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Job Training & Professional DevelopmentJob Training & Professional Development

Technical Competencies

Objective: Improve performance through job training and professional development:

Leadership Competencies

Training Plan

• CVR Survey

• Succession Planning

• Performance Reviews

• In-house Development

• Outsource Development

• Evaluation

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How training projects were prioritized:• Legal requirements• Tied with safety initiatives• ROI on training• Alignment with Horton Inc. strategic goals• Budget/funding available• Resources available – commitments of people and

time

Training Plan (2008 – 2009 Projects)Training Plan (2008 – 2009 Projects)

Training Plan (2008 – 2009 Projects)Training Plan (2008 – 2009 Projects)

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Topic Gap Training Solution Date

Financial Education

Lack of financial/accounting terms, calculations and how to read an income statement and balance sheet. Need to be able to read and interpret reports in order to make better decisions about the business.

Finance 101 - Learn the basics of financial analysis, reporting and cost accounting in plant.

 

June 2009

Performance Review Process & Forms

No consistent method of evaluating employees.

Revamp forms and process to link with new value statements and incorporate development plan. Deliver and retrain all managers on process.

January 2009

Cultural Transformation

Not all employees aligned with new cultural transformation.

Communicate Mission/Vision/Value and Strategy statements to all employees and reinforce through Employee Performance & Development Review form.

2008 - Ongoing

Degree & Certificate programs

Low participation in college and certificate programs

Double participation in tuition aid program. Coordinate on-site informational sessions with local colleges.

October 2009

Employee Attitude Survey

Employee attitude survey has not been conducted in 16 years. This will help identify manager/supervisor training needs.

Gather feedback, communicate and launch action plans. Action plans to be communicated 4/09.

2008 - Ongoing

Succession Planning

Current Sr. staff is comprised of 60% external candidates as a result of not having a succession planning process. Recruitment costs, productivity, employee morale are impacted.

Design, develop and implement succession planning process to senior and middle management.

2008 - Ongoing

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Training Plan (2008 – 2009 Projects)Training Plan (2008 – 2009 Projects)

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Topic Gap Training Solution Start Date

Career Paths Employees scored low in “Opportunities to get ahead” question on survey

Develop a career paths for Engineering, Finance, HR, Operations, Quality, Purchasing, Sales and Marketing.

April 2009

Coaching No consistent process for coaching managers and high potential employees

Launch “Coaching for Excellence” course to all senior, mid-level managers and high potential employees.

January 2009

Bore a jaws No consistent training standards for machinists in Britton.

Develop a homemade video vignette. April 2009

Single block a program

No consistent training standards for machinists in Britton.

Develop a homemade video vignette. June 2009

Replacing an insert

No consistent training standards for machinists in Britton.

Develop a homemade video vignette. August 2009

Replacing Tools No consistent training standards for machinists in Britton.

Develop a homemade video vignette. October 2009

Using a micrometer

No consistent training standards for machinists in Britton.

Develop a homemade video vignette. November 2009

Handling and care of a micrometer

No consistent training standards for machinists in Britton.

Develop a homemade video vignette. December 2009

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