tag:blogger.com,1999:blog-7565671869770103545.post1761075963115885944..comments2024-03-29T05:17:07.587-04:00Comments on TWI Service Blog - Training Within Industry: Training Within Industry - Five Needs of Every PersonAnonymoushttp://www.blogger.com/profile/07884296189231369533noreply@blogger.comBlogger9125tag:blogger.com,1999:blog-7565671869770103545.post-28299699539194481372016-08-22T02:04:56.372-04:002016-08-22T02:04:56.372-04:00I have read your blog its very attractive and impr...I have read your blog its very attractive and impressive. I like it your blog.<br />Java Training in Chennai <a href="http://wisentechnologies.com/it-courses/java-training.aspx" title="Java Training in Chennai" rel="nofollow">Java Training in Chennai</a> | <a href="http://wisentechnologies.com/it-courses/.net-training.aspx" title="Dot Net Training in Chennai" rel="nofollow"> Dot Net Training in Chennai</a> | <a href="http://javascripttrainingcourses.com/JS/Angularjs-Training" title="Angularjs Training in Chennai" rel="nofollow">Angularjs Training in Chennai</a> | <a href="http://wisentechnologies.com/it-courses/html-css-javascript-jquery-training.aspx" title="Javascript Training in Chennai" rel="nofollow">Javascript Training in Chennai</a> | | <a href="http://javatraininginstitutes.com" title="Java Training Institutes" rel="nofollow">Java Training Institutes</a>navyahttps://www.blogger.com/profile/09650347706574609617noreply@blogger.comtag:blogger.com,1999:blog-7565671869770103545.post-7129427483957449632008-09-04T10:58:00.000-04:002008-09-04T10:58:00.000-04:00I think this is a tough question to answer here in...I think this is a tough question to answer here in comments...but I think I would handle it in similar fashion.<BR/><BR/>5Y is just one simple way to begin working out a problem. It isn't a problem solving method in and of itself. Combine it with the other skills, instruction, maintaining good relations, etc. and now you have a good foundation for building up your problem solving skills. <BR/><BR/>Incidentally, I think this was a problem for TWI. One way this was addressed was through the creation of a Problem Solving Training program. This was the version sent to Japan after the war.<BR/><BR/>You can see what this is built upon at the following link: <BR/><BR/>http://www.trainingwithinindustry.net/PS.htmlAnonymoushttps://www.blogger.com/profile/00005560498779686434noreply@blogger.comtag:blogger.com,1999:blog-7565671869770103545.post-85243689297515640622008-09-04T06:11:00.000-04:002008-09-04T06:11:00.000-04:00In stating the Supervisor’s Five Needs, the TWI co...In stating the Supervisor’s Five Needs, the TWI course developers were distinguishing between company/industry specific context and universally applicable content. Anybody who has taught in industry knows that learners often confuse these two, usually with the plea: “That won’t work here; we’re different.”<BR/><BR/>The content of the TWI J programs, Instructing, Improving Methods and Leading appear (or should appear) in any supervisor’s job description – regardless of whether we supervise operations in a steel mill, bakery, auto repair shop or hospital. The J programs are relevant to anyone who carries the title – or the responsibilities – of a supervisor, and these are skills that can be readily taught.<BR/><BR/>The “knowledge” areas acknowledge the unique circumstances of each industry and company. We develop a knowledge of the work through technical or apprenticeship training, followed by experience. We develop knowledge of responsibilities through the company orientation, by becoming familiar with the company documentation regarding policies, procedures and job descriptions, and through the years as we remain with the company.<BR/><BR/>It’s the nature of adult learners that they want to immediately apply new skills and concepts to their problems, issues and concerns – i.e., to their context. And if they don’t immediately see the applicability, the gut reaction is to reject it. <BR/><BR/>In other words, adult learners tend to listen and JUDGE at the same time. The introductory message of the TWI course designers to participants is clear: JUST LISTEN and ABSORB the content of this training; then evaluate, judge and apply to your context afterward. And it appears that to get this message across, the TWI course designers developed these five SELF EVIDENT needs of the supervisor, to which the reaction would have been – with a yawn – “but of course”. <BR/><BR/>Sincerely,<BR/>Norm Nopper<BR/>nsnopper@varanor.comNorm Nopperhttps://www.blogger.com/profile/12848081153687875836noreply@blogger.comtag:blogger.com,1999:blog-7565671869770103545.post-45872282687001943072008-09-03T22:26:00.000-04:002008-09-03T22:26:00.000-04:00One of the points that comes up frequently during ...One of the points that comes up frequently during the discussion on Five needs is the “Skill of solving Problems” the basic skill of “Why? Why? Analysis” that most of the organizations insist on their supervisors to develop. This doesn’t seem to fit-in in any of the five needs. We try to handle it by saying that it is part