TRAINING WITHIN INDUSTRY (TWI)
Supervisory Training That Works
Job Relations (JR) | Job Instruction (JI) | Job Methods (JM) |
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Objective | Create a foundation of treating people as individuals to develop and maintain good relations and prevent problems from arising. | Quickly train employees to do a job correctly, safely, and conscientiously. | Improve the way jobs are done. |
Content | Handle problems using a Plan-Do-Check-Act cycle: when problems arise, gather and weigh facts before taking action, then check results to evaluate whether the action helped production. | Prepare the operator to learn, giving a proper demonstration while identifying the Important Steps and the Key Points of the job, have the operator perform a trial run, and taper off coaching while continuing to follow up. | Learn how to break down jobs into their constituent operations, to question each of these details (why? what? where? when? who? how?). Develop the new method by eliminating, combining, rearranging and simplifying these details, and to apply the new method to everyone involved. |
Outcomes | Build positive employee relations, increase cooperation and motivation and effectively resolve conflicts. | Develop a well-trained workforce: have less scrap, rework, and rejects; have fewer accidents; and have less tool and equipment damage. | Produce greater quantities of quality products in less time by making the best use of the manpower, machines, and materials now available. |
How do we do it?
Classroom Instruction
The TWI “4-Step Method” for the Job Instruction program is introduced to show how supervisors can handle such problems more effectively to gain better results.
The first two sessions focus on learning the methods. The remaining course time is given to participant presentation of actual and current problems participants handle by applying the TWI 4-Step Method.
Unlike any other training, the TWI “learn by doing” methodology requires participants to put what they learned in class immediately to use in the workplace.
Follow Up Coaching
Post-training coaching is included for each learner to practice the methods in their own work areas with a coaching resource that can assure proper application and use of the method.
Coaching will taper off as the learner demonstrates capability to independently apply the method in daily practice.
Coaching is critical to sustainable implementation and assures lasting impact on the organization.
Application:
Each of the programs can be implemented in isolation or in a sequence based upon the needs of the organization.