Proactive Technologies Report – December 2015

HAPPY HOLIDAYSchristmas-images-clip-art-9qkzqc3f
Proactive Technologies, Inc. would like to wish you, your staff and families “Happy holidays and best wishes for a safe and prosperous New Year!”



Special Offer to South Carolina ManufacturersFlagofSouthCarolinastateflag
ProactiveTechnologies, Inc. announced a special opportunity for South Carolina manufacturers who, prior to the “Economic Crash of 2008-2011,” participated in a structured on-the-job training program through one of the UpState community or technical colleges. Proactive Technologies provided the structured on-the-job training component and is now offering a special discount offer to “pick up where we left off.” The offer has been extended to January 15th, 2016. In addition, for any South Carolina manufacturers who have not yet experienced the PROTECH© system of managed human resource development, we have a great offer for you as well. Read more.



Costs Associated With Unstructured, Haphazard Worker Training (part 2 of 2)
Dean Prigelmeier, President of Proactive Technologies, Inc.
The November issue of Proactive Technologies Report’s Part 1 of “Costs Associated With Unstructured, Haphazard Worker Training,” offered a number of examples of unstructured, haphazard and ineffective worker training that I experienced in my early years in manufacturing. We all have had similar experiences throughout our lives to draw on, I am sure. It is still perplexing that – in view of all of the advanced systems, process controls and metrics that keep an enterprise operating competitively – management would assume that such a “hands-off” approach to developing the critical worker component wouldn’t detract from the other metrics. Why would management expect anything more than skeptical results?

_________________________________________________________________________
New equipment that leads to decreased output, more workers added but productivity and capacity falling, or more workers producing product but most of it going into the scrap or rework bin. All of these counter-intuitive outcomes – signs of inadequate or non-existent task-based training – will eventually grab upper management’s attention!
__________________________________________________________________________________

It is a given that new technology and equipment are dependent on someone learning to either program, service and/or operate them correctly. The incumbent workers, in the job classification before the transition, are the obvious choices for learning. Conceptually, they were doing the work prior to automation with previous version technology and understand the theory and current best practice of the work to be done. These worker’s attained skills will now be tested against the new skill requirements. Unfortunately, training of current workers for even obvious new technology requirements such as setup, operate and changeover of the equipment, is often overlooked or its significance downplayed. Consequently, often the economic benefits that advances in technology are to provide are marginally, or never, realized despite the costly investment. Read more



Enterprise Expansion/Contraction and Worker Development Standardization
by Dean Prigelmeier, President of Proactive Technologies, Inc
One challenge faced when expanding, contracting or acquiring an enterprise is adjusting the scale of the workforce development strategy(ies) that already exist(s) to the increase/decrease in the number of workers while maintaining a consistent ratio of output, quality yield, safe performance and process compliance. Contrary to an accountant’s perspective on staffing level adjustment, there should be serious consideration given to the range and depth of each worker’s acquired skills; an “inventory” of each employee prior to the official act of expanding or contracting. We take a physical inventory of product, equipment, parts, etc. to assess value, so why would we treat a human asset any different?

Obviously an expansion strategy is different than a contraction strategy, but when it comes to determining the value of a worker it is similar for both strategies. How an organization addresses the development, measurement and maintenance of that value may differ widely. Let’s look at both scenarios. Read more.



Making Worker Training Comply With Quality Initiatives; The Role of Worker Training/Certification Versus Worker Audit by Quality Assurance
Dean Prigelmeier, President of Proactive Technologies, Inc.
When attempting to comply with the worker training provision of ISO, AS, TS, or NADCAP, it is important to keep in mind the intent of the requirement. The goal should include avoiding an “overshoot” with unnecessary additional work and/or creating an infrastructure that is hard to manage and prone to noncompliance. Often interdepartmental rivalries interfere with logical discussions of how to meet the requirement without creating an internal institution to manage it.

Typically, the guidelines for each of the major quality initiatives listed contains a section that provides a fairly open requirement for worker training to make sure the worker component of the quality system is sufficient to ensure that process-based tasks can be performed as designed. If they cannot, the effectiveness of the rest of the quality assurance system will be thrown into doubt. The section provides enough guidance but places the responsibility on the registrant to end any past practices that were inconclusive and open to questions: Read more.



Read the full December 2015 newsletter, including linked industry articles and online presentation schedules.

