A Roadmap to Lean: Education and Training

In order for an organization to transform from its current state of operation to one of a Lean Enterprise Organization, a two phase approach – Planning and Implementation - can be utilized. The third step in the Planning phase is to address education and training regarding lean in the entire organization. In this step, we want to:

• Identify “Gaps” in the Lean Education for Management
• Document Cultural Change Objectives
• Develop Lean Employee Education Curricula
• Prepare Skills Matrix and Education Schedule

The goal here is to identify overall education needs for the entire organization which will include an overview of Lean concepts and the possibilities that exist. Another important area to include in this education is change management so that people understand up front some of the challenges they will be facing when making change happen. It is also important to include education about the transformation process itself so that everyone understands how this transformation process will be conducted and how they will be involved. Deliverables from this task will include:

• Education Plan for the Entire Organization
• Lean Education Session Materials
• Lean Facilitator Notes
• Delivery of “Lean” Education to Key Functional Leaders

Not all Lean educational needs of the organization will necessarily be met with this segment since each kaizen event in the implementation phase may need specific training in order to be successful. This topic specific training will be conducted at that time for those who will participate in the task. Instead, this education is necessary for the entire organization so that all who are to participate are on the same page and are going in the same direction with the same understanding. Once it is complete, participants will be able to understand the concepts and possibilities so that they can proceed to the next step of planning, Analyzing Opportunities.

Are you Best-In-Class?

Learning Plans Help Retain Key Employees

For quite some time, the idea of working for a single company for an entire career has been outdated with employees continually looking for opportunities that help them advance in their professional life. One of the keys to retaining good employees is to provide a learning environment where the employees can expand their knowledge base and nurture their career goals and aspirations.

According to Aberdeen Research, Best-in-Class companies:

• Standardize the career planning and development process.
• Have a “development” mindset within the organization.
• Actively promote learning programs to those who can benefit.
• Apply the learning mindset to non-managerial employees.

There are many educational sources that an organization can use to build and promote a learning program. Some of these sources include:

• Professional society memberships, meetings and certifications.
• Business and technical seminars and conferences.
• Local educational institution programs such as a community college or university.
• Private consultant companies with workforce training programs.
• E-learning programs that include the internet, computer based learning, virtual classrooms and digital collaboration.

In order to be Best-in-Class, companies need to:

• Apply the learning mindset to non-managerial employees.
• Hold managers accountable for developing internal potential.
• Define metrics that define and track educational performance.
• Implement processes to promote learning and celebrate successes.

With a learning program that advances the knowledge of the employee, the company benefits due to the expanded knowledge of the workforce and the employees are more apt to stay put since there is a path for growth and progression.

Are you Best-in-Class?

Competency Management - Managing the Knowledge of the Workforce

In the global, technology based economy of today, organizations face a daunting task of keeping their workforce talents in sync with the current and future requirements needed in order for them to stay competitive. Competency Management programs are based on identifying the business processes that exist in a company, breaking them down into their specific tasks and understanding what each individual needs in order to perform the job. Once this is done, tools and programs need to be developed and used that will keep the workforce educated and trained so that people are able to grow and change as business environment changes.

Results from companies that focus on these issues include improved employee retention, improved employee performance and improved revenue per employee. Aberdeen Research has identified that Best-in-Class companies have five main reasons for focusing on competency management:

• Aligning the workforce with business objectives
• Improving workforce productivity
• Increasing the flexibility and agility of the workforce
• Identifying high potential workers
• Reducing employee turnover

In order to achieve Best-in-Class performance, companies need to:

• Understand their business processes, identify the core competencies required and link them to the lifelines of the organization.
• Identify current and anticipated gaps in organizational knowledge and skills based on this core competency analysis.
• Develop and/or seek out workforce education and training programs that will close the identified gaps and keep the organization moving forward.
• Add performance based rewards to compensation models so that workers can see a direct benefit to learning and higher levels of performance.

Are you Best-in-Class?

Peak is TAG Grant Qualified

My company, Peak Enterprise Solutions, has just been qualified to deliver training and education for Lean Manufacturing under the Indiana Training Acceleration Grant (TAG) program.

By partnering with the Apprentice Academy of South Bend and Vincennes University, the Lean Enterprise Education curriculum developed by Peak is eligible to be used as part of a TAG grant where the company will be reimbursed for out-of-pocket expenses incurred for on-site training and education for Lean Manufacturing.

In addition to the reimbursement from the state, the individuals that participate in the program can qualify for course credit in the Vincennes University Business and Industry Division continuing education program “Customized Certificate of Applied Learning in Advanced Manufacturing”.

This hands-on education and training program is a great way for a company to start down the path to Lean and with the TAG grant, out-of-pocket expenses for this training are reimbursed by the state.

Why Peak Enterprise Solutions? All of our consultants have 25+ years of experience in both consulting and management, our approach uses a proven methodology, our projects are ROI based and we are locally owned.

Please visit the site www.in.gov/dwd/2698.htm for more information regarding the TAG grants.