Training Within Industry (TWI

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Supervisor Skills Training
“The Missing Link to Lean”

We Know WHAT to do about Waste
s Henry Ford Earned unprecedented profits in 1926 by eliminating waste to gradually reduce the production cycle to 81 hours from iron ore to finished product. s Toyota Production System Eliminate non-value-added waste to continuously reduce the time-line between Order and Cash. s Kaizen Elimination of Muda (non-value adding waste) epitomizes the low-cost, commonsense approach to continuous improvement. s Lean Do more with less by eliminating non-value-adding activities.

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HOW To Do It is the Problem

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The Realities of Lean
Implementing Lean is the easy part – sustaining those changes is what’s hard. s A crisis may be the best way to get people to understand the need for change, but it is a very poor way to run daily operations. s Implementing Lean reveals problems and internalizing policies for corrective action, but it does not ensure that everyone continuously works on these problems. s Lean Manufacturing relies on the involvement of everyone and Kaizen Events alone will simply take too long to involve everyone.

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The Realities of Kaizen
Continuous Improvement never seems to be continuous s People resist change and this mindset will cause people to backslide and abandon improvement. s Supervisors and managers often leave improvement until after “making the numbers.” s People typically rely on others for improvements. s Even when people want to improve they don’t have improvement skills. s Companies tend to rely on Kaizen Events to make even small changes.

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The Reality of Kaizen Events
Output Event #3
What Standard should be

Event #2
What Standard should be

Maintenance

Event #1
Work Standard

Maintenance

What actually becomes the Standard when people do not sustain the changes.

Time
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Lessons About Waste Strategies do not eliminate waste, People Do!
“We want to get full value out of labour so that we may be able to pay it full value. It is use – not conservation – that interests us.”
Henry Ford, 1926

Lean and Kaizen provide countermeasures to eliminate the waste of time and material but neither provides a countermeasure for companies to eliminate the waste of Underutilized People.

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TWI - The Countermeasure
TWI provides a systematic approach to sustain changes and continuously improve by s Indoctrinating people into an “improvement” frame of mind. s Teaching people how to identify opportunities for improving their jobs. s Training people how to generate ideas to take advantage of these opportunities. s Showing people how to get these ideas into practice right away. s Creating ownership for people to maintain standard work.

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The Missing Link to Lean & Kaizen
Output
What the Standard becomes Next Innovation

New Standard

Productive Gradually Improve the Standard, TWI JM & JR Potential of Underutilized Maintain the Standard People TWI JI & JR

Innovation

Current Work Standard

Time
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Training Within Industry Program
Job Instruction Training (JI) teaches supervisors how to quickly train employees to do a job correctly, safely, and conscientiously. Job Methods Training (JM) teaches supervisors how to continuously improve the way jobs are done. Job Relations Training (JR) teaches supervisors how to develop and maintain positive employee relations to prevent problems from happening and how to effectively resolve conflicts that arise.

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TWI - Created for a Purpose
TWI was developed by a U.S. Government Service after the fall of France on June 22, 1940 that signaled a U.S. involvement in the war in Europe was inevitable. The purpose for TWI was “to help industry to help itself to get out more materials than have ever been thought possible, and at constantly accelerating speed” to win the war.

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Impact of TWI on the War Effort
Actual data reported by over 600 client companies monitored throughout the war attributed the following results to TWI: 86% 100% 88% 55% 100% increased production by at least 25% reduced training time by 25% or more reduced labor-hours by over 25% reduced scrap by at least 25% reduced grievances by more than 25%

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TWI - After the War
s Discontinued in 1945 as US manufacturers focused on getting product out of the door to fill a world wide demand for consumer products. s The U.S. Occupation Government brought TWI to Japan to “quickly” rebuild their industrial base to avoid mass starvation that the U.S. feared would further the cause in worker communism.

