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    Pillar 6: Training and Education

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    apumu sexbombya
    This document discusses training and education as the sixth pillar of Total Productive Maintenance (TPM). It aims to ensure employees have the necessary knowledge and skills to implement TPM across all facilities. There are four phases of training: not knowing, knowing theory but not practice, able to do but not teach, and able to do and teach. Steps in education and training include setting policies, establishing training systems, conducting training, and evaluating activities. Methods for determining training needs include observation, interviews, focus groups, surveys, and document reviews. Various training methods are also outlined such as on-the-job training, off-the-job training, apprenticeship training, vestibule training, internship training, and learner

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    Pillar 6: Training and Education

    Uploaded by

    apumu sexbombya
    120 views20 pages
    This document discusses training and education as the sixth pillar of Total Productive Maintenance (TPM). It aims to ensure employees have the necessary knowledge and skills to implement TPM across all facilities. There are four phases of training: not knowing, knowing theory but not practice, able to do but not teach, and able to do and teach. Steps in education and training include setting policies, establishing training systems, conducting training, and evaluating activities. Methods for determining training needs include observation, interviews, focus groups, surveys, and document reviews. Various training methods are also outlined such as on-the-job training, off-the-job training, apprenticeship training, vestibule training, internship training, and learner

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    Pillar 6 Training

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    This document discusses training and education as the sixth pillar of Total Productive Maintenance (TPM). It aims to ensure employees have the necessary knowledge and skills to implement TPM across all facilities. There are four phases of training: not knowing, knowing theory but not practice, able to do but not teach, and able to do and teach. Steps in education and training include setting policies, establishing training systems, conducting training, and evaluating activities. Methods for determining training needs include observation, interviews, focus groups, surveys, and document reviews. Various training methods are also outlined such as on-the-job training, off-the-job training, apprenticeship training, vestibule training, internship training, and learner

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    120 views20 pages

    Pillar 6: Training and Education

    Uploaded by

    apumu sexbombya
    This document discusses training and education as the sixth pillar of Total Productive Maintenance (TPM). It aims to ensure employees have the necessary knowledge and skills to implement TPM across all facilities. There are four phases of training: not knowing, knowing theory but not practice, able to do but not teach, and able to do and teach. Steps in education and training include setting policies, establishing training systems, conducting training, and evaluating activities. Methods for determining training needs include observation, interviews, focus groups, surveys, and document reviews. Various training methods are also outlined such as on-the-job training, off-the-job training, apprenticeship training, vestibule training, internship training, and learner

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 20

    Pillar 6:

    Training and
    education
    What is training and
    education?
    -training and education of pillar of TPM focuses on making
    sure everyone has the knowledge and skills neccesary to
    carry out TPM across an entire facility.

    -This pillar is concerned with filling the knowledge gap that


    exists in an organization when it comes to total productive
    maintenance.
    Four phases of Training:

    Phase 1: Do not know


    Phase 2: know the theory but cannot do.
    Phase 3: Can do but can't teach
    Phase 4: Can do and also teach
    Steps in educating and training activities :
    1. Setting policies and priorities and checking present status of
    education and training.
    2. Establish of training system for operation and maintenance skill up
    gradation.
    3. Training the employees for upgrading the operation and maintenance
    skills.
    4. Preparation of training calendar.
    5. Kick-off of the system for training.
    6. Evaluation of activities and study of future approach.
    METHODS USED IN DETERMINING TRAINING
    NEEDS:

    1. Observation
    Observation is a very simple method used to collect data
    for Training Needs Analysis.. This is all about visually
    confirming the work of employees during working
    situations
    2. Interviews
    The interviews involve one-to-one
    conversations that help in exploring ideas,
    values, opinions, and different viewpoints.
    These include both structured and non-
    structured approaches. Regardless of the
    approach used, it is quite important to take
    good notes reflecting the interview.
    3. Focus Group Discussions

    Focus Group Discussions are the interviews


    taken in groups. However, they are
    differently led than one-one interviews.
    These are more structured and yield similar
    data and engage the entire group members in
    generating, discussing and refining the ideas.
    4. Surveys
    Surveys are mostly used to collect numerical
    data and is collectively used with interviews.
    After conducting a series of interviews,
    typical answers or comments are identified
    and converted into survey questions.
    5. Document Reviews
    This method involves finding and reviewing
    the documents such as customer feedback
    forms, letters of complaint, industry reports,
    policy documents, and critical incident
    reports to understand the problem in detail.
    Basic Requirments of training :

    1. Focus on improvement of knowledge, skills and


    techniques.
    2. Creating a training environment for self learning
    based on felt needs.
    3. Training curriculum / tools /assessment etc
    conductive to employee revitalization
    4. Training to remove employee fatigue and make work
    enjoyable.
    Some of the methods which are usually used
    for training of employees.

    1. On The Job Training:


    Under this method an employee is instructed by some
    experienced employee, who may be a special
    instructor or supervisor. The success of this type of
    training mainly depends on the trainer. Usually
    training in crafts, trades, technical areas etc., is given
    by keeping the unskilled or semi-skilled worker under
    the guidance of skilled workers.
    2) Off-The-Job-Training:

    Under this method, a trainee has to leave his


    place of work and devote his entire time for
    training purposes. He does not contribute
    anything towards production during training.
    This type of training may be arranged in the
    enterprise or may be acquired from
    specialised institutes imparting such training.
    3) Apprenticeship Training:

    In many industries such as metal, printing


    and building construction, etc., this method
    of training is widely in use. The
    apprenticeship training may go on for four to
    five years. The worker is usually absorbed
    by the concerned industry after training
    period is over.
    4) Vestibule Training (Training Centre
    Training):
    Vestibule means a passage or room between
    the outer door and the interior of a building,
    in order to reach the inner of a house, one
    must pass from vestibule. Under vestibule
    training, workers are trained on special
    machines in a separate location i.e.,
    classrooms.
    5) Internship Training:
    In this method of training students get
    practical training while they study. A proper
    liaison is established between the technical
    institutions and business houses where
    students are sent during their vacations. Thus,
    there is a balance between theory and practice
    and students get practical Knowledge while
    studying.
    6) Learner Training:

    Learners are those persons who are selected for


    semi-skilled jobs and lack even the basic
    knowledge of industrial engineering. These
    learners are first given education in vocational
    schools where they get knowledge of arithmetic,
    workshop mathematics and learn the operation of
    machines. They can be assigned regular jobs after
    training.
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