🚀 go-pugleaf

Daniel and list:
We use a similar model for our orientation of new employees. Two kinds of
courses. The classroom knowledge alternating with 'clinical' experiences. Now
we are looking for ways to improve the process. I too, am going to use outside
people in combination with our internal resources. During one meeting with some
of those people it was recognized that our own people may have more knowledge
of the business and all the other things we could list, but sometimes it is
hard to 'be a prophet in your own land'. We are fortunate to have support for
this effort. I try not to have too much control over how the design is laid
out. My job is to carry the message for change and offer a concept then let it
happen. I did tell one group that is going to provide us with some on site
training, "We are asking you to overcome your natural resistance against
providing us with what we are asking for, as the fear seems to always be there
that if I really teach someone else they won't need me! If they really deliver
we will need them on some kind of continuing basis or for another project and
certainly thier reputation will spread.
The very first thing we did was to hold a meeting with one of the selected
groups to train and identified what the needs really are, not what they appear
to be. For example, we assumed that they were skilled in a topic because we
talk about it so much and spend much time tracking and reporting numbers, etc.
Meanwhile, the most fundamental communications for achieving the results are
skills this group does not possess. So we will teach them and show them give
them direction until they can walk the talk.
Then it will be time to start over...
Regards,
Becky Knight
wilson11@flash.net

Daniel J O'Leary wrote:

> One of the initiatives I'm working n in my new job is setting up a school
> for manufacturing
> topics. I see formal education in manufacturing topics (shop floor control,
> purchasing, inventory management, lean manufacturing, ISO 9000, etc.) as
> critical to
> continuing the improvement drive.
>
> I see two kinds of courses. The first is formal education in which we would
> educate
> people on some topic. For example, we might have a four hour class on
> various manufacturing
> methods. I expect to use textbooks as source material and instructors form
> local universities,
> consults (don bombard me yet), and internal people.
>
> The second kind of class is "spot training". Here we may have a team
> working on some issue and they
> need to make a scatter plot. While they may have been exposed to scatter
> plots, this training would
> give them the skills at the time they need it.
>
> I'd like to hear from other list members about similar experiences. do you
> have such a school in
> your company? What issues were involved in setting it up? What issues are
> involved in running it?
>
> Dan O'Leary CQA, CQE, CQM, CRE
> Business Process Executive - Manufacturing
> doleary@mr.picker.com