Posted in News

Upcoming Live Presentations

< 2017 >
August
MTuWThFSS
 123456
78
  • 7:00 am-7:45 am
    2017-08-08
    (Mountain Time) The philosophy behind, and development/implementation of, structured on-the-job training; the many benefits the employer can realize from the PROTECH© system of managed human resource development in more that just the training area; examples of projects across all industries, including manufacturing and manufacturing support companies. When combined with related technical instruction, this approach has been easily registered as an apprenticeship-focusing the structured on-the-job training on exactly what are the required tasks of the job. Registered or not, this approach is the most effective way to train workers to full capacity in the shortest amount of time –cutting internal costs of training while increasing worker capacity, productivity, work quality and quantity, and compliance.Approx 45 minutes.
  • 9:00 am-9:45 am
    2017-08-08
    (Mountain Time) The philosophy behind, and development/implementation of, structured on-the-job training; how any employer can benefit from the PROTECH© system of managed human resource development in more that just the training area; building related technical instruction/structured on-the-job training programs and supporting them for employers across all industries. ISO/AS/TS and similar quality programs have a requirement that: standardize work processes guide quality, auditable task performance; training matches the process; training is documented for each worker; and a system is in place to ensure all are up to date and in sync. In addition to hiring, structured on-the-job training and performance evaluation instruments, PROTECH produces reports such as Technical Document (best practice for each task), Qualification/ Certification Checklists and more. One-revision updates all materials! Efforts like Lean, Kaisen, continuous improvement strategies all can render a lesser model obsolete and non-compliant in a few months. This model provides the lacking support needed to employers who want to easily and cost-effectively establish and maintain compliance. Approx. 45 minutes
9
  • 7:00 am-7:45 am
    2017-08-09
    (Mountain Time) The philosophy behind, and development/implementation of, structured on-the-job training; how any employer can benefit from the PROTECH© system of managed human resource development in more that just the training area; building related technical instruction/structured on-the-job training partnerships for employers across all industries and how it can become an cost-effective, cost-efficient and highly credible apprenticeship. When partnering with economic development agencies, public and private career and technical colleges and universities, this provides the most productive use of available grant funds and gives employers-employees/trainees and the project partners the biggest win for all. This model provides the lacking support needed to employers who want to easily and cost-effectively host an apprenticeship.  Approx. 45 minutes
  • 9:00 am-9:45 am
    2017-08-09
    (Mountain Time) This briefing explains the philosophy behind, and development/implementation of, structured on-the-job training; how any employer can benefit from the PROTECH© system of human resource development in more that just the training area. This model provides the lacking support employers, who want to be able to easily and cost-effectively create the workers they require right now, need.  Approx 45 minutes.
  • 1:00 pm-1:45 pm
    2017-08-09
    (Mountain Time) The philosophy behind, and development/implementation of, structured on-the-job training; how any employer can benefit from the PROTECH© system of managed human resource development in more that just the training area; building related technical instruction/structured on-the-job training partnerships for employers across all industries one-by-one. How this can become a cost-effective, cost-efficient and highly credible workforce development strategy – easy scale up by just plugging each new employer into the system. When partnering with economic development agencies, and public and private career and technical colleges and universities for the related technical instruction, this provides the most productive use of available grant funds and gives employers-employees/trainees and the project partners the biggest win for all. This model provides the support sorely needed by employers who want to partner in the development of the workforce but too often feel the efforts will not improve the workforce they need. Approx. 45 minutes
10111213
1415
  • 7:00 am-7:45 am
    2017-08-15
    (Mountain Time) The philosophy behind, and development/implementation of, structured on-the-job training; how any employer can benefit from the PROTECH© system of managed human resource development in more that just the training area; building related technical instruction/structured on-the-job training partnerships for employers in across all industries. When partnering with economic development agencies, public and private career and technical colleges and universities, this provides the most productive use of available grant funds and gives employers-employees/trainees and the project partners the biggest win for all. This model provides the lacking support needed to employers who want to easily and cost-effectively host an apprenticeship.  Approx 45 minutes.
  • 9:00 am-9:45 am
    2017-08-15
    (Mountain Time) This briefing explains the philosophy behind, and development/implementation of, structured on-the-job training; how any employer can benefit from the PROTECH© system of human resource development in more that just the training area. This model provides the lacking support employers, who want to be able to easily and cost-effectively create the workers they require right now, need.  Approx 45 minutes.
  • 1:00 pm-1:45 pm
    2017-08-15
    (Mountain Time) The philosophy behind, and development/implementation of, structured on-the-job training; how any employer can benefit from the PROTECH© system of managed human resource development in more that just the training area; building related technical instruction/structured on-the-job training programs and supporting them for employers across all industries. ISO/AS/TS and similar quality programs have a requirement that: standardize work processes guide quality, auditable task performance; training matches the process; training is documented for each worker; and a system is in place to ensure all are up to date and in sync. In addition to hiring, structured on-the-job training and performance evaluation instruments, PROTECH produces reports such as Technical Document (best practice for each task), Qualification/ Certification Checklists and more. One-revision updates all materials! Efforts like Lean, Kaisen, continuous improvement strategies all can render a lesser model obsolete and non-compliant in a few months. This model provides the lacking support needed to employers who want to easily and cost-effectively establish and maintain compliance. Approx. 45 minutes
1617181920
21222324252627
28293031   

Sign up!