Knowledge:

·         Types of machineries used

·         Number of employees to train

·         Areas to be covered

·         Prior training experience

·         Importance of safety

Skills:

·         Basic math skills

·         Communication skills

Abilities:

·         Usage of basic tools

·         Choose appropriate technique to train employee

KSAs during the program

Knowledge:

·         What to do in case of emergency

·         How to use the different machineries

Skills:

·         Maintenance procedures

·         Know how to mix chemicals required for different products

Abilities:

·         Perform maintenance jobs

·         Know how to properly operate machineries

·         Conflict management

 KSAs after the program

Knowledge:

·         Proper usage procedures for machineries

·         Safety information

·         How to train effectively

Skills:

·         Conflict management

·         What to do in case of an emergency

Abilities:

·         Teach employees proper operating procedures

·         Handle conflict

Knows how to mix formulation for different products

A skill is a capability for a smooth sequence of coordinated behavior that is effective relative to its objectives, given the context in which it occurs. Thus, the ability to serve a tennis ball well is a skill, as is the ability to engage in competent carpentry, drive a car, operate a computer, solve a mathematical equation, or judge which job candidate to hire. Managerial skills have three essential features:

• Programmed. Skills have a beginning and an end. They involve a sequence of steps with each step triggered by and following closely on the preceding one.
• Tacit. Performers are not fully aware of the details that underlie skillful performance and find it difficult or impossible to give a full account of those details. Thus, skillful performance requires observance of a set of rules that are unknown to those following them.
• Automatic. Although the exercise of skills often involves the making of numerous choices, to a considerable extent the options are selected without conscious volition; they are embedded in the skill. Deliberate choice plays the role of selection of the skill sequence to be initiated.

http://www.rotman.utoronto.ca/~baum/mgt2000/whatisaskill.html  

Why is it important?

• Selection – getting the right person who can add real value is not easy.
• Promotion or succession planning – who is able to step up to the next level?
• Develop leaders – identify strengths and development needs for high fliers.
• Acquisitions – which key players should be in which slots?
• Improve performance – by helping staff better understand them.
• Career planning – enable staff to play to their strengths.

http://www.leadersdirect.com/assessment.html   

 Methods for assessing skills

Personality assessment

Personality assessments often focus on the so-called ‘’big five’’ personality factors: emotional stability, extraversion, agreeableness, conscientiousness and openness to experience. Interviews designed to assess personality explore early experiences and how candidates dealt with stressful life events. Behavioral assessments focus, not on the candidate’s life history or personality, but on recent behavior at work. The objective is to understand what candidates do and how they do it in job-related contexts. Simulations or work samples might also be used when extra depth and accuracy are required. Feedback and reports are structured around the organization’s leadership competency profile, not personality traits. The challenge in assessing personality traits is to show how they relate to leadership competencies. Suppose you want to assess customer focus. One relevant personality trait might be extraversion. An extravert has better social skills than an introvert to build relationships with customers. You could also look at dominance and anxiety. People who are overly dominant might not listen very well and, if too anxious, they might not control their temper with difficult customers. It gets more complicated than this, however, because being customer focused is not just about relating to people. It is also a way of thinking and making decisions. Leaders with a strong customer focus think about the impact their decisions might have on customers. They regularly analyze customer trends and respond quickly to customer feedback. Notice that these customer focused behaviors imply a decision-making attitude; they are not interpersonal skills, so knowing that a candidate is extraverted is not of much help.

Behavioral assessment

When auditing internal leaders for succession planning or talent management, you may already know enough about their basic personalities. Those with dysfunctional personalities wouldn’t likely be on your high potential list anyway. If you have any leaders with interpersonal problems, then sending them out for remedial coaching, including a personality assessment, might be a good idea. But if you have identified a pool of high potential leaders with no obvious personality problems, then what you really want to know is whether they can actually deliver against your organization’s leadership requirements. A behavioral assessment focuses on this need in the most direct fashion. Further, executives find behavioral assessments helpful in planning their development because the emphasis is on modifiable behavior patterns or habits, not on relatively unchangeable personality traits.It is widely agreed today that leaders come in a wide range of shapes and sizes. Some lead with quiet conviction; others are cheerleaders. Some are great at execution; others are creative visionaries. If your assessments focus on personality rather than behavior, you may be locked into a particular type of personality that you demand to see in all your leaders. http://www.leadersdirect.com/assessment.html

Training Manual (Training the trainer to train an employee)

Goals:

1.       Select the most appropriate method to relate information to employees. (e.g. seminar, lecture, or in small groups)

2.       Identify training materials needed in order to conduct the training.

3.       Teach employees proper usage and maintenance of various machineries.

4.       Recognize the importance of understanding operating procedures in the plant.

5.       Resolves conflict in the workplace.

Timeframe:

This training plan should be conducted on the first Saturday on the first week of every month. Alternatively, if there is any procurement of new machineries, the training will take place on the Saturday before it is being used. The training will occur from 9 a.m. in the morning to 1 p.m. in the afternoon. If additional time is required, employees will be paid overtime.

