The Arren Steelworks was a success. The blast furnace produced pig iron efficiently, and the new Efficiency Carts ensured rapid delivery to the manor's refining area. However, the bottleneck had moved again, this time from material science to human resources.
Alex had two main issues:
* Refining: Decarburization—turning brittle pig iron into workable steel—required high-level heat control and precision that only Garth, the overworked blacksmith, currently possessed.
* Scaling: The upcoming implementation of the Three-Field System on all land demanded dozens of new, skilled farm laborers, not just seasonal hands, and definitely not the superstitious, change-averse farmers of the old guard.
Alex sat in the study, reviewing a hastily sketched organizational chart. "We have high-efficiency equipment, but zero certified operators," he muttered. "This isn't a metal problem; it's a training gap."
He called for Old Man Silas and Garth, the two most capable men on the estate.
"Silas, Garth. I'm introducing a new system called Apprenticeship and Certification," Alex announced. "We need to scale our knowledge, not our muscle."
Garth scoffed. "My Lord, blacksmithing takes twenty years! You can't just train a lout to handle white-hot steel."
"You can if you give him the right process flow," Alex countered. "Garth, you will select two of the brightest young boys and teach them nothing but the decarburization process. You will standardize your hammering rhythm, your fuel mix, and your temperature indicators.
When they can consistently produce a specific grade of steel, I will give them a certification and a salary far higher than a field hand."
He then turned to Silas. "Silas, you will select four farmhands and teach them the principles of the Three-Field Rotation, the geometry of the new plow, and the correct mixing ratio for the limestone flux. They are your Foremen. They will then teach groups of ten other farmers. Their success is tied to the overall crop yield."
***
The most crucial innovation, however, was not the teaching method, but the incentive structure. Alex didn't offer raises based on tenure or title; he based them purely on measurable results.
He posted a simple, easy-to-read list in the manor hall:
Role/TaskOld Wage (Copper Pieces/Week)New Salary (With Certification)Bonus Trigger
| Field Hand | 10 | 10 | Above-average individual yield. |
| Certified Foreman (New) | N/A | 30 | Estate yield increase > 20%. |
| Certified Steelworker (New) | N/A | 50 | Perfect consistency in refining. |
| Master Garth (Manager) | 40 | 75 | Successful training of four certified workers. |
The sight of the numbers shocked the staff. A certified steelworker could earn five times what a regular laborer made. The pay structure was entirely transparent and directly tied to performance. For the first time, a simple farmhand could see a quantifiable path to prosperity based on learning a new skill.
The effect was immediate. The young boys Hemlock had written off as lazy suddenly fought for the two apprenticeship slots under Garth. Farmers lined up to learn from Silas, eager to become "Foremen" and capitalize on the new system. Knowledge became currency.
***
As the training programs got underway, Alex realized a deeper issue: the lack of standardization in the world meant every piece of equipment was unique. A broken component could take days to replace.
He gathered Garth's apprentices and gave them their first major project, bypassing Garth's traditional objections.
"The old way says if a cart axle breaks, you forge a new, unique one to fit the unique wheel hub," Alex explained, holding up two identical metal rods. "The new way says that if we forge one thousand identical axles, every cart, every wagon, and eventually every war engine will use the exact same part."
He introduced the concept of tolerances—simple wooden templates and calipers to ensure that every finished piece of the new moldboard plows was identical.
"We are no longer making tools, apprentices," Alex instructed. "We are making interchangeable components. This is the difference between a village forge and an industrial powerhouse."
By implementing the Apprenticeship system and the principle of interchangeable parts, Alex solved the scaling issue. He was now building a highly motivated, skilled, and expandable labor force capable of mass production. The Arren Fief was transforming from a debtor's manor into a highly efficient systems factory.
Next priority: Mass production and sales. The local Merchant Guilds will not tolerate the Arren Fief underselling their inferior product. Time to deal with the threat of organized monopoly.
With the labor force trained and standardized, we are ready for the first major conflict with the outside economic world.