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STEVE WOLOZ & ASSOCIATES INC.MANAGEMENT CONSULTANTS

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Training Dividends

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1.1: Why Invest in Training Measuring the Gap

Training accelerates learning & diminishes learning timeTraining accelerates learning & diminishes learning time Training Heightens Max PerformanceTraining Heightens Max Performance

100%

30 60 90Days

Productivity

GAPGAP

Training Time & Efficiency

With Training Program

On-The-Job Learning


Training Heightens Max PerformanceTraining Heightens Max Performance

100%

60 120 180

Productivity

Days

GAPGAP

Training Peak Performance

With Training Program

On-The-Job Learning

1.2: Why Invest in Training Measuring the Gap


1.2:Job Descriptions and Training

Quantitative Benefits Est. SavingsSaving Of Training Time Of Trainer 2% - 3%Saving Of Training Time Of Trainee 2% - 5%Saving Of Seconds 1% - 2%Saving Of Training Materials And Supplies ?% - ?%

Total Est. Savings 5% -10% Total Annual Payroll Est. Annual Savings

$ 500,000 $ 25,000 - $ 50,000$ 750,000 $ 37,500 - $ 75,000$1,000,000 $ 50,000 - $ 100,000


2: Clients Who Have Put Their Trust In Us

owned by

Partner of

ELECTRIC

ELECTRONICS

INDUSTRIAL

SEWING

DYING TELECOM

MACHINING

PLATING


7: Clients Who Have Put Their Trust In Us High Resolution Productions Inc.: Matthew Eramian


3: Conditions Essential for Success

• Clear Understanding Why Invest in Training

• Commitment of All Stakeholders • Availability of Suitable Trainer

• Environment that Recognizes and Rewards Environment that Recognizes and Rewards achievement achievement


4: Conducting the ProgramHuman Factors Training Approach

Phase 1: Analysis - Phase 2: Design - Phase 3: Development Phase 4: Implementation - Phase 5: Evaluation –


4: Conducting the Program

• Phase 1: Program Set Up

• Phase 2: Pre Employment Testing and Selection

• Phase 3: Specific Job Training


4.1 Phase 1:Program Set Up

• Establish Jobs on Which Training to OccurEstablish Jobs on Which Training to Occur

• Prepare Training Plan as per HFTPrepare Training Plan as per HFT

• Establish Profile of Ideal TrainerEstablish Profile of Ideal Trainer

• Interview Prospective TrainersInterview Prospective Trainers

• Select TrainersSelect Trainers

• Coach Trainers on How to TrainCoach Trainers on How to Train

• Determine Appropriate Location for TrainingDetermine Appropriate Location for Training


4.1 Phase 1:Program Set UpGlobal Training Guidelines

Development of Company MessageDevelopment of Company MessageTraining the Trainer How to TrainTraining the Trainer How to TrainExplaining the ApproachExplaining the ApproachPersonal QualitiesPersonal QualitiesTechnical CapabilitiesTechnical CapabilitiesTraining Tools and MaterialsTraining Tools and Materials


4.2 Phase 2: Pre Employment Testing & Selection

Physical Characteristics• Manual Dexterity• Color Perception• Auditory• Olfactory

Mental Capabilities• Addition/subtraction• Memory

Social Capabilities• Patience• Tact( customer service inventory)


Pre Employment Testing & Selection

Physical Characteristics Manual Dexterity


2. Global Training Plan

Development of Company messageDevelopment of Company messageTraining the Trainer How to TrainTraining the Trainer How to TrainExplaining the ApproachExplaining the ApproachPersonal QualitiesPersonal QualitiesTechnical CapabilitiesTechnical CapabilitiesTraining Tools and MaterialsTraining Tools and Materials


4.3 Individual Training Plans

•Prerequisite SkillsPrerequisite Skills•Learning ProgressionLearning Progression•Target Time per StageTarget Time per Stage•Objectives to be AchievedObjectives to be Achieved•Quality StandardsQuality Standards•Drill Exercises for SpeedDrill Exercises for Speed•Drill Exercises for StaminaDrill Exercises for Stamina•Training Tools and MaterialsTraining Tools and Materials•Means to Confirm Skill Transfer Means to Confirm Skill Transfer


4.3 SWA Procedure

•Observe JobObserve Job•Establish Optimum MethodEstablish Optimum Method•Determine Prerequisite SkillsDetermine Prerequisite Skills•Determine Conditions to Assure SuccessDetermine Conditions to Assure Success

Workplace ArrangementWorkplace Arrangement Machinery and EquipmentMachinery and Equipment Work Aids and AttachmentsWork Aids and Attachments Physical EnvironmentPhysical Environment


4.3 SWA Procedure

•Establish Learning ProgressionEstablish Learning Progression•Target Time per Stage ( to be explained)Target Time per Stage ( to be explained)•Objectives to be AchievedObjectives to be Achieved•Quality StandardsQuality Standards•Drill Exercises for SpeedDrill Exercises for Speed•Drill Exercises for StaminaDrill Exercises for Stamina•Training Tools and MaterialsTraining Tools and Materials•Means to Confirm Skill Transfer Means to Confirm Skill Transfer


4.3 SWA Procedure

Step1 : STUDY JOB; DETERMINE BEST METHOD

Step2 : CONFER WITH SUPERVISOR; GAIN APPROVAL

Step3 : DO WRITE UP

Step4 : REVIEW WITH SUPERVISOR

Step5 :MAKE CORRECTIONS AS REQUIRED

Step6 : TRAIN TRAINER HOW TO TRAIN

Step7 : VIDEO JOB

Step8 : TRANSFER VIDEO TO YOUR HARD DRIVE OR ELECTRONIC MEDIA


4.3.1 Examples of Training PlansProduction Jobs

.


4.3.1 Examples of Training PlansProduction Jobs

.

Training Plan Write Up for

Set Binding


4.3.2 Examples of Training Plans

.


4.3.4 Examples of Training

Qualitative Benefits

• Minimizing The Trial And Error Period • Maximizing Morale Of Applicant• Assuring Uniformity of Product and Service• Assuring Customer Satisfaction


4.3.5 Examples of Training Plans

Qualitative Benefits

• Minimizing The Trial And Error Period • Maximizing Morale Of Applicant• Assuring Uniformity of Product and Service• Assuring Customer Satisfaction


4.3.6 Examples of Training PlansOffice Jobs

.

Training Plan Write Up for

Customer Service Rep

..


4.3.6 Examples of Multi Media

. ..


Training Testimonials

.


Training Testimonials (GHz )

. ..


Government Subsidization

Emploi Quebec Support

STEVE WOLOZ & ASSOCIATES INC.MANAGEMENT CONSULTANTS

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