Seven steps to training success


When possible, require certification to validate your investment in the skills and knowledge of the craft workers. There are numerous certifications in the condition monitoring approaches (lubrication, vibration, infrared) as well as others.

At this point, you have determined the organization needs, assessed, created individual development plans, created the training schedule, and educated your group. The sixth step is to create metrics or key performance indicators that validate the training return on investment (ROI). With a little thought, you should be able to tie increased performance directly to your training activities effectiveness.

An easy one for starters is seeing an extended mean time between failure (MTBF). Another is measuring rework that occurs within 30 or 60 days following an intervention or PM activity.

Now for the seventh and final step: the continuous improvement feedback loop. You should be constantly assessing the current state. Failures should be moved through a root cause/problem solving analysis process. If training is identified as a possible cause, the training needs along with the skills and knowledge priority matrix should be reviewed and changed as required.

In addition to being driven by failure events, new equipment and methods should be reviewed and integrated into the training process as well. Then, an ongoing process of skills and knowledge assessment followed by education and application of skills must be in place to remain at the top.

With this seven-step process, not only will you have developed a skills and knowledge development approach for your existing craftspeople, but you also have visibility to the skills you should be interviewing for when hiring external candidates. In addition, you also have visibility to the entry-level skills and knowledge requirements necessary for an apprenticeship program. The apprenticeship program can provide a progression path for high-potential operators that are already familiar with your plant and equipment. 

- Jeff Shiver CMRP, Aladon Network RCM2 Practitioner 

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Anonymous , 01/12/13 01:53 AM:

My daughter just re-entered to workforce after a hiatus to be a "Stay-at-home mom" She landed a position as HR Director. Her first order of business is to train the rank & file co-workers. I told her about your article in the Dec 2012 issue titled "Training & Development" and e-mailed her a link to it. Excellent article!
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