of the “Skill of Improving Methods” etc but I have noticed it invariably leaves a little un-satisfaction in the minds of the participants. <BR/>Any comments…Rajinder Singhhttps://www.blogger.com/profile/02740719468707386405noreply@blogger.comtag:blogger.com,1999:blog-7565671869770103545.post-15310681552676101342008-09-03T14:03:00.000-04:002008-09-03T14:03:00.000-04:00While I agree that the review of the 5 Needs seems...While I agree that the review of the 5 Needs seems to often leave folks yawning, I have found in the past that while the participants seem to glaze over it, when quizzed about it they simply understand (it makes sense to them) that responsibilities and knowledge is indigenous to the company or plant. They do not get excited because they are thinking, “that makes sense, I buy that!” And as Rajinder points out – it is the other three – the skills – that they really have to stop and think about, and quite frequently miss. Also, as Jeff stresses it is the three skills which folks discover quickly that are of benefit to them. These skills are actionable needs – activities they physically engage in – which is why most people respond to them well.Jim Huntzingerhttps://www.blogger.com/profile/11997131366316841332noreply@blogger.comtag:blogger.com,1999:blog-7565671869770103545.post-45268725493745183232008-09-03T11:30:00.000-04:002008-09-03T11:30:00.000-04:00I agree, the 5 needs are important to stress to al...I agree, the 5 needs are important to stress to all participants. They are the pillars for building a strong leadership infrastructure. It is so critical to communicate the reasoning and intent so that minds can be opened and perspectives improved.<BR/><BR/>I remember a company that promoted a creative and intelligent technician to supervisor, only to return him months later to the production floor. The problem: his leadership team did not recognize how to support the improvement of the employee's 5 needs. The employee also did not ask for help because he didn't know the 5 needs.<BR/><BR/>I don't mind if someone sees a real problem with the content of the TWI manuals. As long as they perform a PDCA cycle and pilot it out. Does changing some text really solve a problem? Style preferences may not be real problems. Jeff, I prefer 5 needs of an employee. But it still needs the proper presentation or the participants won't get it. Cheers!Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7565671869770103545.post-24065877310364829812008-09-03T09:01:00.000-04:002008-09-03T09:01:00.000-04:00Bryan,Initial learning to us was from some of the ...Bryan,<BR/><BR/>Initial learning to us was from some of the Japanese Sensei’s who visited Indian organizations to help develop the auto component industry, we learned the 4 step method but not in the TWI manner. Our first exposure to TWI was through "Gemba Kaizen" book by Masaki Immai, when we realized the origin of these programs. Don's book came along as a valuable guide and we fine tuned our skills of delivering the programs through learning’s from all of you who are putting in commendable hard work in this area and teaching innumerable number of people in developing skill and talent through your writings and posts. TWI manuals on the net were very helpful. I also attended the TWI summit at Florida in May and hope to be there in 2009.<BR/><BR/>With regards<BR/>Rajinder SinghRajinder Singhhttps://www.blogger.com/profile/02740719468707386405noreply@blogger.comtag:blogger.com,1999:blog-7565671869770103545.post-64628237520077740012008-09-03T05:11:00.000-04:002008-09-03T05:11:00.000-04:00Rajinder,Thanks for posting on the TWI blog. Your ...Rajinder,<BR/><BR/>Thanks for posting on the TWI blog. Your learning point is on the mark and is often a discussion point in the sessions. Often one of the conclusions offered by participants is that orgnaizational communication would be superb if we all possessed these skills.<BR/><BR/>Where did you learn about TWI?Anonymoushttps://www.blogger.com/profile/07884296189231369533noreply@blogger.comtag:blogger.com,1999:blog-7565671869770103545.post-80267548135066868292008-09-03T05:02:00.000-04:002008-09-03T05:02:00.000-04:00I and my organization have been conducting the 3 J...I and my organization have been conducting the 3 J programs in India and Middle East fro last couple of years. I find that one of the best take-off points for any of these programs is the discussion on the five needs of a supervisor. We normally start the discussion by asking the participants about what does the supervisor need in order to do his / her job effectively. We find that invariably one of the skills is missed out. Training Skills is the most often missed. This gives an opportunity to engage the participants and stress the importance of the program within the frame work of their overall role and responsibilities. I have always treated this section as a valuable part of the program. Handled properly it can energise the participants rather than bore them.<BR/><BR/>Rajinder Singh<BR/>Q-SpreadRajinder Singhhttps://www.blogger.com/profile/02740719468707386405noreply@blogger.com