Training Within Industry (TWI): Job Instruction Program by Operational Excellence Consulting

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Training Within Industry (TWI) is an integral part of Lean to reinforce the practice of Standard Work. Standardized work eliminates waste and provides a baseline for process improvement.

The TWI Job Instruction program teaches supervisors how to quickly train employees to do a job correctly, safely, and conscientiously. This tried and tested methodology is based on the 4-Step Method of Job Instruction and utilizes tools such as the Job Breakdown Sheet and Training Timetable.

Companies that have implemented TWI have reported improvements of 25% and more in increased production, reduced training time, reduced scrap and reduced labor-hours.

OBJECTIVES:

1. Conduct training based on the 4-Step Method of Job Instruction
2. Apply the Job Breakdown process to define the important steps, key points and reasons used
3. Utilize a Time Table for Training to identify, prioritize and schedule the training necessary for productivity improvement

CONTENTS:
​​
1. Introduction to Job Instruction
2. Role of Supervisors in Lean Transformation
3. Five Needs of Good Supervisors
4. Workforce Instruction – Two Ineffective Methods
5. Four Steps of Job Instruction
6. Four Steps to Get Ready
7. Job Breakdown – Important Steps, Key Points & Reasons
8. Training Timetables
9. Special Instruction Problems (and how to handle them)
10. Standard Work & Problem Solving
11. How to Implement Job Instruction

This training presentation comes with the Job Breakdown Sheet (Word format) and the Training Timetable (Word format).

TO DOWNLOAD THIS COMPLETE TRAINING PRESENTATION, PLEASE VISIT:
http://www.oeconsulting.com.sg

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  • Ver. 2.4
  • Ver. 2.4
  • Training Within Industry (TWI): Job Instruction Program by Operational Excellence Consulting

