In recent years, domestic companies have increasingly recognized the value of BIM (Building Information Modeling) and have started selecting suitable staff from within their organizations for BIM training. The goal is to enhance competitiveness and boost project capabilities through effective personnel development. However, the results often fall short of expectations. So, where does the problem lie? Based on my personal experience, I would like to share some key points that enterprise personnel should keep in mind when conducting BIM training.
1. Mindset Transformation
Typically, BIM training focuses on teaching the operation of BIM software. Many employees approach this training as they would any other technical software course, thinking, “BIM is just modeling software.” This limited perspective restricts the depth and scope of BIM application within the company later on. BIM is not just software; it also encompasses workflows and organizational structures.
Therefore, it is advisable for companies to organize a series of awareness sessions or exchange meetings during BIM training. These sessions should cover BIM’s basic concepts and theories, with company leaders and industry experts explaining its strategic significance, value, potential challenges, and the changes that the transition to BIM may bring. This helps employees develop a clear understanding from the outset.
2. Planning for Productivity Loss During Training
Many companies underestimate the impact of personnel downtime caused by BIM training. Training cannot be completed in just a day or two, and interruptions can negatively affect projects and training outcomes. Furthermore, after training, employees need time to become proficient with BIM software. Immediately applying new skills to projects may not yield instant results, leading companies to label the training as a waste of time and revert to traditional CAD workflows.
Both these reactions are problematic. I recommend that companies prepare for an initial dip in productivity during the early stages of BIM adoption. This includes setting appropriate performance evaluations for employees learning BIM, so that they remain motivated rather than resistant due to perceived loss of productivity or misunderstanding of the technology’s benefits.
3. Choosing the Right Training Methods
Since time for training is often limited, many companies adopt a “learning-by-doing” approach. This method allows employees to practice BIM skills immediately, combining training and application effectively.
Here is a suggested approach: start by training a large group of entry-level staff on BIM basics, including theoretical concepts and fundamental software operations. Then, select outstanding individuals for more in-depth training. Specialized instructors can provide advanced lectures or Q&A sessions tailored to their needs. Finally, coordinate with project teams to form dedicated BIM groups responsible for BIM application on actual projects.
It is crucial during this initial phase that employees have easy access to technical experts. This support prevents frustration and ensures users are not stuck during critical project stages due to unfamiliarity with certain BIM software features.
To conclude, enterprises must adopt the right attitude toward BIM training—remaining calm, encouraging hands-on practice, and fostering trust in the process. Only by doing so can learners develop a proper understanding and positive outlook on BIM training, ultimately benefiting the organization.
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