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PDCA

Training Vs. Education: Understanding the role of TWI (Part II)

By Debby L. Newslow, Alan Lane
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PDCA

The TWI: 2018 Training Management System Standard addresses various aspects of an organization’s Management System and identifies, explains and standardizes some of the best-known practices for ensuring that supervisor-to-operator relationships are strong and true. It also confirms that all training is performed in the most cost efficient, effective and safe manner possible. The standard provides guidance and tools for companies and organizations that want to ensure their products and services consistently meet customer’s requirements, while the quality remains top-notch.

TWI: 2018 sets out the criteria for an organization to integrate TWI practices into their management system and, when implemented properly, is the standard that can be certified (this is not a requirement). It can be used by any organization, large or small, regardless of its field of activity. It is equally as effective in service companies, as manufacturing or healthcare.

Read Part I: How training within industry empowers employees & facilitates continuous improvementThis standard is based on several quality management principles including a strong customer focus, motivation and implication of top management and process approach and continual improvement. Using TWI: 2018 helps ensure that customers consistently get good quality products and services, which in turn, brings many business benefits, and significant return on investment.

The adoption of TWI and the associated training modules into an organization’s management system must be a conscience decision and embraced as a business management strategy by the senior management team. TWI helps the organization see meaningful overall performance improvements and ensures the sustainability of the initiative.
Traditionally, the potential benefits of implementing TWI into their management system based on this international standard, are measured using the following Key Performance Indicators, (KPI):

  • Increased Productivity
  • Reduced Training time
  • Reduced Labor-hours
  • Reduced Scrap
  • Reduced Grievances

The TWI: 2018 Training Management System International Standard can be used by internal and external parties. The standard’s requirements are intended to be complimentary to the organization’s current management system for product and service realization.

This standard employs the process approach, which incorporates the Plan-Do-Check-Act, (PDCA) cycle, as well as, risk-based thinking. This Process Approach enables an organization to plan its processes and their interactions.

The PDCA cycle enables an organization to ensure that its processes are adequately resourced and managed, and that the opportunities for improvement are determined and acted upon.

Risk-based thinking enables an organization to determine the factors that could cause its processes and management system to deviate from the planned results. It also allows a company to put preventive controls in place to minimize negative effects and to make maximize opportunities as they arise.

As it all comes down to working with and through people, it is imperative that the development of an organization’s personnel is adequately addressed. This includes, but is not limited to:

  1. Identifying and hiring the right people
  2. Appropriate and effective on-boarding of new employees
  3.  New, as well as, refresher training
  4. Adequate Succession Planning
  5. Supervisor skills and knowledge training
  6. Effective problem solving
  7. On-going and effective safety training for a safe workplace

TWI training modules utilize a 4-Step Process to make the training consistent, standardized and easy to understand and comprehend. This process is time proven and meant to be rather rigid by design. The method looks much easier than it is to do, and requires, like any other skill, practice to perfect it. This standard DOES NOT include the actual methodology, but rather, documents the required elements of implementing TWI into business systems to ensure the integration of TWI into the organization’s culture and to achieve the highest return on investment. Appropriate TWI methods are identified throughout this standard.

TWI Training Management System Principles

This international standard is based on the quality management system principles described in the ISO 9001:2015 International System. It= is not intended to replace or supersede the ISO standard, but rather, to integrate with your current management system standard or GFSI-approved CPO. The focus is on enhancement by addressing the essential supervisor skills needed to “manage” the people aspect of doing business. By patterning it after the format of ISO, it is the intention of the TWI-Institute to make the TWI principles and training easier to integrate into an organization’s current management system.

The descriptions include a statement of each principle, a rationale of why the principle is important for the organization, some examples of benefits associated with the principles, and examples of typical actions to improve the organization’s performance when applying the principles.

The TWI Principles are based on The Five Needs Model for Good Supervisors:

  1. Knowledge of the work
    1. This refers to the kind of information that makes one business different from another (i.e.,materials, products, services, processes, equipment, operations, people, etc.)
  2. Knowledge of Responsibilities
    1. This refers to the organization’s situation regarding policies, regulations, rules, agreements, schedules, organizational structure, etc.
  3. Skill in Instructing
    1. This will assist supervisors in developing a well-trained workforce.
  4. Skill in Improving Methods
    1. This deals with utilizing materials, machines and manpower more effectively by having supervisors study each operation in order to eliminate, combine, rearrange, and simplify details of the job.
  5. Skill in Leading
    1. This helps the supervisor to improve his or her ability to work with people.

NOTE: Throughout this international standard, “Supervisor” is defined as anyone in charge of, or who directs the work of others. Therefore, “Supervisors can be identified by many titles: Supervisor, Manager, Foreman, Lead, Cell Leader, Director, VP, President, etc. “

The Process Approach

The TWI: 2018 – Training Management System International Standard promotes the adoption of a process approach when developing, implementing and improving the effectiveness of the management system and the supervision of people, to enhance customer satisfaction by meeting customer requirements and expectations.