    1. 1. © Operational Excellence Consulting. All rights reserved. TWI Job Instruction
    2. 2. © Operational Excellence Consulting. All rights reserved. 2 Learning Objectives • Conduct training based on the 4- Step Method of Job Instruction • Apply the Job Breakdown process to define the important steps, key points and reasons used • Utilize a Time Table for Training to identify, prioritize and schedule the training necessary for productivity improvement Copyrights of all the pictures used in this presentation are held by their respective owners.
    3. 3. © Operational Excellence Consulting. All rights reserved. 3 Outline • Introduction to Job Instruction • Role of Supervisors in Lean Transformation • Five Needs of Good Supervisors • Workforce Instruction – Two Ineffective Methods • Four Steps of Job Instruction • Four Steps to Get Ready • Job Breakdown – Important Steps, Key Points & Reasons • Training Timetables • Special Instruction Problems (and how to handle them) • Standard Work & Problem Solving • How to Implement Job Instruction NOTE: As this is a PARTIAL PREVIEW, only selected slides are shown. To download the complete presentation, please visit: http://www.oeconsulting.com.sg
    4. 4. © Operational Excellence Consulting. All rights reserved. 4 Challenges in Production & Service Delivery • Meeting demand • Customer expectations • Quality • Cost reduction • On-time delivery • Job skills • Other problem areas Introduction to TWI
    5. 5. © Operational Excellence Consulting. All rights reserved. 5 What is TWI? • TWI or Training Within Industry is a Leadership Development Program designed to provide supervisors and team leaders with the ability to lead, instruct and improve the methods of their jobs. Introduction to TWI
    6. 6. © Operational Excellence Consulting. All rights reserved. 6 TWI Industry Program Job Instruction Training (JI) Teaches supervisors how to quickly train employees to do a job correctly, safely, and conscientiously Job Methods Training (JM) Teaches supervisors how to continuously improve the way jobs are done Job Relations Training (JR) Teaches supervisors how to evaluate and take proper actions to handle and to prevent people problems Introduction to TWI
    7. 7. © Operational Excellence Consulting. All rights reserved. 7 Benefits of TWI • Get more done with less equipment and manpower • Improve quality, reduce errors by achieving standard work across workers and shifts • Reduce safety incidents • Decrease training time, especially for temporary workers • Reduce labor hours • Reduce grievances • Transfer knowledge from a skilled workforce to an unskilled or green workforce Companies that have implemented TWI have reported improvements of 25% and more in increased production, reduced training time, reduced scrap and reduced labor-hours. Introduction to TWI
    8. 8. © Operational Excellence Consulting. All rights reserved. 8 TWI – A Timeless Training Approach 1. A simple program 2. Uses a blueprinted procedure 3. Learn by doing 4. Multipliers spread the training Introduction to TWI
    9. 9. © Operational Excellence Consulting. All rights reserved. 9 5 Needs Model for Good Supervisors Introduction to TWI SKILL Instructing Leading Improving Methods Work Responsibilities KNOWLEDGE
    10. 10. © Operational Excellence Consulting. All rights reserved. 10 Objective of Job Instruction (JI) • Develop a well-trained workforce resulting in  Less mistakes and errors  Fewer accidents  Less equipment damage  Less customer complaints Job Instruction
    11. 11. © Operational Excellence Consulting. All rights reserved. 11 How Do You Develop Your People? • Hire new talents • Stand by an experienced person and observe • Let them learn on their own • Tell them • Show them Job Instruction
    12. 12. © Operational Excellence Consulting. All rights reserved. 12 Teaching Methods • Telling  Explaining verbally • Showing  Demonstrating how it is done • Illustrating  Explaining with written material or pictures • Question & Answer  Asking about and discussing the contents Job Instruction
    13. 13. © Operational Excellence Consulting. All rights reserved. 13 Workforce Instruction – Two Ineffective Methods Telling Showing Job Instruction
    14. 14. © Operational Excellence Consulting. All rights reserved. 14 Telling Alone • Reasons telling alone doesn’t work  Most people just don’t get it through ‘telling’  Things seem complicated when listening to words  We cannot use the exact words necessary  Many operations are difficult to describe in words  It is hard to tell the right amount and to know whether it is understood or not Telling Alone Is Not Good Instruction Job Instruction
    15. 15. © Operational Excellence Consulting. All rights reserved. 15 Showing Alone • Reasons showing alone isn’t good instruction  Even if it looks completed, in most cases it is just a ‘copy of the motions’ and doesn’t mean we understand the job  Many motions are hard to copy  Tricky points are missed  We don’t know what comes next  We cannot translate what we see into what we do Showing Alone Is Not Good Instruction Job Instruction
    16. 16. © Operational Excellence Consulting. All rights reserved. 16 Job Instruction Motto Job Instruction “If the worker hasn’t learned, the instructor hasn’t taught.”
    17. 17. © Operational Excellence Consulting. All rights reserved. 17 The 4-Step Job Instruction Method 4 Steps of Job Instruction 1 2 3 4 Prepare the Worker Present the Operation Try-out Performance Follow Up
