an article, hear someone speak, or start a new job.

3. Intellectual

Intellectual competence occurs when we have read a book or been to a course. We know the subject matter on the surface and may have applied it in some fashion.

This is a dangerous phase where it is easy for us to say, “I know that, we do it already, there is nothing more for us to learn.” Think of a golfer who has read a book on golf and then declares he knows how to play, or a person who went to a one-day course four years ago and says she doesn’t need to do more training because she knows this stuff.

Mike Richman’s picture

By: Mike Richman

Leaders lead. Those two simple words conceal the complicated fact that being a change agent means confronting the failures of the past and confidently facing the promise of the future. Stories addressing these facts, along with hot takes on current news and a preview of an exciting upcoming webinar, composed this past week’s QDL. Here’s a closer look:

“J.C. Penney Lures Workers With Free Vacations As Talent War Heats Up”

Holiday hiring season is upon us, and for retailers, the crush is on to find good workers. J.C. Penney is instituting a creative approach in this quest, which also says something about acquisition, retention, and apprenticeships.

Interview: Gary Bell

Sylvie Couture’s picture

By: Sylvie Couture

In 2012, CMP Advanced Mechanical Solutions, a leader in the design and manufacture of sheet metal enclosures, mechanical assemblies, and machined systems, burst onto the Industry 4.0 scene with its avant-garde use of the visual work instruction software VKS. This software allowed the company to create detailed digital guidebooks aimed at training and guiding shop floor operators.

Specializing in high-mix/low-volume assemblies, CMP had implemented the software in the hopes of reducing the amount of errors that were occurring during the manufacturing process. Within a year, the company noticed a sharp drop in the number of external defects, as well as a 20-percent increase in productivity. Now CMP is moving forward with its use of VKS and applying it to the crucial inspection process.

Mike Richman’s picture

By: Mike Richman

One of the highlights on our calendar each year is the first Friday in October, which is Manufacturing Day here in the United States. This event offers us the perfect opportunity to celebrate the centrality of manufacturing as a driver of the economy, innovation, automation, education, and lots more.

For the past two years, we at Quality Digest have celebrated Manufacturing Day with our Virtual Test and Measurement Expo. This year’s live two-hour broadcast included an impressive technical demo, a drop-in on a Manufacturing Day event on the East Coast, and multiple interviews with the trainers, educators, and application engineers who are sharing best practices and helping develop the next generation of industrial professionals.

Following is an overview of our coverage; if you want to see the entire show for yourself, click here.

Dirk Dusharme @ Quality Digest’s picture

By: Dirk Dusharme @ Quality Digest

In this all-manufacturing episode, we look at the STEM pipeline into manufacturing, supplier development, how to make sense of manufacturing data and, no, manufacturing is not dead.

“Strengthening the STEM Workforce Pipeline Through Outreach”

NIST does more than just research and come up with really cool technology. It also has STEM outreach programs designed to help young people and minorities get excited by all this coolness.

“Making Sense of Manufacturing Data”

Are you collecting enough data? Are you collecting too much data? Do you know the difference between data and information? Doug Fair of InfinityQS does. He told us.

Davis Balestracci’s picture

By: Davis Balestracci

During the early 1990s, I was president of the Twin Cities Deming Forum. I had a wonderful board whose members were full of great ideas. One member, Doug Augustine, was a 71-year-old retired Lutheran minister and our respected, self-appointed provocateur. He never missed an opportunity to appropriately pull us right back to reality with his bluntly truthful observations and guaranteed follow through on every commitment he made.

After W. Edwards Deming’s death in 1993, we tried to keep the forum alive, but monthly meeting attendance started to drop off significantly. We were offering innovative meetings to grow in practice of Deming’s philosophy, but our members wanted static rehashing and worship of “the gospel according to Dr. Deming.”

The last straw was a meeting where a self-appointed Deming expert/consultant went too far: He lobbed one too many of his predictable, pedantic “gotcha! grenades” at the speaker for alleged deviations from “the gospel.” His persistence blindsided and visibly upset our wonderful guest speaker. I was furious and publicly told him to stop. It did not go over well—except with my board.

By: Jeanita Pritchett

Science, technology, engineering and math (STEM) career outreach programs play a pivotal role in shaping the capabilities and makeup of the future workforce. Generally speaking, “STEM outreach” involves organizing events, both in and out of school, where we can encourage and inspire young people to consider pursuing careers in STEM by improving awareness and building STEM literacy. Attracting youth to STEM fields and retaining them, especially young women and minorities, requires the support of parents, teachers, role models (like me!) and professional organizations.

When I’m doing outreach, students and parents often ask what made me decide to pursue a career in STEM. My answer is simple: I was exposed early on to the endless opportunities that having a STEM degree affords you. My parents, both of whom were nuclear engineers at Westinghouse, seized every opportunity they could find to get me and my siblings I involved in STEM. They were determined to get at least one of their children to follow in their footsteps. From computer camps to science museums to participating in “Take Our Daughters and Sons to Work Day,” we were constantly meeting STEM professionals and learning about different career paths.

Stanford News Service’s picture

By: Stanford News Service

Team leaders often focus on product details. Founders obsess over fonts. Sales managers fixate on tough-to-wrangle customers and shop owners on the minutia of shelf displays. Yet, all too often, virtually no attention is given to the fundamental driver of business success: team dynamics.

Behind every choice in a startup, behind every client relationship, and behind the atmosphere of every retail shop sit teams that determine whether or not a product—or even a whole company—makes it.

“One of the clearest signs of an experienced leader is the attention she pays to her people and her teams,” notes Lindred Greer, an associate professor of organizational behavior at Stanford Graduate School of Business. “Everything in a company is determined by the quality of team dynamics, and the ability to effectively lead teams is at the heart of managerial success.”

Mike Richman’s picture

By: Mike Richman

IMTS was a blast, but it was great to be back home in lovely Northern California this week. On this episode of QDL, we covered the skills that workers need and the innovations that organizations want. Plus, we brought you a live interview with author Mark Graban, and one on tape from Burt Mason of Hexagon Manufacturing Intelligence captured at IMTS. Let’s take a look:

“Only 20 Percent of Employees Have Skills Needed for Their Current Roles and Future Careers”

Adapting to the coming digital transformation means that organizations must hire, train, and motivate workers in a whole new way. Gartner research indicates that companies can best do this by identifying and developing so-called “connected learners.”

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