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Cbil Overview 2008 12 10 08

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CBIL Training and Consulting Services

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Cbil Overview 2008 12 10 08

  1. 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. 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. 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. 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. 5. CBIL’S FOCUS  Solutions  Results  On-Target  On-Demand  On-Site
  6. 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. 7. INFORMATION TECHNOLOGY  Consulting/Development: Database Management (DBM)  SharePoint  Customer Relationship Management   On-Site Training and Facilities Rental
  8. 8. LEAN ENTERPRISE Lean is the future… George Friesen
  9. 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. 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. 11. THE IMPACT OF LEAN… Current Market Value:   Toyota: $101.5 billion  General Motors: $1.2 billion
  12. 12. JUST ONE EXAMPLE OF THE IMPACT OF LEAN…
  13. 13. LEAN ENTERPRISE  Why does Lean fail so often? 60 – 75% of the time
  14. 14. FOR THREE REASONS…  The way we think…  The way we are supervised…  Our degree of engagement…
  15. 15. THE FIRST REASON…  The way we think…
  16. 16. What was happening was Lean Manufacturing
  17. 17. THE SECOND REASON…  The way we are supervised…
  18. 18. DEGREES OF LEAN ENTHUSIASM… 100 90 80 70 60 50 40 30 20 10 0 Line Workers Frontline Managers Plant Manager Supervisors
  19. 19. 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
  20. 20. 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
  21. 21. THE THIRD REASON…  The degree to which we are engaged…
  22. 22. U.S. WORKERS: DEGREES OF ENGAGEMENT Gallup Poll: 2004  20% actively disengaged  54% warm chair “presenteeism”  26% engaged
  23. 23. DEVELOPING A FULLY ENGAGED WORKFORCE
  24. 24. TECHNICAL TRAINING  Automated Controls – PLCs PLC5s/RSLogix5  Control Logic/RSLogix5000  Communications – Data Highway  +, Ethernet, Control Net, Device Net Advanced Troubleshooting  Becky Epps
  25. 25. TECHNICAL TRAINING  Integrated Systems Technology (IST): Hydraulics  Pneumatics  Basic Electrical Safety  Motor Controls  Mechanical Drives 
  26. 26. TECHNICAL TRAINING  Drives and Other Technical Training: Drives  Mechanical & Electrical Drawing  Shop Math  Conveyors  Electrical Troubleshooting 
  27. 27. TECHNICAL TRAINING  Health and Safety (Training & Consulting): Fall Hazard  Lockout/Tagout  OSHA Compliance Assessment  Electrical Safety  Fork-Truck  Aerial Lift Safety  ARC Flash Compliance 
  28. 28. 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
  29. 29. RESEARCH AND ASSESSMENT  Survey Design Implementation and Feedback  Managerial Assessment Center  Developmental Leadership Assessment/Coaching  Insight: Role Clarity  Job Analysis  Competency Profiling 
  30. 30. 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
  31. 31. LEADERSHIP DEVELOPMENT & TEAM SKILLS  Communication Skills  Team Skills  Generational Diversity  Strategic Planning
  32. 32. 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 
  33. 33. CUSTOMER SERVICE The New World of Customer Service -  Setting Performance Expectations  Review Performance Procedures  Coaching for Success
  34. 34. INSTRUCTIONAL DESIGN, E-LEARNING & DOCUMENTATION  Course Design and Development  Assessment of Learning  Student and Leader Materials  Written or Electronic Job Aids Lisa Stepanovic
  35. 35. 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
  36. 36. INSTRUCTIONAL DESIGN, E-LEARNING & DOCUMENTATION  Process Picture Mapping Visually rich, templated job aids  Posted at the worksite  Efficient review, modification &  approval system  Technical Documentation
  37. 37. 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
  38. 38. 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
  39. 39. MISSOURI CUSTOMIZED TRAINING PROGRAM Local CBIL Education Agency Employees State of Industry Missouri www.cbil.org
  40. 40. 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
  41. 41. BENEFITS TO EMPLOYEES  On-site training  Increased knowledge/ skills  Increased job security  Earn CEU credit www.cbil.org
  42. 42. 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
  43. 43. 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
  44. 44. 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 
  45. 45. CONTACTS Steve Long Director Workforce & Community Development 314-539-5311 Don Robison Sr. Manager, CBIL and Missouri Customized Training 314-539-5305

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