The Center for Business, Industry & Labor (CBIL) at St. Louis Community College provides training and development solutions to increase the competitiveness of St. Louis businesses. CBIL offers solutions in areas such as information technology, lean enterprise, technical training, leadership development, and customer service. CBIL also assists with state training initiatives and helps businesses take advantage of funding programs for customized training and new jobs.

1. INCREASING THE GLOBAL
COMPETITIVENESS
OF ST. LOUIS BUSINESSES
ST. LOUIS COMMUNITY COLLEGE
CENTER FOR BUSINESS, INDUSTRY & LABOR
WORKFORCE & COMMUNITY DEVELOPMENT
A DIVISION OF

2. CENTER FOR BUSINESS, INDUSTRY &
LABOR (CBIL)
 Formed in 1984 to forge partnerships with business,
industry and government to improve employee
performance
 Committed to being a driving factor in the economic
vitality of the St. Louis region.

3. WHY CBIL?
DOES YOUR ORGANIZATION NEED TO…
…make better hiring decisions?
…provide job-specific training to employees?
…develop instructor-led, online and/or blended learning
solutions?
…make work processes more efficient and effective?
…transform your business with Lean processes?
…increase the technical skill level of your employees?
…make better use of computer hardware and software?
…develop a leadership pipeline and leadership skills?
…work together more effectively?
…improve the service provided to customers?

4. CBIL WILL BE YOUR PARTNER
SOLUTIONS for your training, development, and resource needs
in -
 Information Technology
 Lean Enterprise
 Technical Training
 Research & Assessment
 Leadership Development & Team Skills
 Customer Service
 Instructional Design, e-Learning & Documentation
 Missouri Customized Training; MO CC New Jobs
Training
 National and International Training & Development

5. CBIL’S FOCUS
 Solutions
 Results
 On-Target
 On-Demand
 On-Site

6. INFORMATION TECHNOLOGY
 Microsoft Certified Learning Solutions
Provider (CLSP)
Windows Server 2008

SharePoint Services 3.0/Server 2007

CRM 3.0

Vista

Judy Koenig
SQL

A+/Network+

Microsoft Office


7. INFORMATION TECHNOLOGY
 Consulting/Development:
Database Management (DBM)

SharePoint

Customer Relationship Management

 On-Site Training and Facilities Rental

8. LEAN ENTERPRISE
Lean is the future…
George Friesen

9. WHAT IS LEAN?
 Lean is about change that can ultimately improve
profits, improve productivity, and reduce lead times.
 Lean is a growth strategy that transforms the entire
business.
 Lean values people and recognizes that employees are
intelligent and creative;
 Lean is an organization’s conviction that the primary
responsibility of managers and supervisors is to create
work environments which stimulate the application of
this intelligence and creativity;
 Lean is an individual’s belief that she/he has the
ability to make tremendously important contributions to
the organization and that doing so is the best way to

10. AND WHAT HAPPENS WHEN LEAN
WORKS?
 For example, every year line workers at Toyota’s
Georgetown, KY, plant submit 6,500 process
improvement ideas on ways to improve productivity.

11. THE IMPACT OF LEAN…
Current Market Value:

 Toyota: $101.5 billion
 General Motors: $1.2 billion

12. JUST ONE EXAMPLE OF THE IMPACT OF
LEAN…

13. LEAN ENTERPRISE
 Why does Lean fail so often?
60 – 75% of the time

14. FOR THREE REASONS…
 The way we think…
 The way we are supervised…
 Our degree of engagement…

15. THE FIRST REASON…
 The way we think…

19. What was happening was
Lean Manufacturing

20. THE SECOND REASON…
 The way we are
supervised…

21. DEGREES OF LEAN ENTHUSIASM…
100
90
80
70
60
50
40
30
20
10
0
Line Workers Frontline Managers Plant Manager
Supervisors

22. THIS IS WHERE THEY NEED TO BE…
100
90
80
70
60
50
40
30
20
10
0
Line Workers Frontline Managers Plant Manager
Supervisors

23. THE LEAN LEADERSHIP CERTIFICATE
PROGRAM
It is critical to have all levels of Managers and Supervisors
understand the “why” of lean and its challenges and rewards
before involving other staff. This series lays the right foundation for
company-wide cooperation:
 Leading Change: The Challenges of Lean
 Essentials of Lean Leadership
 Communicating and Listening
 Reaching Agreement
 Coaching for Success
 Working as a Lean Team

24. THE THIRD REASON…
 The degree to which we are
engaged…

25. U.S. WORKERS: DEGREES OF ENGAGEMENT
Gallup Poll: 2004
 20% actively disengaged
 54% warm chair “presenteeism”
 26% engaged

