Situation Analysis

The biggest threat to a business are employees who don’t

demonstrate the right behaviors!

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HOW should we deliver training?

How do adults learn? How do we change behaviors in the workplace? How do we open lines of communication? How do we reinforce concepts learned? How do we give employees “Just-In-Time” learning

to address current business issues? How do we proactively develop job skills and

behaviors? How do we measure it?

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The Solution TARGETED TRAININGTM

• Supervisor and/or Team Leader-led courseware• Packaged in multiple Single Topic Lessons• Designed to quickly – and effectively – focus on a

specific business issue or problem that requires real-time impact

• Focused on ideas that must be taught IMMEDIATELY to your employees to ensure that the wrong behaviors are stopped and the right things start happening today

• Interactive, Flexible and Inexpensive

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Revolutionary Approach Focused curriculum 30-minute Lessons Instructional Guides Pre- and Post-Tests

(Assessments) Based on skill level Based on job classification Quality, Diversity,

Health & Safety, Process Improvements

Focus on application: transfer of knowledge

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Instructor-led Curriculum developed

in multiple “Single Topic Lessons”

Delivered in 30 minutes Focused on one concept Measurable Assessments Highly interactive – and flexible Sensitive to daily schedule

demands

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Offers two critical learning attributes:

Personalized, facilitator-led interventions

Just-in-Time educational experiences

Training is focused on needs and behaviors of individual workers

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Standardizing Your Operations

• Targeted Training– Focused on individual areas of

Safety, Quality, Maintenance, Productivity– Based on specific on business issues– Helping to do our jobs smarter and more effectively

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The UAW-Ford Story

• Process Improvement Problems• Focused on Quality• No time for Training

– Scheduling and Production Pressures– Economic Stress

• Overwhelming need for employee behavior modification

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The UAW-Ford Story• 130+ Targeted Training Modules

– Single Topic Lessons– Facilitator Guides– Pre-Tests and Post-Tests

• Focused on one concept• Highly measurable• Launched nationally throughout the entire 60+ plant

network• The Results?

– 3 years later, Ford now has one of the nation’s highest J.D. Power Quality ratings

– Better than Toyota

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What We Learned at UAW-Ford

• Focus an organization on a specific process improvement initiative

• Support that process with the proper Training “Tools”

• Teach and empower supervisors and team leaders to use those Training Tools

• Track and measure employee behavior changes• Continuously increase performance on

that specific improvement initiative

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Focused, Hare Care, Flexible

• Not a “flavor” of the month program• It’s really focused• It really works

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Cost Effective

• Targeted Training– Time is value– We need to learn new concepts– We need to develop new skills– We need to refresh our skills– We need to communicate with each other– We need “Just-in-Time” solutions

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Easily accessible and cost effective Not dependent on

sophisticated computer technologies

Lessons created in Microsoft-based applications

Lessons are transformed into PDF files for security purposes

PDFs placed on your intranet site, downloaded, printed and distributed to your employee network

Minimal print costs

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Accessing the Targeted Training Materials via the Web: http://www.uawnpc.ford.com/Quality/Default.htm

Click Here

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Select Targeted Training from the listing of

“Best-in-Class” Quality Program Training:

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You will then get a screen listing all of the Targeted Training information.

At this Topic, you will select the option you are looking for.

To get curriculum, Click on “All Targeted Training Curriculum”

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This page will give you a pull-down menu by course.

Click on the down arrow and select the appropriate module of the course.

Nomenclature Each Targeted Training

“Module” contains: Single Topic Lesson Facilitator Guide Assessment (pre and post

are the same tests) Targeted Training

“Curriculum” features multiple “Modules” Based on skill level Based on job classification

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Targeted Training Components

• 30-minute instructional process–Single Topic Lesson–Facilitator Guide–Pre- and Post-Assessments

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Single Topic Lessons Key Elements” are

included down the left column

Detailed learning concepts are in the right section.

