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A P-20 Learning Assessment for Manufacturing Organizations

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2018 ASEE Annual Conference & Exposition


Salt Lake City, Utah

Publication Date

June 23, 2018

Start Date

June 23, 2018

End Date

July 27, 2018

Conference Session

Experiences in Manufacturing Engineering Education

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Sidney E Martin III Murray State University Orcid 16x16

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Mr. Sidney Martin, P.E., is a lecturer in the Institute of Engineering at MSU. He is a doctoral student within the college of Education. Prior to arriving at MSU he worked for companies such as General Electric, International Rectifier and SynQor Sid Martin was responsible for employee training and education. This experience allowed Mr. Martin to utilize many learning techniques that include traditional lecturing, but also nontraditional methods of active learning, problem based learning, story based learning and active learning methods of teaching .

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Randal Wilson PhD Murray State University

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Dr. Wilson has over 27 years of experience in higher education at the community college and university levels in both faculty and administrative roles. His 17 years of leadership experience have been in workforce development and academic affairs. Prior to his career in higher education, he was in the manufacturing sector. He is currently an assistant professor and director of the Ed.D in P-20 and Community Leadership program at Murray State University. He has presented at numerous state, regional, national, and international conferences.

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The role of the chief learning officer for a manufacturing organization has not been defined in the literature. This paper will be an exploratory study of learning requirements of a manufacturing organization. The current focus on reshoring manufacturing, change is coming to the manufacturing sector requiring an educational retooling of the manufacturing workforce. Manufacturing organizations, especially those who produce products that have been sent offshore in the past need to gain market share from outsourced world manufacturing locations. The organizations will benefit from assessing their organizational learning requirements and assessing those individuals who work for them. Eventually, job descriptions will use words such as learning, learner, and mentor to describe the responsibilities of their staff at all levels of manufacturing organizations. Future hiring decisions, promotions, bonuses, and incentives need to recognize the importance of learning. The available pool of workers for hire need to be informed of what skills and knowledge they need to possess in order to be hired. Improvements in technology and changes in the organization’s approach to organizational learning and training will help to remove the barriers and challenges that restrict the global competitiveness of the manufacturing organizations. Innovative methods of assessing, training and educating the manufacturing workforce will allow continuous improvement within the organization. These improved methods will lead to increased earnings and profits. This paper will provide a P-20 grounded learning organizational assessment guideline that can be used by manufacturing organizations to improve learning. This self-assessment is developed from formal assessment techniques and supported by a review of the literature. The assessment will then allow evaluation of the current state of the organization. A method of response will improve workforce learning will then be presented. Active learning methods which could be used to help resolve organization learning deficiencies will be presented.

Martin, S. E., & Wilson, R. (2018, June), A P-20 Learning Assessment for Manufacturing Organizations Paper presented at 2018 ASEE Annual Conference & Exposition , Salt Lake City, Utah. 10.18260/1-2--29709

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