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Impact of TWI at Toyota
THEN 1951 to 1960 – Toyota utilizes TWI to train their employees in the Toyota Production System. NOW 2001 - Toyota KY received over 100,000 improvement suggestions from employees, 98% of which were used resulting in a savings of $18,000,000, and returned $3,000,000 for individual awards of $25 to $25,000. FUTURE “The Toyota Way of going to the source, observing in detail, and learning by doing were all very much influenced by TWI (Dietz and Bevens, 1970) and became the backbone of Toyota’s standardization philosophy.”
The Toyota Way (P141), 2004, Jeffrey Liker

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TWI - A Timeless Training Approach
1. The program is one of utter simplicity 2. It uses a blueprinted procedure that requires a minimum of time 3. Adheres to the learn by doing principle 4. Built in multipliers to spread the training

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1. Utter Simplicity
The Four-Step Learning Process* Step 1. Preparation – make the learner think to aid comprehension of the new idea. Step 2. Presentation – add the new idea to those already in the learner’s mind. Step 3. Application – train the learner to apply what was presented and check results. Step 4. Testing – test the ability of the learner to apply the new idea alone.
* Developed by Charles R. Allen in WWI

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2. Blueprinted Procedure
A common thread runs through all TWI programs as the result of much trial and error learning during introduction: s Each program has a similar 4-Step Method. s The method is stated in shop terms, not in academic language. s Each participant must use the method to solve a current problem in class to get immediate use and acceptance.

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Blueprinted Procedure
s Small groups of 10 to practice the method under guided assistance to “learn by doing”. s An outline of what and how and time sets a universal standard. s Ten hours of class are best delivered in five 2-hour meetings without a break. s Compact scheduling of the 5 meetings to keep the subject fresh and not keep people away from their jobs over long periods of time.

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3. “Learn by doing”
The TWI approach is not a matter of schools or classes or lessons – it is individual and/or group work on current day problems of output, quality, lost-time, scrap, rework, maintenance, and working relations.

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4. Multipliers Spread the Training
The TWI Program utilizes a standard method to s Train people from industry to become TWI Trainers s TWI Trainers train the people who direct the work of others (supervisors, team leaders, managers, etc.) s Supervisors spread the training to other people in the workplace by involving them as required in the process.

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The Five Basic Needs of Supervisors

Knowledge
unique to the Company and/or the Industry that supervisors must know to do their job: 1. Knowledge of the Work 2. Knowledge of Responsibilities

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The Five Basic Needs of Supervisors

Skills
that are required for supervisors to perform within their role, regardless of the industry: 3. Instruction 4. Methods Improvement 5. Leading

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Job Instruction - Objective
Develop a well-trained workforce resulting in less scrap and rework, fewer accidents, and less tool and equipment damage.

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Results from JI Training
s s s s s s s s s Reduced training time Increased production Fewer accidents Less scrap Less rework Less tool and equipment damage Increased job satisfaction Improved quality Increased profits

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JI = Standard Work = $
Mold Assembly in the Wax Department at Gray-Syracuse, Inc. On Time Mold Releases: 2002 – Average per month 73% 2003 – Average per month 86% 2003 – Last 7 months 89% 2003 – Last 5 months 97% 2004 – First 2 months 99% The Human Capital Readiness Report raised from 40% to 84% in the initial twelve month period of JI training for mold assembly. From a Six Sigma perspective, TWI Job Instructions establishes the best practices for a process by providing “the current best method” of achieving control and minimizing variation. Significant Reduction in Assembly Defects – (See next slide)

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Wax Department Assembly Defects
4000 3500 3000 2500 Defects Found 2000 1500 1000 500 0 JanFeb Mar Apr May Jun Jul Aug Sep Oct NovDec Months 2002 2003

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The 4-Step Method for JI

1. 2. 3. 4.

Prepare the worker to learn Present the operation Try-out performance Follow-up

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Present the Operation
No. __________

JOB INSTRUCTION BREAKDOWN SHEET
Operation: ____________________________________________________ Parts: ________________________________________________________ Tools & Materials: ______________________________________________ IMPORTANT STEPS KEY POINTS REASONS Reasons for each key point

A logical segment of the operation when Anything in a step that might— something happens to advance the work.1.Make or break the job 2.Injure the worker 3.Make the work easier to do, i.e. “knack”, “trick”, special timing, bit of special information

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JOB INSTRUCTION TRAINING TIMETABLE
Name: __________________ Dept.: __________________ Date: __________________
Breakdown No.