• Single Topic Lessons focus on teaching specific LEARNING OUTCOMES – behaviors that are expected and applicable to job operations

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Single Topic Lessons Very concise Very informative Quick-and-easy format Very Flexible Promotes

communication and group-work involvement

Could be used for New Employee Orientation applications

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Facilitator Guides – 5 parts

1. Before the Lesson – Instructor/Facilitator Preparation

2. BEST Presentation Tips3. During the Lesson – Aiding

Facilitators on delivering Single Topic Lesson content

4. Ask Discussion Questions – Focused on “localizing” the concept with specific questions about your local department

5. Summary/Post-Assessment 

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Facilitator Guides – 5 parts

1. Before the Lesson – Instructor/Facilitator Preparation

2. BEST Presentation Tips3. During the Lesson – Aiding

Facilitators on delivering Single Topic Lesson content

4. Ask Discussion Questions – Focused on “localizing” the concept with specific questions about your local department

5. Summary/Post-Assessment 

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Pre-Assessments - administered before the lesson.

To help determine an employee’s current knowledge level.

True/False, Multiple Choice and fill-in-the-black questions.

Pre-Assessment administered to the appropriate employee or work group before or in advance of the scheduled training course.

Post-Assessments - administered after the lesson.

Post-Assessment intended to ensure knowledge transfer.

Once all employees have had adequate time to complete the assessment, the assessment is reviewed as a group.

Employees are allowed to retain their copy of the post-assessment during this review.

Employees’ questions are clarified and employees are coached, as required, with appropriate follow-up on any assessment questions they did not understand or did not correctly answer

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The Instructional Process TARGETED TRAINING EXECUTION

• 5 minutes – Administer Pre-Assessment• 5 minutes – Read the Single Topic Lesson• 10 minutes – Teach the Single Topic Lesson• 5 minutes – Conduct Discussion/Questions & Answers• 5 minutes – Administer Post-Assessment

30 minutes

The process could last as long as 45 minutes to 1 hour, depending on the amount of time available and the issues/concepts being discussed.

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No more long lectures Training is focused on one

concept All lessons include a

Facilitator Guide Discussion questions are

encouraged for interactivity Reinforcement of each

concept occurs on a “Just-in-Time” Basis

Flexible Training, based on your schedule parameters

Proactive approach to business problems

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Great Feedback

• Outstanding Pilot Results– Easy to understand – Minimal amount of time needed for instructor

preparation– 95% of the content received positive ratings– 96% of the employees improved from their pre-

to post-assessments, so we know it WORKS!

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Great Feedback

• The Single Topic Lessons are very concise• The Single Topic Lessons are very informative• Employees like the “quick-and-easy” format

to learn information• The Single Topic Lessons have helped promote

more “communication” and involvement within Work Groups

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Curriculum Analysis Modules can be developed

from “scratch” or from existing curriculum

Curriculum Path Example: 33 Modules

developed from 1-day Diversity seminar

Packaged in a complete “library”

Used at any time to address specific business situations

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Modules may be “systematized” and taught on a monthly basis

The “30-30” Instructional System

One lesson every 30 days

Each lesson is 30 minutes long

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Business Case Scheduling is critical Tough economic times Minimal time and budget for

2-day or 3-day seminars Yet, employees still need to

learn new concepts, refresh job skills, communicate with other employee groups

Employees need to re-examine processes, understand principlesof customer service

Employees need to APPLY the knowledge to their jobs on a regular basis

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The Perfect Alternative to Web-Based Training– It’s impersonal – the computer

can’t answer all your questions about a subject.

– You need the help of a live instructor

– It’s highly dependent on a strong IT infrastructure

– It’s highly dependent on costly updated computer technologies

– Not all work stations have enough computer equipment

– It’s remote – and very isolated– You lose the ability to “interact”

with other employees, which is an important part of the learning experience

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Easy To Facilitate Workable “chunks”

of information Facilitator Guides help

Supervisors become better “coaches” and leaders

Designed with assessments, discussion questions and interactivity

Develops a strong “coaching” system

– Forces critical conversations– 1-on-1 or in group settings

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Reinforcement Tool Research indicate people

need ongoing communications to reinforce the knowledge and skills learned during training

Communication must be focused on: Applying what’s learned Comprehending the content Reinforcing learning outcomes Developing “active” learning

vs. “passive” learning

That’s what Targeted Training is all about!

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Transfer of Knowledge Assessments contained in

each Module Pre-test and post-test process

in the classroom Observation Tools Performance Checklists

Measuring behaviors

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Multiple uses and a plethora of Benefits

Just-in-Time Training New Employee Orientation Library of materials

for Reinforcement and Sustainment

Facilitator Guides for every Lesson

Better Coaching System Scheduling Flexibility Cost Effective

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