Presented by: Kelly Conrad March 21, 2011 About C&H Established in 1964 Located in Escondido, Ca 7+ Million in annual sales 70+ Employees Major Customers include Parker Hannifin, Hewlett Packard, Cymer Inc., & General Atomics Aeronautical Company Mission We assist various manufacturers to competitively build their machines and systems to perform perfectly by applying our experience, creativity and diverse technology. 3 4 Leadership & Culture 1. Lyle Anderson Strategic Planning Bob Duplanti Leadership Communication Lisa Partner Organizational Performance Review Chuck Gohlich Continuous Improvement Management Anthony Reyes Workforce Development Integration Kelly Conrad Operational Excellence 3. Anthony Reyes Kaizen Manny Reyes S Visual Workplace Mick Duquette Quick changeover/ SMED Steve Eberson Material Management Josh Pond Production Planning Process Kelly Conrad 11 Road Map Processes, Champions and Process Owners Workforce Development 2. Kelly Conrad Job Skills & Cross training Cert. Manny Reyes 5 Preparation & Data Collection Presentation & Implementation Review & Audit Feedback Present to Annual Strategic Planning Meeting Compile training needs & Feed Develop Training Action Plan Training Rollout Meeting Strategic Goals SWOT Analysis Training records Job skills & Cert. Records Needs Assessment Workforce Dev. Meeting Strategic Plan review 6 month Workforce Dev. Review Meeting Monthly Master Trainer Meeting Training Action plan review Collect feedback & improve process as required Job Skills & Cross Training How does your organization select topics for workforce development for the company? How does the selection integrate with strategic goals and process improvement needs? How is the workforce-training plan prepared and monitored? 6 7 8 9 10 A needs assessment is the process of identifying performance requirements and the "gap" between what performance is required and what presently exists. 11 Aligned with strategic goals Three levels Organizational Task Individual 12 Initiated by performance problems or change Assessment done to clarify the problem & determine if training is the solution MacroMicro 1) Organizational Analysis Environmental impacts State of the economy and the impact on operating costs Changing technology and automation Political trends such as sexual harassment and workplace violence Strategic goals (how effective is the organization meeting its goals), resources available (money, facilities; materials on hand and current, available expertise within the organization). Climate and support for training (Senior management support & employee willingness to participate) 13 2) Task Analysis - provides data about a specific job or a group of jobs and the knowledge, skills, attitudes and abilities needed to achieve optimum performance. Job Description Knowledge, Skills, Attitudes and Abilities required Performance standards - Objectives of the tasks of the job and the standards by which they will be judged. This is needed to identify performance discrepancies. Observe the Job Perform the Job Review literature about the job Research best practices from other Companies, review professional journals, & equipment manuals. Ask questions about the job Operators, Supervisors, Management Analysis of operating problems - Down time, waste, repairs, late deliveries, quality control. 14 3) Individual Analysis - analyzes how well the individual employee is doing the job and determines which employees need training and what kind. Performance evaluation - Identifies weaknesses and areas of improvement. Performance problems - Productivity, absenteeism or tardiness, accidents, grievances, waste, product quality, down time, repairs, equipment utilization, customer complaints. Observation - Observe both behavior and the results of the behavior. Work samples - Observe products generated. Interviews - Talk to manager, supervisor and employee. Ask employee about what he/she believes he/she needs to learn. Certification Testing tests must measure job-related qualities such as job knowledge and skills. Employee surveys - Measures morale, motivation, & satisfaction. Job Skills Training Matrix, Training Mgr Software, & Current listing of Job skills and Certifications. 15 16 17 Remember, training is not what is ultimately important performance is. Marc Rosenberg 18 Kelly Conrad Ph: Ext Questions or Comments?