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APPENDIX III

By Terry Ruiz,2014-04-11 03:28
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I/S system that supports tracking of all training requirements Develop a method for plants to assess and prioritize needs, Corporate and plant training

    APPENDIX III

    Examples Representing the Work of an

    Organization’s Strategic Planning for

    Technical Training Committee*

*Miller Brewing Company, Milwaukee, WI.

    Reproduced from Building Effective Technical Training by William J. Rothwell and Joseph A. Benkowski. Copyright ? 2002 by John Wiley & Sons, Inc. Published by Jossey-Bass/Pfeiffer, San Francisco, CA.

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Management Commitment of A Standardized Approach to

    Resources to Learning That Culture Is One of Learning Technical Training Used Job Descriptions That Drives Business Results Organization Throughout the Company Identify Required Skills VISION FOR TECHNICAL TRAINING

    Management believing and Learning organization: A standardized approach to People using job descriptions providing resources to increase philosophy has: technical training will be to identify training needs and learning as a driver for embraced and used throughout knowing that they will be Built trust business success the corporation certified for that job Increased morale

    Champion for technical training Increased productivity Vendors/OEMs as partners All jobs have skills identified for within corporate organization B Increased safety awareness using our standard format for them that include core skills

    design, development, delivery direct tie-in to CEO and all support skills needed Learning is viewed as a of training Adequate resources will be Skills requirements change as continuous process and provided and seen as an Standardized training approach roles change rewarded investment in future of our A consistent training process Skills inventory for each work Training will be a core value company for all plants that utilizes the station supported by training Company is recognized as a Importance of technical training same format/structure/process Qualification standards leader in continuous learning will be recognized at all levels All company operations follow a supported by technical training Top management talk highly of in the organization standard approach to training Basic skills needs are met technical training Adequate resourcesdollars, People being trained on the job Employees understand A training council at each time (develop, deliver, attend) following a structured, business goals and how we will facility that tracks and ensures budgeted competency-based approach get there that training occurs, is Adequate resources committed Competency-based training will resourced, and is useful

    exist and be accepted by

    unions

    Documented process for

    technical learning exists

    Continuous improvement of the

    training process

    Reproduced from Building Effective Technical Training by William J. Rothwell and Joseph A. Benkowski. Copyright ? 2002 by John Wiley & Sons, Inc. Published by Jossey-Bass/Pfeiffer, San Francisco, CA.

    Individuals Have Involvement and Ownership The Ability to Tie Technical Responsibility and Control Across All Levels in Design, Training Delivered with Effective Use of Technology Over Their Skill Development Development, Delivery OUR VISION FOR TECHNICAL TRAINING Performance Impact in Delivery of Training Needs of Training Process in place for High-tech delivery systems Performance review/IDP for Ownership by Operations for measurement of for training all employees to identify technical training down to ROI/success of learning Standard computer methods opportunities for training operators Technical training will lead to for training and other A university type setting Employees assessing improvements in all areas of information on each line where individuals identify training needs, developing operation Interplant satellite downlink to their own schedule of training training, evaluating training Suppliers providing support training needs for the year People learning skills and competency-based training Accessible information Training is self-driven by knowledge from peers, guarantees with the products employees through computer-based I/S system that supports they sell Development plans exist training, multimedia, etc. tracking of all training People assessing their skills Apprenticeships requirements and forming their own Employees designing, People utilizing I/S systems development plan developing, delivering to track, identify, and Peer evaluation/assessment training using standard evaluate training Training that is self-identified process and tools provided A computerized tracking and can be accomplished by the organization system will exist within the employees’ power Documented A tracking system in place Bargaining units multi-skilled procedures/processes for that tracks a person’s with rewards, pay for skill Operations training, job training, updates, supported by technical and signals retraining training

    Reproduced from Building Effective Technical Training by William J. Rothwell and Joseph A. Benkowski. Copyright ? 2002 by John Wiley & Sons, Inc. Published by Jossey-Bass/Pfeiffer, San Francisco, CA.