26. DEVELOPING A FULLY ENGAGED WORKFORCE

27. TECHNICAL TRAINING
 Automated Controls – PLCs
PLC5s/RSLogix5

Control Logic/RSLogix5000

Communications – Data Highway

+, Ethernet, Control Net, Device Net
Advanced Troubleshooting

Becky Epps

28. TECHNICAL TRAINING
 Integrated Systems Technology (IST):
Hydraulics

Pneumatics

Basic Electrical Safety

Motor Controls

Mechanical Drives


29. TECHNICAL TRAINING
 Drives and Other Technical Training:
Drives

Mechanical & Electrical Drawing

Shop Math

Conveyors

Electrical Troubleshooting


30. TECHNICAL TRAINING
 Health and Safety (Training & Consulting):
Fall Hazard

Lockout/Tagout

OSHA Compliance Assessment

Electrical Safety

Fork-Truck

Aerial Lift Safety

ARC Flash Compliance


31. RESEARCH AND ASSESSMENT
 Performance-Based Selection
Candidate
Job Requirements
Qualifications
Knowledge, S Structured
kills, Abilities Interview
Person – Job
Lou Gerst
Match
Job Duties
Aptitude Tests
Personality/
Personality
behavioral
Increased productivity styles
Tools/ Increased job satisfaction
Equipment Job Simulation
Increased morale
Reduced turnover
Environmenta
Improved teamwork/
l Factors
department functioning

32. RESEARCH AND ASSESSMENT
 Survey Design Implementation and Feedback
 Managerial Assessment Center
 Developmental Leadership
Assessment/Coaching
 Insight:
Role Clarity

Job Analysis

Competency Profiling


33. LEADERSHIP DEVELOPMENT & TEAM
SKILLS
Leadership Development Program - Creating
leaders for today’s challenges and tomorrow’s
competitive advantage through training in:
 Essentials of Leadership
 Managing Conflict
Barry Schapiro
 Managing Performance Problems
 Communicating and Listening
 Reaching Agreement
 Coaching for Success
 Working as a Team
 Leading Change

34. LEADERSHIP DEVELOPMENT & TEAM
SKILLS
 Communication Skills
 Team Skills
 Generational Diversity
 Strategic Planning

35. CUSTOMER SERVICE
Struggling with internal or external customer service issues?
CBIL’s experienced team provides outstanding instruction /
facilitation
to address behaviors, assumptions, lack of knowledge, and
more
while targeting the skills required to set you apart for the right
reasons.
Check out the New World of Customer Service -
Partnering for Improvement

Communication

Karin Fowler
Taking Action to Solve Problems

Feedback


36. CUSTOMER SERVICE
The New World of Customer Service -
 Setting Performance Expectations
 Review Performance Procedures
 Coaching for Success

37. INSTRUCTIONAL DESIGN,
E-LEARNING & DOCUMENTATION
 Course Design and Development
 Assessment of Learning
 Student and Leader Materials
 Written or Electronic Job Aids
Lisa Stepanovic

38. INSTRUCTIONAL DESIGN,
E-LEARNING & DOCUMENTATION
Blended Learning Solutions – instructor-led and online

 Webinar Development and Implementation (recorded)
 Webcast Hosting (live)
 Customizable Online Courses: Sexual Harassment &
Diversity in the Workplace

39. INSTRUCTIONAL DESIGN,
E-LEARNING & DOCUMENTATION
 Process Picture Mapping
Visually rich, templated job aids

Posted at the worksite

Efficient review, modification &

approval system
 Technical Documentation

40. STATE TRAINING INITIATIVES:
MISSOURI CUSTOMIZED TRAINING PROGRAM
 Training and related services for new and incumbent
workers of qualified Missouri employers
 Projects funded based on annual proposals from
community colleges (or other qualified providers) and
employer
 Companies qualify based on new hiring or retraining
related to new capital investment

41. MCTP
 State of Missouri
Customized Training
Program
 Offsets the cost of training
 Objectives:
Create new jobs

Training and retraining

Reduce costs of training and

retraining
Targets automated

manufacturing, life sciences,
and healthcare

42. MISSOURI CUSTOMIZED TRAINING
PROGRAM
Local
CBIL
Education
Agency
Employees
State of
Industry
Missouri
www.cbil.org

43. BENEFITS TO COMPANIES
 Share cost of training with
state
 Partner with CBIL:
Administers grant

Provides training services

 Retrain and upgrade
employee skills
 Train new employees
www.cbil.org

44. BENEFITS TO EMPLOYEES
 On-site training
 Increased knowledge/ skills
 Increased job security
 Earn CEU credit
www.cbil.org

45. MISSOURI COMMUNITY COLLEGE NEW JOBS
TRAINING PROGRAM
 Training for companies creating new jobs (100 +)
 Funded through tax credits from payroll withholding
taxes from employees in the new jobs
 Training usually occurs within 3 years
 Eligible companies: Manufacturing, processing or
assembling products, research and development or
interstate commerce

46. MEMBER OF GLOBAL CORPORATE
COLLEGE
 A non-profit organization whose mission is to close the
talent gap in America and around the globe by providing
high quality, standardized training for employees of
companies who have a national or international footprint.
 Includes Colleges in nearly every state in
the United States and international
partners in Europe and Asia
 Colleges are selected and invited
because of demonstrated best practices;
goal is to have one lead institution per
state

47. FINAL THOUGHTS…
CBIL is a resource for all your business and industry
needs –
Information Technology

Lean Initiatives

Technical Training

Research and Assessment

Leadership Development & Team Skills

Customer Service

Instructional Design, e-Learning & Documentation

Missouri Customized Training Grants

MO Community College New Jobs Training Program

National and International training


48. CONTACTS
Steve Long
Director Workforce & Community
Development
314-539-5311
Don Robison
Sr. Manager, CBIL and
Missouri Customized Training
314-539-5305