Front Line Skill Development

The course content covers the four linked processes that impact on the pace and quality of front line skill development.  That includes the use of practical exercises and syndicate sessions to apply best practices to skill development process steps including:

• Task Definition
  
  • Including work instruction design to accelerate learning
• Learning Plan Design 
  
  • At asset and individual levels
• Training and Compliance 
  
  • Including methods improvement and standardisation
• Systemise and Sustain Routines
  • Including spaced learning and review protocols

Through the course, delegates will learn to:

• Recognise common barriers to skill development and how to overcome them
• Understand how to evaluate task and team level competence
• Know how to create practical learning pathways and training plans to systematically build front line team competencies
• Be able to Organise skill development processes that support shared learning and progress towards work routines that are easy to do right, difficult to do wrong and simple to learn.

• Trainers,
• Subject matter experts and Industrial Engineers,
• Production Managers, Supervisors and Team Leaders,
• Change agents,
• It is also relevant for Anyone with direct reports who wants to make best use of skills and develop the potential of their team.

DAY 1
Introduction

• How to measure the Skill Development Process Effectiveness
  
  • Common skill development barriers and how to avoid them.

Task effectiveness

• What needs to be achieved in the fewest steps with least impact on other activities.
  
  • Basic transformations and whole tasks,
  • Task Visualisation,
  • Task design and motivation,
  • First review checklist (What does good look like?),
  • Assess current task hot spot.

Learning plan design

• Communicating what is needed and the steps to develop capabilities to complete the task when required
  
  • Task categorisation (Core, intermediate and specialist),
  • Team skills profile,
  • Integrating tasks into workflow,
  • Workplace organisation,
  • Learning Plan design,
  • Second review checklist (What does good look like?),
  • Assess current learning process. 

DAY 2
Recap
Training and Compliance

• Establishing the new task as part of the routine.
  
  • Training programme design,
  • Training process,
    
    • Train the trainer and assessor,
    • Training steps 1&2,
    • Confirm competence,
    • Confirming compliance,
  • Refining work routines,
  • Third review checklist (What does good look like).
  • Assess current training process.

Systemise and Sustain routines

• Learning from experience to refine the work routine and systematically raise standards.
  
  • o Raising front line team capability,
  • o Learning and the wiring up behind behaviours,
  • o Learning and unlearning,
  • o Reinforcing skills (Spaced learning),
  • o New asset skill development steps
• Assess skill development effectiveness
  
  • Identify gaps and drivers,
  • Prioritise task review list.

Developing a practical 90 day action plan

• Developing a vision the team can get behind
• Defining a realistic and achievable 12 month outcome
• Quarterly workplace learning process design
• Next steps

Review of the Workshop

• Benefits, Concerns, Q&A

Dennis McCarthy

Dennis began his career as an industrial engineer progressing into general management and director level roles. As a consultant he has helped well- respected and award winning organisations to accelerate the pace of improvement. This includes support for internal teams meeting challenges ranging from underperforming assets to company-wide multi-site transformation programmes in Europe, Australia, USA, India and China.