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ComputerAided_Design_Engineering_amp_Manufactur.pdf

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Christopher McDermott<br />

Rensselaer Polytechnic Institute<br />

6.1 Introduction<br />

6<br />

Computer-Aided <strong>Design</strong><br />

(CAD) Training<br />

Programs and Their<br />

Application in<br />

Electronics and<br />

Telecommunication<br />

<strong>Manufactur</strong>ing Systems<br />

6.1 Introduction<br />

6.2 Issues in CAD Training<br />

Pre-Adoption Issues • Implementation Issues • Organization<br />

Structure and Technology<br />

6.3 Issues of Organizational Fit in CAD<br />

Organic Firm Structure • Mechanistic Structures • Formal<br />

Training • Informal Training • Successful CAD Training<br />

6.4 Findings<br />

6.5 Discussion<br />

6.6 Conclusions<br />

The successful adoption of computer-aided design (CAD) technology requires a company to make a<br />

number of choices that implicitly determine its implementation strategy. These implementation decisions<br />

affect the ease of assimilating CAD into the firm’s design and manufacturing processes, the level of<br />

satisfaction the firm experiences with the technology, and the ultimate benefits that are achieved by the<br />

firm. Decisions regarding training are among the most important in the CAD adoption process. Although<br />

it is the consensus of research 1,2,7,21,22,26,35 that the successful adoption of new technology requires a firm<br />

to implement new training policies, there are few guidelines that indicate how companies with differing<br />

needs and expectations should design training programs in order to meet their own desired objectives.<br />

The purpose of this chapter is to explore the organizational factors affecting the choice of a CAD<br />

training program and the associated cost savings. Specifically, we evaluate the variations in the style,<br />

format, and techniques in training programs used by companies that have successfully adopted PC-based

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