Is TWI Relevant Today?

At first I thought I would write a rebuttal article on a collection of criticisms taken over the past few years regarding Job Instruction training methods. Then I thought..."no, that would be the worst article ever."

Rather than make you cry, let’s see if you can make the critics cry uncle!

I have a list. Today’s criticism of Job Instruction is:

“There exists a risk of mechanical (i.e., unconscious) training without comprehension.”

Agree or disagree? Your thoughts on this? Any experience you would like to share on this matter?

Labels: , , ,


At September 17, 2008 at 10:29 AM , Anonymous Anonymous said...

I agree. Show a me training that doesn't have the 'Risk' of mechanical training without comprehension! One key component of any training is the skill of the trainer.
Specific to JI training, the program is simple and concise. JI also allows the participant to practice on a relevant task. Through this hands-on experience, the individual starts to grasp the concept of JI. Adult learners need the hands-on experience. I have seen participants dead set against JI. They thought the knot tying demo was not applicable and the initial classroom part too slow. Yet they started to come around while watching the demo of their peers and then performing their JI demo.

Perhaps the comprehension falls apart because the knowledge is then not utilized after the class? A company with JI skills opens a new plant, but never bothers to use JI for new machine operators.

Now we get back to all types of training and the question an organization must honestly answer: Why do you want to have this training and how are you going to use it?

At September 17, 2008 at 11:40 AM , Blogger Unknown said...

Ahhh...good question, Sean-san!

"What purpose do we have for training?"

A good question for an upcoming post!

Sean, you have nailed it though. How mechanical is it when we sit through a presentation, swallow the information, and go about our business as usual immediately after the training? In a nutshell we just put capital at risk by not converting that knowledge into tangible skill - translated: personal and business growth!

At September 17, 2008 at 5:02 PM , Blogger Dan said...

I have seen in my experience training JI instructors what could be construed as “mechanical” training. It is usually with inexperienced trainers that need to build confidence in their delivery and sometimes in the job skills they are trying to demonstrate. However, if the “get ready” steps of the JI process are done thoroughly and diligently, trying to really break down the steps, key points and reasons, comprehension of the job expands enormously. The training delivered is far move effective and valuable to the organization than doing it the old way, even if the delivery is slightly mechanical.


At September 17, 2008 at 6:39 PM , Blogger Unknown said...

Another really good point made, Dan. Thank you for mentioning this. The effectiveness of the program is less than optimal if you use only one of the components alone:

1) Job Breakdown Sheet
2) Four Step Method
3) Four Get-Ready Points

Using them together packs quite a punch!


Post a Comment

Your involvement is essential to ongoing evolution of the leadership community.

Subscribe to Post Comments [Atom]

<< Home