TWI
is an important program designed specifically to enhance the
role of the first level supervisors in your organization. There
is little/no evidence anywhere of a company performing well without
the benefit of good supervisors. There is abundant evidence to
the contrary: good supervisors continuously and consistently
provide superior performance through the people they supervise.
The
style of supervision also matters. Supervisors who perform well,
through their people, see their jobs as COACHes, not COPs.
They
develop their people's skills, their knowledge, and their attitudes
and are good role models as well. They are not of the old "command & control" breed.
TWI
identifies three primary roles of supervisors:
-
The
supervisor as trainer/developer of his/her people
-
The
supervisor as improver (working with his/her people to improve
job methods)
-
The
supervisor as leader of his/her people
The
three individual training programs in TWI -- Job Instruction,
Job Methods, and Job Relations -- are focused on each of the
above supervisory roles. Each supervisor learns (or relearns)
the skills involved in world-class job instruction, job methods
improvement, and job relationships as he/she participates in
the TWI workshops.
While
TWI has been most widely applied to manufacturing operations,
it is equally successful in the construction, medical services,
and hospitality industries.
Job
Instruction Training (JIT) - the "trainer" part
of a supervisor's job, whereby s/he learns a proven method
to teach employees their jobs so that they learn the very
best way of doing a particular job...and everyone learns
this job the same way. The key principle the supervisors
learn here is: "If the worker hasn't learned, the instructor
hasn't taught."
This
is demonstrated, taught, and reinforced via these four steps:
Step
1: Prepare the Worker
Step 2: Present the Operation
Step 3: Try Out Performance
Step 4: Follow Up
Additionally,
these four preliminary steps are taught to the supervisors so
they can prepare for instruction:
1)
Make a time table for training
2) Break down each job
3) Get everything ready
4) Arrange the worksite
Job
Methods Training (JMT)
- the "industrial engineering" part of a supervisor's
job, whereby s/he learns a proven method to produce greater
quantities of quality products in less time by making the
best use of the people, machines, and materials that are
now available.
This
is demonstrated, taught, and reinforced via these four steps:
Step
1: Break Down the Job
Step 2: Question Every Detail
Step 3: Develop the New Method
Step 4: Apply the New Method
Job
Relations Training (JRT) - the "human resource
manager" part of a supervisor's job, whereby s/he learns
a proven method for dealing with virtually any type of so-called "people
problem".
Preliminary
Step: Define Your Objective
Step 1: Get the Facts
Step 2: Weigh and Decide
Step 3: Take Action
Step 4: Check Results
Check Step: Did You Accomplish Your Objectives?
How
to improve job relations:
a)
Challenge your people to become their best
b) Treat people as individuals
c) Let each worker know how s/he is doing
d) Give credit when credit is due
e) Tell people in advance about changes that will affect them
f) Make best use of each person's ability
For
all three of the "J" Classes (JMT, JIT, JRT), the structure
of TWI training is basic and foolproof. Supervisors are given
the 4-step method in a classroom demonstration on the very first
day, and then asked to bring in their own case using that standard
method. Ten supervisors learn the method by watching each other
demonstrate its use with their own cases. The Master Trainer
critiques each presentation, constantly reinforcing the method.
A pocket card is provided to each supervisor, and they're asked...required...to
use it every day. Supervisors actively participate in this rigid
and robust learning environment, and are constantly reinforced
with the 4-step method.
For
more information, contact Jim Myers,
Northern New York's only TWI Master Trainer.