    18. 18. © Operational Excellence Consulting. All rights reserved. 18 Job Instruction Card HOW TO INSTRUCT STEP 1 – PREPARE THE WORKER  Put the person at ease  State the job  Find out what the person already knows  Get the person interested in learning the job  Place the person in the correct position STEP 2 – PRESENT THE OPERATION  Tell, show and illustrate - one Important Step at a time  Do it again – stress Key Points  Do it again – explain Reasons Instruct clearly, completely, and patiently Present no more than they can master at one time STEP 3 – TRY OUT PERFORMANCE  Have the person do the job – correct errors  Have the person explain each Important Step to you as the job is done again  Have the person explain each Key Point to you as the job is done again  Have the person explain each Reason to you as the job is done again Make sure the person understands Continue until YOU know THEY know STEP 4 – FOLLOW UP  Put the person on his own  Designate to whom the person goes for help  Check on the person frequently  Encourage questions  Taper off extra coaching and close follow-up IF THE WORKER HASN’T LEARNED THE INSTRUCTOR HASN’T TAUGHT JOB INSTRUCTION HOW TO GET READY TO INSTRUCT Before instructing people on how to do a job: 1. MAKE A TIME TABLE FOR TRAINING Determine who to train… For which work… By what date. 2. BREAK DOWN THE JOB List Important Steps Pick out Key Points Safety factors are always Key Points State Reasons 3. HAVE EVERYTHING READY The proper equipment, tools, materials and whatever needed to aid instruction 4. ARRANGE THE WORK AREA Neatly, just as in actual working conditions 4 Steps of Job Instruction
    19. 19. © Operational Excellence Consulting. All rights reserved. 19 Getting Ready – Considerations • Don’t try to ‘put over’ too much • Present information clearly • Don’t ‘jump about’ from one point to another • ‘Critical’ or ‘important’ or ‘key’ points have to be made clear Lack of clearly organizing the job in one’s mind is the reason for poor instruction, accidents, delays, mistakes and discouraged workers. Getting Ready to Instruct
    20. 20. © Operational Excellence Consulting. All rights reserved. 20 Job Breakdown Important Steps Key Points Reasons • Advance the work • Change form, fit or function • Adds value • Action phrases or verb • Safety • Makes or breaks the job (Quality) • Makes the work easier to do (e.g. “knack”, “trick”, etc.) • Calibrates 5 senses • Special information • Adjective or adverb • Always go with key points • Makes the job easier to learn or remember • Supports Quality, Cost, Delivery & Safety objectives What How Why Job Breakdown
    21. 21. © Operational Excellence Consulting. All rights reserved. 21 Example 1: How to Scoop Ice-cream Job Breakdown Operation: How to scoop ice cream Parts: Ice cream stored at 8 degrees F in parlor cooler Tools & Materials: Dipper (ice cream scoop) staged in pan of water Training aid: Include sketches, diagrams, parts, layout or pictures if available IMPORTANT STEPS KEY POINTS REASONS What: A logical segment of the operation when something happens to advance the work How: Anything in a step that might — 1. Make or break the job 2. Injure the worker 3. Make the work easier Why: Reasons for the key points 1. Scoop ice cream 1. Tap dipper lightly to remove water 2. Start on outside wall 3. Roll, don’t dig 1. Nobody likes water on the ice cream 2. If start on inside, you dig and can’t get nice round scoops 3. Rolling makes the dipperfuls round 2. Put dipperful in cone or cup N/A N/A 3. Scoop again (if desired) or put lid back on tub 1. Dip scoop in water 2. Tap off excess water lightly 3. Start next scoop where last one left off 1. Light coating of water helps the ice cream roll in the scoop and prevents sticking to the scoop. 2. Nobody likes water on the ice cream 3. Promotes good rolling technique; discourages digging from the center
    22. 22. © Operational Excellence Consulting. All rights reserved. 22 Training Time Table Considerations: • Meeting current needs  WHO should be trained on WHICH jobs by WHAT date • Promotions or transfers • Turnover • Poor performance  Excessive mistakes, errors, injuries, damage to equipment, etc. • Increase in demand Training Time Table
    23. 23. © Operational Excellence Consulting. All rights reserved. 23 Special Instruction Problems • The Long Operation  How to use the 4-step method on an operation that takes 3 hours or perhaps 3 days? • The Noisy Environment  How to use the 4-step method in a shop where it is too noisy? • Putting over ‘Feel’  How to instruct a person in that important thing – ‘feel’?  Examples: Nut and bolt, micrometer, sewing, etc.?
    24. 24. © Operational Excellence Consulting. All rights reserved. 24 Where to Start JI? • Pilot Area  Pick area or process or line of business that is having difficulty due to turnover, training, vague work standards or following of standards • Conduct JI training session  Focus on developing job breakdowns that will address the business issues in the area Customer Satisfaction Quality Cost Time
    25. 25. © Operational Excellence Consulting. All rights reserved. About Operational Excellence Consulting
    26. 26. © Operational Excellence Consulting. All rights reserved. 26 About Operational Excellence Consulting • Operational Excellence Consulting is a management training and consulting firm that assists organizations in improving business performance and effectiveness. • The firm’s mission is to create business value for organizations through innovative operational excellence management training and consulting solutions. • OEC takes a unique “beyond the tools” approach to enable clients develop internal capabilities and cultural transformation to achieve sustainable world-class excellence and competitive advantage. For more information, please visit www.oeconsulting.com.sg
    27. 27. © Operational Excellence Consulting. All rights reserved. END OF PARTIAL PREVIEW To download this presentation, please visit: www.oeconsulting.com.sg

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