Training Within Industry

TWI - Job Relations Training

This course is not scheduled at this time. If you would like to request this course, please email us.

About Training Within Industry

You have invested in Lean training for your employees. You have undertaken serious efforts to implement continuous improvement within your organization. Training Within Industry (TWI) is the next link in creating and sustaining a Lean Enterprise. This three-component program is the ideal process for training people within your industry who are responsible for training others in job skills, monitoring, and effectively managing continuous improvement initiatives, and doing so with consistent and proven results.

  • TWI has proven results in manufacturing, medical services, hotels and restaurants, and construction.
  • Some benefits of TWI include:
    • 86% of companies increased production by at least 25%,
    • 100% reduced training time by more than 35%, 
    • 55% reduced scrap by at least 25%.
  • TWI is recommended for anyone who is responsible for teaching another person a job or method, improving a job or method, and/or dealing with other employees.

TWI Modules

TWI includes four modules of training that teach basic skills to help supervisors and other employees make the transition from hierarchical "command & control" organizations to flatter, team-oriented organizations. These courses/modules are comprised of Job Instruction, Job Methods, Job Relations, and Job Safety.

  • Job Instruction

    Overview

    Job Instruction teaches supervisors how to quickly train employees to do the job correctly, safely, and conscientiously.

    The objective of the course is to train employees how to teach someone a job or method. Knowing how to do something does not mean that we know how to teach someone else how to do it. The method emphasizes preparing the operator to learn, giving a proper demonstration while identifying the Important Steps and the Key Points of the job, having the operator perform a trial run, and tapering off coaching while continuing to follow up. Well-trained employees have less scrap, rework, rejects and equipment damage and fewer accidents.

    Agenda

    The Job Instrucion course is broken into five two-hour sessions.

    First Session
    • Explain the five needs of good supervisors
    1. Knowledge of the Work
    2. Knowledge of Responsibilities
    3. Skill in Leading People
    4. Skill in Improving Methods
    5. Skill in Instructing
    • Importance of JI training to production and safety
    • Ability to train others is a personal asset
    • Demonstration of faulty instruction
    • Demonstration of correct instruction
    • Introduce the Four-Step Method for Correct Instruction:
    1. Prepare the Worker
    2. Present the Operation
    3. Try-out Performance
    4. Follow up
    Second Session
    • Two participant-instruction demonstrations from their workplace
    • Class review of how they applied the four-step method to reinforce class learning
    • Class practice on how to make Job Breakdowns for training purposes
    • The four things a trainer must do to “get ready” to train others:
    1. Make a Timetable
    2. Break down the Job
    3. Get everything ready
    4. Arrange the worksite
    Third Session
    • Teach class how to construct and use a Training Timetable
    • Three participant-instruction demonstrations from their workplace
    • Class review of how they applied the four-step method to reinforce class learning
    Fourth Session
    • Four participant-instruction demonstrations from their workplace
    • Class review of how they applied the four-step method to reinforce class learning
    Fifth Session
    • Remaining participant workplace instruction demonstrations facilitated to be correct
    • Importance of starting to use good Job Instruction “right away” for production and safety
    • Create conviction for using the Job Instruction Plan on a continuing basis

     

    Register for the Job Instruction Training Module

  • Job Relations

    Overview

    Job Relations teaches supervisors how to build positive employee relations, increase cooperation and motivation, and effectively resolve conflicts.

    This course teaches employees how to understand people on all levels and deals with the issues of motivation and problem solving. Understanding and dealing with people successfully is a critical skill as more organizations are relying on teams to maintain their competitive edge. The course emphasizes that people must be treated as individuals and gives employees foundations for developing and maintaining good relations in order to prevent problems from arising. However, for when problems do arise, it teaches participants how to get the facts, weigh and decide, take action, and check results with the key issue being whether the action helped production or not.

    Agenda

    The Job Relations course is broken into five two-hour sessions.

    First Session
    • Review the five needs of good supervisors
    1. Knowledge of the Work
    2. Knowledge of Responsibilities
    3. Skill in Instructing
    4. Skill in Improving Methods
    5. Skill in Leading People
    • A supervisor gets results through people
    • Foundations for good relations - treat people as individuals
    • Develop the “Individual” Chart
    • Define what a “Problem” is
    • Introduce the Four-Step Method for good Job Relations:  
    1. Get the Facts
    2. Weigh and Decide
    3. Take Action
    4. Check Results
    • Learn how and why problems come up when they do
    Second Session
    • Review Four-Step Method for how to handle a problem
    • Case Study to practice the Four-Step Method
    • The need to include opinions and feelings of people as facts
    • Class review of two participants' workplace problems
    • Class review of how they applied the Four-Step Method to reinforce learning
    Third Session
    • Review Four-Step Method
    • Case Study to practice the Four-Step Method
    • Class review of three participants' current workplace problems
    • Class review of how they applied the Four-Step Method to reinforce class learning
    Fourth Session
    • Case Study to practice the Four-Step Method
    • Discuss the effect of change in the workplace
    • Class review of three participants' current workplace problems
    • Class review of how they applied the Four-Step Method to reinforce class learning
    Fifth Session
    • Class review of remaining participants' current workplace problems
    • Class review of how they applied the Four-Step Method to reinforce class learning
    • Review of how to get opinions and feelings
    • How to get acceptance of the method
    • Discuss supervisor’s other relationships
    • Create conviction for using the JR method in their every-day work

    Register for the Job Relations Training Module

Contact Us

 
Amanda Richter

Amanda Richter

Outreach Programs Coordinator