Understanding and managing interrelated processes as a system contributes to the organization’s effectiveness and efficiency in achieving its intended results. This approach enables the organization to control the interrelationships and interdependencies among the processes of the system, so that the overall performance of the organization can be enhanced. Maintaining good employee relations, providing effective and efficient training, and making the daily habit of reviewing processes in order to continually improve them, must be integral to the organization’s culture and a primary strategic initiative.

The process approach involves the systematic definition and management of processes, and their interactions, to achieve the intended results in accordance with the organization’s policy statement and strategic direction. Management of the processes and the complete system can be achieved using the PDCA cycle (See Figure 1), with an overall focus on risk-based thinking aimed at taking advantage of opportunities and preventing undesirable results.

The application of the process approach in a training management system enables:

  1. An understanding and consistency in meeting requirements of necessary training
  2. The consideration of the processes of training, in terms of added value
  3. The achievement of an effective training process performance
  4. Improvement of training processes based on evaluation of data and information, (i.e., KPI’s).
PDCA cycle
Figure 1. The PDCA cycle can be applied to all processes, including managing people, and to the overall management system.

The PDCA cycle can be summarized as follows:

  • PLAN: Establish the objectives of the system and its processes, and the resources needed to deliver results in accordance with customers’ requirements, (in this case, the employees of the organization), and the organization’s policies, and identify and address risks and opportunities.
  • DO: Implement what was planned.
  • CHECK: Monitor and (where applicable) measure processes and the resulting products and services against policies, objectives, requirements and planned activities, and report the results.
  • ACT. Act to improve performance, as necessary to correct deviations, or to continually improve the processes. (Note: See Appendix A for an example of an implementation plan using a PDCA cycle.)

Risk-Based Thinking

Risk-based thinking is essential for achieving an effective management system and the proper training and development of the people. By using Risk-based thinking, management can carry out preventive actions to eliminate the potential negative effects of an unforseen occurrence (i.e., untrained personnel trying to complete a task, action or process step).

To conform with TWI: 2018, an organization needs to plan, implement and measure actions in order to address risks and opportunities associated with the training and development of the people. Addressing both risks and opportunities establishes a basis for increasing the effectiveness of the management system, including training and developing people, achieving improved results and preventing negative effects.

Relationship with Other Management System Standards

The TWI: 2018 – Training Management System International Standard is intended to allow seamless integration into an organization’s existing management system. To meet that end, this international standard was patterned after the ISO 9001:2015 International Standard since it is universally accepted, as setting the bar for management systems. Note: While the international standard is patterned after the ISO 9001:2015 International Standard, it is not dependant on compliance to that, or any other, management system format.

TWI: 2018 may, however, be implelented as a stand-alone training management system and does not include requirements specific to other management systems, such as those for environment, food safety, financial, or occupational health and safety management.

Summary

Virtually every process or problem has a human element as part of the equation. Unfortunately, we continually find that some organizations fail to connect the logic of TWI and its underlying principles to the actual daily realities of running the operation. If you don’t continually manage and practice the process, then it won’t sustain itself in the long run. The key to sustaining programs is to get off on the right foot with a solid plan. If you create a plan emphasizing the activities discussed above, along with problem solving and strong daily operational management, we know you’ll have greater success and increase your odds of sustaining an effective and efficient training program that will yield a significant ROI.

Resources

  • ASQ/ANSI/ISO 9001:2015. Quality Management Systems-Requirements. ASQ. Milwaukee, WI.
    Newslow, Debby. Food Safety Management Programs Applications, Best Practices, and Compliance. CRC Press. C2014.
  • TWI: 2018, Training Management System International Standard. The Central New York Technology Development Organization (TDO). Liverpool, NY.

Training Vs. Education: Understanding the role of TWI (Part I)

By Debby L. Newslow, Alan Lane
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Related to training requirements, GFSI approved CPOs and the ISO standards place a strong emphasis on the evaluation of qualifications, competency, and the effectiveness of training. It is critical to make sure that today’s associates are aware of the importance of their actions and how they contribute to the overall achievement of measurable food safety, quality and system objectives. Records that document training results, both positive and negative, must be maintained. Although follow-up and documentation take time, the overall positive impact on the business and success of the organization is well worth the extra effort.

It is important that each associate understands the role that he or she plays in his or her company’s success. Individual roles are established by upper management and communicated to the staff. It requires the cooperation and communication of all operational levels to result in an effective and value-added management system. If the necessary lines of communication are developed and a proper work environment is established, then the results should be the production of a safe product with product conformity and all the records to prove it.

Necessary provisions of a successful management system include: Applicable job assignments for personnel and identifying all training needs while providing the appropriate training. It is critical that management apply the proactive approach to training, rather than being reactive after something goes wrong. Without a structured, proactive, effective program established to communicate and educate employees, the organization will be putting its products at risk. Products will be at a food safety risk, as well as, pose a risk to basic business success.