Changes In Production

Turnover Work Performance

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Job Methods - Objective
Make the best use of the people, machines, and materials now available.

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Concrete Results from JM Training
Improvement is not a matter of impression, results are obtainable and apparent s Reduced cost s Reduced WIP s Reduced inventory s Increased throughput s Increased sales s Increased profits s Continuous improvement

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JM = Immediate ROI
ROI for a manufacturing company as the result of Methods Training, December 2002 Investment: Training: $5,000 6,000 Total Cost Job

Employee time (est. 120 hrs.): (est.) $11,000 Savings realized within 30 days Immediate Return on Investment Projected Annualized Savings Potential Return on Investment

$34,300 312% $124,690 1134%

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The 4-Step Method for JM
1. 2. 3. 4. Breakdown the Job Question Every Detail Develop the New Method Apply the New Method

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Step 1- Breakdown the Job

PRODUCT: OPERATIONS: .

PRESENT/PROPOS METHOD DETAIL
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Step 2 - Question Every Detail.
Why is it necessary? What is its purpose? Where should it be done? When should it be done? Who is best qualified to do it? How is “the best way” to do it?

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Step 3 - Develop the New Method

Why? What? Where? When? Who? How?

Eliminate Combine Rearrange Simplify

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JM Improvement Proposal

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Step 4 - Apply the New Method

1. 2. 3. 4. 5.

Sell the change to others Obtain necessary approvals Put the new method to use right away Credit those involved Continue to improve the new method

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Job Relations - Objective
Build positive employee relations by effectively resolving conflicts that arise. Maintain positive employee relations by preventing problems from happening.

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Results from JR Training
s s s s s s s s Better employee relations Improved morale Fewer grievances Improved attendance Less equipment damage Improved quality Increased production Reduced cost

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JR Results - Then
Problem: “Because of poor morale, our labor turnover was terrific; complaints and grievances were multitudinous; production schedules lagged.” Solution: The Production Manager and Director of Training became JR trainers. “They came back and presented the program to all our supervisors. Within a fortnight (2 weeks), complaints and grievances ceased; labor turnover stopped, and production went ahead of schedule.”
H. L . Austin, VP Food Machinery Corp. Sept. 1945
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JR Results - Now
“This would have been a perfect course when I started as a leader, 20 years ago! It is simple and based on a foundation of values. This will help build trust and understanding in the workforce.”
Team Leader, July 2002

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How to Handle a Problem
DEFINE YOUR OBJECTIVE Step 1 - Get The Facts Get the whole story Step 2 - Weigh And Decide Don’t jump to conclusions Step 3 - Take Action Don’t pass the buck Step 4 - Check Results Did your action help production? DID YOU ACCOMPLISH YOUR OBJECTIVE?

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How to Prevent Problems
s Let each worker know how he/she is doing s Give credit when credit is due s Tell people in advance about changes that will affect them s Make the best use of each person’s ability

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Measures for “Best in Class”
s QUALITY – Providing exactly what the customer wants the first time, s COST – at a price that represents value to the Customer, s DELIVERY – in a manner that is timely for the Customer, s SAFETY – with concern for the well-being of all, s MORALE – through the spirit of Improvement.

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Strategies don’t produce, People Do! TWI - the Missing Link to Lean
Proactive Leadership
Job Methods - maximize the use of people, machines and materials

JIT

TPM

Pull / Kanban Quick Changeover

Cellular/Flow PM POUS
Visual Controls

Batch Reduction Quality at Source 5S

Job Instruction - standardize work to sustain the gain

Standardize Work Teams

Plant Layout

Value Stream Mapping

Job Relations - utilize the productive potential of people

CULTURE CHANGE
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