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© 2012 Tooling U, an SME Company
Utilization Workshop
Best practices for maximizing utilization of your manufacturing
training program
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© 2012 Tooling U, an SME Company
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If you build it, they will come… The American Society of Training and Development (ASTD), estimates that 70%
of all training efforts fail after the training is purchased and completed.
© 2012 Tooling U, an SME Company
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Define the Program • Perform a proper needs analysis
• Determine high impact business areas relevant to operational drivers • Assess the current workforce to determine knowledge gaps
• Perform a proper job analysis • Determine both the knowledge/skills and performance indicators for the
job • Define a Knowledge of Body for the workforce
• Build Competency Models based on job analysis results
• Develop levels of manufacturing experience • Construct career pathways • Design role-based learning plans
© 2012 Tooling U, an SME Company
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Integrate the Program • Align program to business goals, objectives and drivers
• Identify measurable metrics that impact the organization and is traceable to validate program success
• Provide business plan and gain senior leadership buy-in
• Connect program to Human Resource efforts • Step pay scale, succession planning, collective bargaining, onboarding
• Engage program accountability within the organization • Supervisor acceptance and ownership • Socialize program with the workforce • Plan training commitment hours • Validate technology and equipment availability
• Build and execute an Implementation Strategy
© 2012 Tooling U, an SME Company
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Measure the Program • Evaluate the program at a micro level (each course)
• Evaluate the program at the macro level (overall program)
• Present results on metrics identified during program definition at specific
points during implementation
• Implement Kirkpatrick • Level 1: Reaction • Level 2: Knowledge and Skills Mastery (Learning) • Level 3: Job Performance (Behavior) • Level 4: Business Needs (Results)
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Adapted from Kirkpatrick Partners, LLC.
Evaluation Levels
Methods 1
Reaction
2
Learning
3
Behavior
4
Results
Survey, questionnaire, individual or
group interview
Career pathways
Work review, skill observation, behavior
observation
Knowledge test, knowledge check
Key business and HR metrics
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Discussion of common topics that impact utilization
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Mandatory vs. Voluntary Training
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Production vs. Training Time
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Global vs. Local
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Unionized Environments
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Gaining Employee and Supervisor Buy-in
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Communication Strategies
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Incentive Programs