When defining the necessary competencies, management must consider how each position affects the processes and the system overall. Written, well-defined job requirements are necessary to identify competencies and qualifications. Job requirements should at least define the following aspects:

  • Criteria for each area of responsibility as it affects the management system and the needs of the organization
  • Criteria based on related documentation (procedures and work instructions)
  • New hire orientation training
  • Requirements for the compliant management system
  • Specific training needs
  • Records necessary to demonstrate conformance with training and education requirements
  • Competency of associates to be evaluated, recorded, effective, and defined in a manner that is appropriate for the organization.

The training, competence and awareness program must focus on educating the associates. “Education” is a critical term that communicates sharing the knowledge and explains reasons why an activity must be done in the manner presented. Training is communicating the required actions and showing how these actions are important.

“Education” is the act or process of imparting or acquiring general knowledge, developing the powers of reasoning and judgment; the act or process of imparting or acquiring specific knowledge or skills.

“Training” is to develop or form the habits, thoughts, or behavior of by discipline and instruction and to make proficient by instruction and practice, as in some art, profession, or work.
A favorite example when comparing these two terms is how Pavlov’s dog was trained to respond to the ringing bell for food, but education is understanding that it is necessary to perform an action in a specific manner.

The training program must be developed and presented in a manner that effectively educates associates. Each associate, at a minimum, should have an overview of the compliance requirements of the management system and how he or she impacts the goals of the organization.

Training Within Industry – Did You Know?

Training Within Industry’s (TWI) rich history originated in the United States in the 1940s where the program was an unqualified success, boosting industrial production of war material beyond expectations. Training Within Industry (TWI) leverages the role of supervisors and team leaders to do the following:

  • Standardize work
  • Increase productivity & quality
  • Reduce training time
  • Work safely
  • Improve morale
  • Solve problems

TWI is an essential element of lean and lean six sigma programs, as it provides frontline personnel with the skills and organizational framework for standard work along with continuous improvement.

The 5 TWI Program Modules:

  1. Job Instruction (JI): Quickly training employees to do a job correctly, safely, and efficiently
    The demands of developing a flexible workforce and training employees are best accomplished with standardized best practices. Job Instruction teaches how to effectively break down a job and deliver the necessary instructions for individual tasks. By developing and delivering training in this structured fashion, the process becomes more consistent and efficient throughout the company. JI results in reduced training time, less scrap and rework, fewer accidents and increased job satisfaction.
  2.  Job Relations (JR): Building positive employee relations, increasing cooperation and motivation, and effectively resolving conflict
    Job Relations teaches the foundations of positive employee relations, preventing potential problems and earning loyalty and cooperation. It utilizes a proven method of resolving problems, therefore, resulting in increased productivity, improved attendance, better morale, and higher employee retention rates.
  3.  Job Methods (JM): Improving the way jobs are done for continual improvement
    Job Methods focuses on producing greater quantities of quality products, in less time, by making the best use of the people, machines and materials currently available. Jobs are broken down into their constituent operations. Every detail should be questioned in a systematic manner to generate ideas for improvement. JM yields significant benefits including reduced cost through productivity gains, increased throughput, and reduced work in process.
  4. Job Safety (JS): Creating a safe workplace
    Job Safety provides the framework through which supervisors can engage employees in identifying potential hazards and eliminating them based on their training and knowledge in OSHA and EPA regulations. This provides supervisors a viable method to use when analyzing the events leading to accidents and hazardous situations. JS stresses that the relationship of the supervisor to the employees plays a pivotal role in a safe and environmentally responsible workplace.
  5.  Problem Solving (PS): Providing supervisors and other leaders with higher-level problem-solving skills
    Problem Solving is the next step for an organization wanting to advance to the next level, after implementing one or more “J” classes. This final process seamlessly incorporates the other four steps. Results include proper identification of problem points, effective solutions, and continuous improvement.

TWI: History

The Central New York Technology Development Organization (TDO), a member of the U.S. Manufacturers Extension Partnership (MEP), successfully reincarnated the original TWI programs in 2001. They subsequently formed the TWI Institute to oversee the global deployment of the program.

The TWI Institute is the center for education, trainer certification and connections in the TWI community of practitioners and trainers. It is a large, rapidly expanding network of certified trainers delivering the TWI Program in the United States and across the globe. The TWI Institute, USA Southern Region, was recently established to serve the southern region of the United States. This region is currently busy introducing the new TWI: 2018-Training Management System International Standard. This standard focuses on training as an integral part of any quality management system. It ultimately defines what all companies need to ensure that their training programs will be effective.

TWI has seen a lot of success throughout its 70+ years, both nationally and internationally, but there has been one common complaint over the years: It is difficult to sustain the training over the long haul.

This can be said for most initiatives undertaken in the lean manufacturing world of continuous improvement elements, whether it is SS, SUR, TPM or any of the other acronyms for the many tools in the lean toolbox. Regardless of the initiative, training must be done to bring everyone up to speed. The success of the training will determine the effectiveness and value of the initiative.

In part two of this series, we will examine the newly released TWI:2018 Training Management System International Standard. We will examine the outcomes to determine how this standard will provide a company with safe, efficient and effective training standards that will provide a lasting benefit.