Location:

The training will take place on-site at the manufacturing plant. Technicians (from the seller of the machine) will be engaged if need be to aid in the teaching process. Additionally, if the machine is bought from overseas, the trainer might be sent over to master knowledge of the operation of the machine.

Tracking:

To track if the trainer is performing effectively and up to standard, a survey will be conducted whereby employees are required to answer a questionnaire anonymously after each training session. Employees will be asked to rate how effectively the trainer related the information to them; in addition, they can also provide constructive feedback for the trainer. Results from the survey will be analyzed by management, management will then advise the trainer on areas of improvement. In addition, praise and recognition will be given if there is satisfactory feedback.

Rewards:

There will not be so much emphasis on rewards because the training manual functions as a guideline for them to perform. However, recognition and praise will be offered whenever the team performs well. In addition, the company may sponsor paid trips to neighboring countries or organize lunch gathering sessions for all employees.

Consequences:

The organization will adopt the “three-strike” strategy. If an employee goes against the specifications in the training and it results in lower performance or damages, they will be subjected to the “three-strike” plan. For the first offence, the employee will be given a verbal warning by the manager. On the second offence, an official warning letter will be issued. On the third time, the employee will be fired. If an employee fails to turn up or complete the training, pay will be deducted accordingly. Additionally, they will have to put in extra hours to attend training sessions.

http://www.odu.edu/educ/llschult/blooms_taxonomy.htm

To allow users to know the appropriate and proper procedures to operate machineries, employees must be equipped with sufficient and effective operating knowledge.

1.      Firstly, when management decides on the procurement of a new machine, one representative will be sent to the manufacturer (of the machine) to receive training.

2.      After completing the training, the representative will be in charge of introducing the machinery and its operations to the other employees at the plant.

²      To do so, training sessions will be organized whereby the representative will conduct a class on a Saturday (designated day for conducting maintenance/ OJT/ housekeeping) to let everyone have a hands-on session on operating the machine.

u  Task 2: Safety guidelines and how to deal with unforeseen accidents (e.g. Chemical spillage)

1.      Firstly, management should implement the use of a safety handbook to be distributed to every employee.

²      The handbook will be written by the supervisor of the plant. It will describe all production procedures and any potential hazardous accidents that might occur during the course of work. In addition to that, the handbook will include step-by-step instructions on what to do in different scenarios. During the process of compilation of the handbook, employees with be asked to contribute ideas on any other potential hazardous accidents that they feel they might be exposed to.

u    Task 3: How to improve on working procedures

1.      Feedback and suggestions.

²      Feedback and suggestions can be given by employees. To do so, they have a choice of filling up a suggestion form with their names or anonymously. The form will be submitted to the administrative department, who will review and then discuss it during a team meeting. A decision will then be made by counting the majority of votes.

l  Upon successful implementation of said suggestion, a reward in the form of coupon, movie ticket, or gift vouchers will be awarded to that individual.

  u        Task 4: Motivating employees so that they can perform to their fullest potential

2.      Communication

²      Get to know employees and build a rapport and maintain a healthy relationship with them. If there is good management-worker relationship, communication would be easier. With easier communication, management can relate their objectives for the organization to employees more effectively.

2. Recognition and praise

²      Management should give encouragement to employees in the form of recognition and praise; this will boost worker’s morale and ensure a positive working attitude within them.

I found my job design from this website http://qci.rutgers.edu/comp/DeisgnajobHaF.htm and changed it a little to fit my training manual. Information and links on this website http://jobfunctions.bnet.com/whitepaper.aspx?&docid=171537&promo=100511 seems pretty helpful too.

  Steps for Job Design Assessment: The first step is to assess current work practices. Consider:

Feasibility: Discuss the process with supervisors involved and be clear about the process and any process changes or training that will be involved.

Analysis: Conduct a task analysis by examining the job and determining exactly what the tasks are, identifying potential problem areas.

Design: Identify the methods for doing the work, work schedules, interactions, training requirements, and equipment needed.

Necessity: resources are expensive and time has to be spent, determine if change is necessary.

Strategy: Discuss the requirements of the job with staff directly or indirectly affected by the job, asking for their views and explaining the purpose of the job and how it will impact on them.