Management Commitment of Resources to Learning That Strategies

    Drives Business Results Tuition reimbursement for hourly and salaried TECHNICAL TRAINING: GOALS AND STRATEGIES GOAL: By [insert date] [insert %] of employees’ time to be Obtain job-related skills outside (tech schools) spent developing needed skills Incentives to local tech college to develop classes

     GOAL: By [insert date] training is an integral part of company’s Strategiestechnical and soft skills plus business strategic planning knowledge

    StrategiesEstablish a corporate training council GOAL: By [insert date] the performance review of everyone

    with direct reports includes people development Have in place a process for prioritizing the training need

     Training not an afterthought, but an integral part of our Company’s Culture Is One of Learning Organization planning

     Integrated process where the planning, delivery, and support of GOAL: By [insert date] we need to develop strategies that will

    training exists motivate people to acquire the job skills they need

     Technical training staff together with Operations, Engineering,

    etc., at decision points

    (Continued) Reproduced from Building Effective Technical Training by William J. Rothwell and Joseph A. Benkowski. Copyright ? 2002 by John Wiley & Sons, Inc. Published by Jossey-Bass/Pfeiffer, San Francisco, CA.

A Standardized Approach to Technical Training Used GOAL: By [insert date] people from all affected departments

    Throughout the Company within the company are oriented in this process (standard approach) GOAL: By [insert date] have selected and adopted a standard TECHNICAL TRAINING: GOALS AND STRATEGIES (Continued) GOAL: By [insert date] vendor/OEMs as partners using approach to technical training company standard process for development and delivery of training Strategies

    Strategies Standardized approach that includes:

     Purchasing requirement to this as contract provision Type of design Engineering to include in specs Type of delivery

     Engineering to include in start-up process Type of evaluation

     Type of documentation GOAL: By [insert date] have in place a process for individual plants to assess and prioritize their training needs Needs assessment

     Who will develop

     Guidelines for vendors/OEMs

     Define what else this process includes

     Obtain buy-in for new process throughout company Choose one of existing approaches

     Define method for process review

     Establish method for identifying and categorizing job

    competencies flexible for each plant’s requirements

Reproduced from Building Effective Technical Training by William J. Rothwell and Joseph A. Benkowski. Copyright ? 2002 by John Wiley & Sons, Inc. Published by Jossey-Bass/Pfeiffer, San Francisco, CA.

    Job Descriptions That Identify Required Skills Ability to Tie Technical Training with Performance Impact GOAL: By [insert date] have in place a complete list of job skills GOAL: By [insert date] have in place the capability to evaluate needed to operate and maintain all equipment in our plants and confirm skill proficiency provided by training for an

    individual Strategies

    Strategies Build a standard for defining job competencies

     Can’t make job descriptions constraining Peer evaluation Start with several core processes/positions Testing

     Divide up task among all plants Demonstration

     GOAL: Have in place a process that clearly identifies the GOAL: By [insert date] have complete inventory of all the skills dollars spent on training and the return on this investment and proficiencies within a plant (ROI)

    Strategies Strategies Who has the skills? IS system for accounting Levels of proficiency Accountability for ROI Basic skills IS System That Supports Tracking Effective Use of Technology in Delivery of Training of all Training Requirements

     GOAL: By [insert date] have in place refresher aids for OJT GOAL: By [insert date] tracking systems in place that track a training and skills updates person’s training and signal retraining needs

     GOAL: Have in place the capability for an individual to schedule Strategies himself or herself into needed training Evaluate most appropriate delivery technologies (CBT, job aids, electronic delivery) Strategies Identify key areas for this type of training Checks and balances of when they can schedule Identify standards for technology delivery Ties into development plans Identify staffing and tech requirements GOAL: Have in place IS capability to track dollars spent on Process in [insert date) pilot in [insert date] training

     GOAL: By [insert date] we are using information technology to GOAL: By [insert date] have in place the technology needed to share training materials, modules, courses between plants provide just-in-time training in all plants and continually evaluate GOAL: By [insert date] have in place a skills database that new technology defines the skills an individual has and an automated system for

    access

    Strategies

     Individuals have ability to enter their own information

    (Continued) Reproduced from Building Effective Technical Training by William J. Rothwell and Joseph A. Benkowski. Copyright ? 2002 by John Wiley & Sons, Inc. Published by Jossey-Bass/Pfeiffer, San Francisco, CA.

