Help build global TWI with local ownership
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This document outlines a presentation on building a global Training Within Industry (TWI) implementation with strong local ownership. The presentation covers developing a global project plan from idea to rollout, establishing a global training organization, and ensuring global standards have local ownership. The agenda includes discussing the overall approach, pilot project, selection and development of trainers, and a process for local improvements to influence global standards through validation and knowledge sharing across sites.
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Help build global TWI with local ownership
- 1. Help me, help you!* *from ”Jerry Maguire” – the locker room scene Twitter #TWIsummit @BtP_TWI
- 2. TWI on a Global Scale It’s time to roll up your sleeves!
- 3. Overall learning objectives • How to build a global TWI implementation project plan, with strong local ownership. • How to develop a global training organization • How to ensure local ownership of your global standards
- 4. Agenda • From idea to global roll-out • Developing a global training organization • Global standards with local ownership • Q&A
- 5. From idea to Global roll-out
- 6. From idea to global roll-out - The burning platform First Scenario A. Need to ramp up new production sites B. No process, concept or organization to transfer knowledge and John Vellema skills to new locations Founder of Business Through People
- 7. From idea to global roll-out - The burning platform Second Scenario A. Our diffrent production site has big variation B. No process, concept or organization to develop, sustain and improve our global standards, with local ownership
- 8. From idea to global roll-out - The burning platform In a way that is effective and does not compromise with safety and quality
- 9. From idea to global roll-out - Overall Approach Gap Competencies Organizational Objective
- 10. From idea to global roll-out -The over-all project plan Set Up Run Pilot Project Roll Out
- 11. From idea to global roll-out -The Pilot Project Global Prepartion Local Anchoring Preparation Local trainer Train new standard Process confirmation Preparation Global Trainer team Develop training & Work Standard
- 12. From idea to global roll-out - Same global organization Training Coordinator Global Job Trainer Training Coordinator Global Job Trainer LEAN HR Consultant Training Coordinator Global Job Trainer
- 13. From idea to global roll-out -Global workshops and local homework welcome bienvenidos
- 14. From idea to global roll-out -Development of training and work standards Global knowledge sharing process, when developing the Job breakdowns. Example: We need to mount all 4 bolts when mounting the mould? We can NOT only mount 2… Our bolts will break! They are made of bad quality! How much should we tighten the bolts, when mounting the mould? Tacit Know-How – Pure Gold!
- 15. Roll Out Roll Out From idea to global roll-out -The over-all project plan Set Up Run Pilot Project Roll Out
- 16. From idea to global roll-out - Learnings • Preparation is the key • Huge motivation for developing the best training and work standards • A lot of cleaning up from a historical perspective • Uncertainty will be minimized when doing the workshops • From global work to local anchoring
- 17. Developing a global Training organization
- 18. Developing a global training organization - The Job Training Organization Training Coordinator Technical Writer Global Job Trainer Local Job Trainer Work Force
- 19. Developing a global training organization - From Selection to Evaluation Selection process Development Evaluation {Process supported by LEAN HR Consultants}
- 20. Selection process Developing a global training organization - How to spot the trainer talent PERSONAL CHARACTERISTICS LEARNABLE SKILLS Source: Toyota talent
- 21. - How to spot the trainer talent PERSONAL CHARACTERISTICS • Willingness to learn • Adaptability and flexibility • Caring and concern for others • Patience • Persistence • Taking responsibility • Confidence • Questioning nature Source: Toyota talent There, there Buddy. Selection process Developing a global training organization
- 22. - How to spot the trainer talent LEARNABLE SKILLS • Observation and analysis ability • Communication skills • Attention to detail • Job knowledge • Respect of fellow employees Source: Toyota talent This is how you use a wrench Selection process Developing a global training organization
- 23. Selection process Developing a global training organization - How to spot the trainer talent Interview Focus on behaviors/skills/attitudes Practical exercise I Focus on observing/analytical skills/communication Practical exercise II Focus on instruction skills; confidentiality in trainer role, adjustment of trainer style with the “trainee”, etc. Source: Toyota talent
- 24. - Carreer Path and the Supporting Compentencies English Culture Understanding Job Instruction Job Relation Work Standards Personal Characteristics Learnable Skills Local Job Trainer LEAN HR Consultants Training Coordinator Train the trainer within the above mentioned courses Skilled Worker Personal Characteristics Learnable Skills Job Instruction Job Relation Work Standards Personal Characteristics Learnable Skills Global Job Trainer Process confirmation English Job Instruction Job Relation Work Standards Culture Understanding Personal Characteristics Learnable Skills Development Developing a global training organization
- 25. Development Developing a global training organization - Job Relations and Job Instruction as Core Concpets Appreciative feedback TWI Job Instruction TWI Job Relations Coaching eLearning Classroom training ... Cultural understanding ... Coaching
- 26. Developing a global training organization - Culture understanding & English skills Above Below Development
- 27. Evaluation Developing a global training organization - Evaluation process This is how you use a wrench This is how you use a wrench 1. Practice 2. Graduation This is how you use a wrench This is how you use a wrench 3. Training work force 4. Quarterly evalution
- 28. Developing a global training organization - Learnings • A good and systematic selection process will ensure the right foundation • Job Instruction provides trainers with a solid method – the backbone of the trainers toolbox • Trainers highly motivated to learn about themselves and others – and reflect on their own role as a trainer • Good investment with TWI train-the-trainer modules certifications (creating a standard for the LEAN HR consultants) • Global Job Trainer is a complex role and therefore needs support for longer periodes than the local trainer • Technical writer – essential support function
- 29. Global Standards Local Ownership
- 30. Global standards with local ownership - Local CI Process Training flow Improvement flow
- 31. Global standards with local ownership - From local improvement to global anchored Validated improvement within - Safety - Quality - Cost - Delivery - People Global Trainer
- 32. Global standards with local ownership - From local improvement to global anchored • Weekly video conference • Minimum two Face-to-Face per year
- 33. Q&A Excuse me I Have a question
Notes de l'éditeur
- Process and organization maturity Choosing global and local trainers and team
- Important to hold the momentum when the global team is not together on the global workshop via LiveMeeting. A good end of a workshop is that the global team presents the weeks results to the local leaders, via a LiveMeeting – this is ensuring local commitment
- - Final scoping with mgmt Information to workforce Application period Interviews/exercises Selection decision with mgmt Feedback to applicants JI 10 hour class Practise JI method and job breakdowns - JR 10 hour class Evaluation on JI before training workforce Quaterly evaluation on JI and trainer skills
- Interview - Situational questions about job training (adjusted to candidate’s experience); eg. What has been the most difficult training situation that you have had to deal with ….how did you handle it? Practical exercise I Analyzing and presenting text (procedure). Arrange text in proper/logical order - and present/introduce to “trainee” Practical exercise II Building small LEGO model – instruct relatively simple job without seeing what the trainee is building
- - Final scoping with mgmt Information to workforce Application period Interviews/exercises Selection decision with mgmt Feedback to applicants JI 10 hour class Practise JI method and job breakdowns - JR 10 hour class Evaluation on JI before training workforce Quaterly evaluation on JI and trainer skills
- - Driving local knowledge network - Participate in global knowledge network
- *only validated procedures should be implemented on a global scale