Availability of skills and experience: A job requiring different skills and knowledge may demand an unusual combination of skills in one person.Organizational issues: The current organizational structure must provide adequate support and enable it to be effective. This includes sufficient authority, resources and management support to be able to achieve its purpose. Ensure there will be no job overlap or conflict with others. Be clear about the specific role of the new job and how it fits into the organization.Resources: Allow for adequate time to do the job. The incumbent must be able to reasonably manage the workload during normal working hours, taking into account the impact of any special requirements. Job satisfaction and motivation are important factors influencing how long employees stay in the job. Give staff as much control and authority as possible over how they carry out the job; ensure there is sufficient variety in the job to maintain their interest; and providing development and learning opportunities.Re-assess: Re-evaluate the job design on a regular basis, making necessary measures an adjustments.

            To allow users to know the appropriate and proper procedures to operate machineries, employees must be equipped with sufficient and effective operating knowledge. It is important that this information is made known to operators because this will ensure smooth operation in the plant, which maximizes profits.

In doing so, a schedule should be planned to let employees undergo training whenever there are new recruits, or whenever the organization procures any new equipments. In addition to that, efforts by management should be made to ensure that employees retain the information; which is detrimental to the plant’s operating efficiency. To determine if there is information retention, management should conduct tests and hands-on scenarios for employees to apply what they have learnt; their performance will be assessed and graded accordingly. To encourage employee involvement and information retention, management should make an effort to give recognition to outstanding employees. To do so, awards, coupons, and certificates can be given to employees who display satisfactory performance.

 Task 2: Safety guidelines and how to deal with unforeseen accidents (e.g. Chemical spillage)

            Safety is a very important issue because it affects the overall well-being of an employee. Especially in conditions which deal with potential hazardous chemicals, or filling of gases in compressed cans, any kind of unforeseen accidents can happen. Such accidents could be results of human err or negligence, this is where the importance of proper operating procedure can be noticed. Any negligence can result to minimal or serious injuries; however, this can be avoided by emphasizing the importance of safety to employees. To do so, management should periodically organize training sessions for employees to learn how to handle an emergency situation. For example, if a can is going to explode due to an over-fill of air pressure, he should immediately pass it to the person nearest to an open exit and let him leave it in the designated safe zone; this way, the explosion would cause minimal damages.

 Task 3: How to improve on working procedures

While all efforts seem to be on emphasizing efficiency, management should recognize the fact that employees are the ones doing the hands-on work and their feedback is detrimental to the plant’s progress. Feedback and suggestions should be welcomed by management so that they can discover new areas of improvement; improvements are necessary because without it, the organization would be stagnant and continuously working under the same conditions. While changes can be made to improve on working procedures, nothing can be done if there is no feedback, also known as input, if there is a good suggestion because no one voices it out. To encourage employee feedback, awards in the form of movie tickets, or gift certificates can be given out.

    Task 4: Motivating employees so that they can perform to their fullest potential

To motivate employees to work hard, there can be a variety of ways but what I would suggest is to get to know employees and build a rapport and maintain a healthy relationship with them. If there is good management-worker relationship, communication would be easier. With easier communication, management can relate their objectives for the organization to employees more effectively.

Management should give encouragement to employees in the form of recognition and praise; this will boost worker’s morale and ensure a positive working attitude within them. If they have a positive working synergy, they would enjoy working in the organization and develop a sense of belonging; on an overall, it creates a win-win situation for both management and its employees.

Job Analysis

In order for employees to have a better understanding on the flow of a process in a manufacturing plant, they must be disciplined and well-equipped with knowledge pertaining to production processes, machinery-maintenance procedure, product specifications, safety information, and any other relevant issues involved.

Learning attitude

To be able to perform well, workers must first have a positive learning attitude; they must be open to suggestions and making improvements. They must adopt an attitude that welcomes learning and providing positive feedback. The organization should understand that mistakes do occur, and that it is through mistakes that lessons are learned.

Educational Level

As for a worker’s minimum required educational level, he/she should have completed high school education and be proficient in both written and spoken English. This is to ensure that effective communication takes place between co-workers and suppliers.Additionally, to ensure that workers understand the materials well when they attend a workshop or seminar, tests will be conducted on what they have learnt during the session; this explains the importance of having to be proficient in the English language.

On-the-job-training

Added 2/13/2008

Task 1: Teaching employees the proper usage of machineries

Task 2: Safety guidelines and how to deal with unforeseen accidents (e.g. Chemical spillage)

Task 3: How to improve on working procedures

Task 4: Motivating employees so that they can perform to their fullest potential

To be able to perform well, workers must first have a positive learning attitude; they must be open to suggestions and making improvements. They must adopt an attitude that welcomes learning and providing positive feedback. The organization should understand that mistakes do occur, and that it is through mistakes that lessons are learned.

As for a worker’s minimum required educational level, he/she should have completed high school education and be proficient in both written and spoken English. This is to ensure that effective communication takes place between co-workers and suppliers. Additionally, to ensure that workers understand the materials well when they attend a workshop or seminar, tests will be conducted on what they have learnt during the session; this explains the importance of having to be proficient in the English language.

