Henry NortonTraining / Lean Manager

Graphic Plc

Training for Success

Where PEOPLEmake the difference

Training for SuccessWEAF Innovation Showcase

Henry Norton

Graphic PLC

26th June 2013

Where PEOPLEmake the difference

Business Overview

• Graphic is a specialist manufacturer of high reliability and performance critical printed circuit boards (PCB). 

• In operation for 45 years (established in 1968)

• Facilities in UK, China, US and Denmark

• Key Markets: Defence, Aerospace, Security, Medical, Industrial and Broadcasting areas. 

• Graphic Group currently employs 700 people across its four facilities

Rigid Flexible Flexi‐Rigid

Where PEOPLEmake the difference

Business Challenges & Need for Innovation

Key Challenges for our Business• Reduced availability of PCB industry skills in UK and Europe

• Sustainability of internal skills

• Increasing product complexity

• Protecting our intellectual assets & technical capability

• Maintaining our strong competitive position

• Need for self‐sufficient and self reliant skills development

“Since people make things, work must begin with developing people”‐ Eiji Toyoda

Former Chairman of Toyota Motor Company

Where PEOPLEmake the difference

Our Training & Development Mission

Project Aims• Develop a lean approach to training and development across the business

• Create an efficient and effective workforce to meet the business challenges

• Apply best training practices to enable and achieve standardised work

• Capture, store & disseminate the wealth of knowledge within our business

• Develop flexible multi skilled employees throughout Graphic

Programme Implementation

DESIGNTraining System

CREATETraining Resources

DELIVERTraining to employees

VERIFY& Continuous 

Learning

Where PEOPLEmake the difference

Origins of Job Instruction (JI) Method

Job Instruction is by no means a new idea… 

• Born out of the Training Within Industry (TWI) program in the USA in WW2.

• Increase in conscription led to a reduced manufacturing workforce

• It was essential to implement a program that could train non skilled workers to a competent level in a short period of time 

Where PEOPLEmake the difference

Building the B17 at Boeing

In 1940 Boeing were faced with building the new B17 in a rush with an unskilled workforce.

They introduced a JI based training program that concentrated on: 

• Keeping tools and materials in workers hands

• Keeping processes simple

• Training supervisors how to breakdown jobs

What did they see?

• 60% reduction in man hours per plane

• Fly a ways went from initial quote of 75 per month in 1941 to a peak of 364 per month in 1944

• Costs went from $242,000 in 1941 to $139,254 in 1944 a 34% reduction

Where PEOPLEmake the difference

Innovative Approach to Training

New Training Approach• New training programme based upon TWI Job Instruction (JI) Model

• Experience and knowledge of skilled operators captured as best practice for each task as a JI lesson plan

• ‘Best practice’ delivered to employee using method that caters for people’s differences in learning styles

Core Elements• Creation of JI Training Resources (‘lesson plans’)

• Training Delivery

Where PEOPLEmake the difference

Job Instruction Method – Key Elements

JI Training Resources• Engage & empower staff to create 

lesson plans & learning content

• Determine current best practice

• Job Instruction for each part of the process broken into manageable chunks

• Emphasis on quality, attention to detail and understanding

• Capture knowledge consistently

Where PEOPLEmake the difference

Anatomy of JI Work Breakdown Sheet

HOWQuality, productivity, EH&S aspects

WHYUnderstanding & reasoning behind key points

KEY POINTS REASONS

Basic Job Instruction (JI)* Format

*JI – Structure lesson plan for instructors

WHATMain actions undertaken during job

MAJOR STEPS

Where PEOPLEmake the difference

Anatomy of JI Work Breakdown Sheet (2)

WHAT is done HOW it’s done WHY it’s done

Critical tasks!

Job description

Tool, Equip. & EH&S points

Learning links

Where PEOPLEmake the difference

Job Instruction Method – Key Elements

Training Delivery• Trained instructors for each area

• Foundations of Training Delivery

• Combined approach to teaching

– Telling

– Showing

– Illustrating

– Questioning

• Address learning styles

– Visual, Aural, Kinaesthetic 

• Verification, coaching & support

Where PEOPLEmake the difference

How to Instruct (The 4‐Step Approach)

• Allows trainee to repeat the task on their own, explaining their actions as they do them.  

• Leave trainee to perform the task with supervision

• Follow up by providing feedback and further coaching

• Verify trainee understanding

• Demonstrate the task to the trainee explaining what actions is performing and why

• Stress each Major Step, Key Point & Reason

• Prepare the trainee with an overview of the job, its purpose and the results desired

• Determine what they know already

Step 1: Prepare the Learner

Step 2: Present the Operation

Step 3: Try Out 

Performance

Step 4: Follow Up

Where PEOPLEmake the difference

1. Initial JI Training& Verification*

TRAINED

2. Operator GradeVerification*

ABILITY

3. Skilled Operator Grade Verification*

SKILLS

4. Expert Grade

KNOWLEDGE

Start 3 Months 6 Months 9 Months 12 Months

Training Schedule Milestones

*Verification – key component of successful training

• TASK (Trained / Ability / Skills / Knowledge) training levels

Where PEOPLEmake the difference

Impacts & Benefits

• Training Time Reduction– 62% reduction in time needed to train new employees

• Productivity Improvement– 38% increase in productivity over previous training method

– £52,000 productivity increase per trainee with new JI method

• Waste Reduction– £21,900 saving from reductions in operator defects in Pilot area alone 

• Increased Skill Level– 25% increase in departmental skill levels

• Developing & Empowering People– Teams helping to make incremental improvements

– Challenged and owning their own skill development

Where PEOPLEmake the difference

Training for the Future

• Extend to other business functions

– Service & Admin departments, CAM / Front End, Sales, Purchasing, Accounts, …

• Accessible anywhere within the Business

– Electronic skills records & training matrix, training resources on internal WIKI, access via tablets 

• Create Learning Organisation

– Aim for all skilled operators to receive training and coaching on how to train others

Where PEOPLEmake the difference

Summary

• Our training innovation has allowed us to establish an in‐house training capability, creating learning resources to support ongoing training and delivering results

• Strengthening our business for the future by ensuring the integrity of our knowledge and the skills and expertise of our teams

• Involving and engaging everyone to help develop our skills collectively, building a culture for learning and improvement

Where PEOPLEmake the difference

Performance in a Global Market Worldwww.graphic.plc.uk

Thank You