    Individuals Have Responsibility and Control Over Their Skill Development Needs GOAL: By [insert date] every employee has a development plan in place

    TECHNICAL TRAINING: GOALS AND STRATEGIES (Continued) Strategies

     Development plan includes:

     Present abilities Gap analysis of where they should be

     Job skills, basic skills, etc.

     Evaluate labor negotiation impact Individuals self-identify needs, establish agreement with manager, make commitment Establish ability to measure proficiency

     GOAL: By [insert date] every employee knows how they can obtain the training needed for their job Strategies

     Published training schedules

     GOAL: Developmental needs (from development plans) are driving the training we are developing and delivering Involvement and Ownership Across All Levels in Design, Development, and Delivery of Training GOAL: By [insert date] have in place a single point of contact committed in each plant for coordination of tech training

    Strategies

     Plant steering committees also possible

     GOAL: By [insert date] establish a coordinated approach and strategy of what is being developed in training across all plants and how it can be shared

    Strategies

     Potential for plant steering committees coordinated by corporate technical training GOAL: By [insert date] have in place a cross-functional group of people with technical training skills in all plants Strategies

     Incentives for involvement in training

     Early involvement in new line and line modifications

     Train the Trainer to teach process

     GOAL: By [insert date] all peer-to-peer training will follow a structured OJT approach Strategies

     People trained on OJT techniques

     Qualifications of trainers

    Reproduced from Building Effective Technical Training by William J. Rothwell and Joseph A. Benkowski. Copyright ? 2002 by John Wiley & Sons, Inc. Published by Jossey-Bass/Pfeiffer, San Francisco, CA.

Steering Committee Involvement After the Implementation

    Strategy

    Competitive Analysis Environmental Scan Benchmarking Focus Groups Analysis of competition’s Analysis of the elements List of companies Conduct at each plant current state and future that affect (customers, benchmarked location to determine the direction and the impact on stakeholders, influencers) current sate of technical technical training training and the future

    needs of internal customers

Reproduced from Building Effective Technical Training by William J. Rothwell and Joseph A. Benkowski. Copyright ? 2002 by John Wiley & Sons, Inc. Published by Jossey-Bass/Pfeiffer, San Francisco, CA.

VISION FOR TECHNICAL TRAINING

    Management Commitment of Standardized Approach to Resources to Learning That Culture Is One of Learning Technical Training Used Job Descriptions That Identify Drives Business Results Organization Throughout the Company Required skills

    Develop a Continuous Learning Process as a Strategy for Business Improvement Activity Activity Who When Resources

     1. Select and adopt a standard approach Subgroup of Technical Learning [Insert Date] [Insert Costs] to technical learning Task Force

    [Insert Date] [Insert # Resources] 2. Orient all personnel on the standard Corporate, technical training at approach corporate; appropriate plant

    personnel

    [Insert Date] [Insert # Resources] 3. Vendors/OEM oriented and informed of Purchasing, Corporate expectations on standard approach Engineering, IS, and plant

    personnel

    [Insert Date] [Insert # Resources] 4. Develop a method for plants to assess Corporate and plant training and prioritize needs

    [Insert Date] [Insert # Resources] 5. Identify a core curriculum for regulatory, Corporate training, safety safety, and quality skill training [Insert Dates] [Insert Costs] 6. Complete the development courses Corporate training and user

    using standard approach operating departments ? Quality (courses/training) ? Safety (courses)

    Corporate and plant training [Insert Date] [Insert # Resources] 7. Complete train the trainer for core group

Reproduced from Building Effective Technical Training by William J. Rothwell and Joseph A. Benkowski. Copyright ? 2002 by John Wiley & Sons, Inc. Published by Jossey-Bass/Pfeiffer, San Francisco, CA.

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