On-the-job-training (OJT) will mostly occur during alternate Saturdays when workers are kept updated with operating procedures; this is to ensure that they are up-to-date with new information so that minimal mistakes are made during work.

IntroductionMy training manual will serve as an informational guidebook in most small and medium-sized enterprises (SMEs) involved in the manufacturing industry. Besides detailed step-by-step instructions for workers to follow during a production process, the guidebook will also include information related to maintenance procedures, keeping inventory records, quality control, and essential safety information. Upon successful implementation of this training program which supports the HR theory of job enlargement, the manufacturing plant will be able to operate at its optimal level. Additionally, unnecessary time wastage will be eliminated, thus shortening delivery lead time. While all efforts are dedicated to promoting efficiency, an equal emphasis will be placed on quality control and safety.

Such a training manual is essential so that workers are educated on the operating procedures and safety standards while on the job; it is important that workers are well-equipped with this knowledge so that valuable time will not be wasted. This will directly affect the plant’s output, thus causing profit levels to suffer.

 Identify conditions for training needs

1. Economy- An efficient production plant is essential so that there is maximum worker output, higher productivity will lead to higher profits. An organization’s financial condition will reflect healthily if profits are being brought in. An efficient production plant should also operate effectively so that minimal mistakes are made; with lesser mistakes made, more time is saved.
2. Government & Legal- It is important for management to be aware of labor laws and compensation rates so that it will not be involved with any unnecessary legal disputes. Management should also understand environmental, safety, or pollution concerns within the area of operation so that it does not jeopardize the environment or worker’s health. Laws that favor business investment/expansion should be known to management so that there is a chance for the organization to expand its business.

http://www.osha.gov/

3. Technology- Workers should be trained to operate machinery and conduct maintenance procedures. They must know the potential safety hazards and safety precautions to enforce so that they are well-protected. Additionally, it is important that this knowledge is shared among all workers so that it does not pose as a problem if someone is absent from work that particular day. The company should provide workers with the necessary and suitable equipments to work with in order for them to operate effectively and efficiently. On-the-job-training could be implemented to update workers with new information or any necessary product/ operating knowledge that they should be aware of.
4. Socio-cultural- Age could be a rough gauge as to how effectively an operator can perform. For example, a small-built person might not be able to carry boxes that are over a certain weight. The organization should strive to employ the correct person for the job; educational level could be used to employ effectively.
5. Working environment- Working conditions must be designed such that workers can operate efficiently and effectively without any dangerous threats. Worker’s safety should be emphasized so that no injuries or accidents are sustained while on the job.
6. Labor supply- The quantity and quality of the labor supply should be understood so that management can plan effectively. To cope with periods when there are more orders, management can consider employing part-time workers who are compensated on an hourly basis.
7. Ecology- Emphasis must be made in manufacturing a product such that it does not cause any environmental hazards. E.g. not using CFC which contributes to ozone depletion.

Identify conditions for training needs

1. Economy- An efficient production plant is essential so that there is maximum worker output, higher productivity will lead to higher profits. An organization’s financial condition will reflect healthily if profits are being brought in. An efficient production plant should also operate effectively so that minimal mistakes are made; with lesser mistakes made, more time is saved.
2. Government & Legal- It is important for management to be aware of labor laws and compensation rates so that it will not be involved with any unnecessary legal disputes. Management should also understand environmental, safety, or pollution concerns within the area of operation so that it does not jeopardize the environment or worker’s health. Laws that favor business investment/expansion should be known to management so that there is a chance for the organization to expand its business.

http://www.osha.gov/

3. Technology- Workers should be trained to operate machinery and conduct maintenance procedures. They must know the potential safety hazards and safety precautions to enforce so that they are well-protected. Additionally, it is important that this knowledge is shared among all workers so that it does not pose as a problem if someone is absent from work that particular day. The company should provide workers with the necessary and suitable equipments to work with in order for them to operate effectively and efficiently. On-the-job-training could be implemented to update workers with new information or any necessary product/ operating knowledge that they should be aware of.
4. Socio-cultural- Age could be a rough gauge as to how effectively an operator can perform. For example, a small-built person might not be able to carry boxes that are over a certain weight. The organization should strive to employ the correct person for the job; educational level could be used to employ effectively.
5. Ecology- Working conditions must be made such that workers can operate efficiently and effectively without any dangerous conditions. Worker’s safety should be emphasized so that no injuries or accidents are sustained while on the job.
6. Labor supply: The quantity and quality of the labor supply should be understood so that management can plan effectively. To cope with periods when there are more orders, management can consider employing part-time workers who are compensated on an hourly basis.