an overview beginning with the ji 4-step method of instruction · 2011-03-07 · ji 4-step method...

Training Within Industry

An Overview Beginning with the

JI 4-Step Method of Instruction

Copyright 2004

What is TWI?

TWI or Training Within Industry is a Leadership Development Program designed to provide your supervisors and team members with the ability to lead, instruct and improve the methods of their jobs.

Is there anything else you would want them to do?

The Bilas Group, LLC www.thebilasgroup.com (440) 933-9818 [email protected]

Copyright 2004

Components of TWI

• Components– Job Instruction (JI)– Job Relations (JR)– Job Methods Improvement (JM)– Job Safety (JS)

• All consist of:– 4-Steps– Five 2-hour classes– 10 participants each


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Who’s a Supervisor?

A supervisor is defined as anyone who is in a position of supervision or who directs the work of others

Who’s considered a supervisor in TWI?A supervisor, team leader, manager,

trainer, staff person, or the cashier, hostess, or custodial staff


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5 Needs of Good Supervisors

• Knowledge of the Work• Knowledge of Responsibilities• Skill in Improving Methods• Skill in Leading• Skill in Instructing

This is a way of thinking!


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Our Focus Today Will Be On Job Instruction

• 4-step method of instructioin• Designed for supervisors or anyone who

directs the work of others• Enables the leader to develop the

knowledge and skill in his or her work force to successfully complete the job


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How Do You Develop Your People?

• Hire them• Go stand by her• Let them learn on their own• Tell them• Show them


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Telling Alone• Reasons Telling Alone Doesn’t Work

– Most People just don’t get it through ‘telling’– Things seem complicated when listening to

words– We cannot use the exact words necessary– Many operations are difficult to describe in

words– It’s hard to tell the right amount and to know

whether it is understood or not

Telling Alone Is Not Good Instruction


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Showing Alone• Reasons Showing Alone Isn’t Good

Instruction– Even if it looks completed, in most cases it is just

a ‘copy of the motions’ and doesn’t mean we understand the job

– Many motions are hard to copy– Tricky points are missed– We don’t know what comes next– We cannot translate what we see into what we do

Showing Alone Is Not Good InstructionThe Bilas Group, LLC www.thebilasgroup.com (440) 933-9818 [email protected]

Copyright 2004

The 4-Step Job Instruction Method

Practical Demonstration of the 4-Step JI Method

• Step 1 – Prepare the Worker• Step 2 – Demonstrate the Job• Step 3 – Try-out Performance• Step 4 – Follow-Up


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The Philosophy of Job Instruction

If the worker hasn’t learned, the instructor hasn’t taught.

Do you believe it?


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Job Instruction Card


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Step 1- Prepare the Worker

• Put the person at ease• State the job• Find out what the person already knows• Get the person interested in learning the

job• Place the person in the correct position


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Step 2 – Present the Operation

• Tell, show and illustrate one Important Step at a Time

• Do it again stressing Key Points• Do it again stating Reasons for Key

PointsInstruct clearly, completely and patiently, but

don’t give them more information than they can master at one time


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Step 3 – Try-Out Performance

• Have the person do the job – correct errors• Have the person explain each important step

to you as they do the job again• Have the person explain each Key Point to

you as they do the job again• Have the person explain Reasons for Key

Points to you as they do the job again

Make sure the person understands.Continue until you know they know.


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Step 4 – Follow-Up

• Put the person on their own• Designate who the person goes to for help• Check on the person frequently• Encourage questions• Taper off extra coaching and close follow-up

If the worker hasn’t learned,the instructor hasn’t taught.


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How to Get Ready to Instruct

• Make a Time Table for Training• Break Down the Job• Get Everything Ready • Arrange the Worksite


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Job Breakdowns

• List Important Steps – A logical segment of the operation when

something happens to advance the work• List Key Points

– Make or break the job– Might injure the worker– Makes the work easier to do

• List Reasons for Key Points


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Training Timetable


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Results – Reduction in Training Resources• New Employee – Most difficult operation

– Average time to train on job – 2 weeks– Time to train – 3 days with zero rework

• Experienced Team Members - Transfer of an Entire Assembly Line– Training done immediately on transfer– No learning curve– Qualifications done during 4-step training– Process improvements made during

breakdownsThe Bilas Group, LLC www.thebilasgroup.com (440) 933-9818 [email protected]

Copyright 2004

• JI used to improve quality defects– Current state

• 2 units per week• 7 day per week operation• 15 out of 15 failures• Rework costs - $2,400 per unit

– After JI • 10-12 units per week• 40 hour per week operation• 15 out of 15 pass• Rework costs - $400 per unit

Results – Performance Improvement


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The Purpose of Standardized Work and Job Instruction• Standardized work highlights abnormal

conditions– Auditing tool for the leader– Same outputs

• JI is to train people on standardized work• Standardized work is the foundation of

continuous improvement• JI trains your people on this foundation

Both are essential if you want to drive continuous improvement in your operation


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Human Development Implications• Builds self-esteem• Provides structured process for leaders,

formal and informal, to express themselves

• Brings out the institutional knowledge that is often withheld by experts


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Getting Started

• Pilot Area – Pick area or process that is having difficulty due to turnover, training, vague work standards or following of standards

• Conduct a 10-Hour JI training session– Course first two hours of the day– Rest of the day:

• Focus on developing breakdowns that will address the business issues in the area

• Will require follow up with JR to address issues


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Other TWI Components

• Original Components– Job Instruction (JI)– Job Relations (JR)– Job Method Improvement (JM)

• Additional Components– Job Safety (JS)– Job Problem Solving (JPS)


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What’s Job Relations (JR)• Objectives for JR

– Build positive employee relations effectively resolving conflicts that arise

– Maintain positive relations by preventing problems from happening

• Similar to JI– 4-Step Method– 10-hr Training Course – 5 days x 2 hrs per day– 10 Participants per Class– Learn by Doing


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The JR Method• How to Handle a Problem

– Determine Your Objective• Step 1 – Get the Facts• Step 2 – Weigh and Decide• Step 3 – Take Action• Step 4 – Check Results

– Did You Accomplish Your Objective? • Foundations for Good Relations

– Let each worker know how he/she is getting along– Give credit when due– Tell people in advance about changes that will affect

them– Make best use of each person’s ability


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What’s Job Methods (JM)

• Objectives for JM– Make the best use of the people, machines,

and materials now available

• Follows Same TWI Methodology– 4-Step Method– 10-hr Training Course – 5 days x 2 hrs per day– 10 Participants per Class– Learn by Doing


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The Job Methods Improvement Plan

• The Four Steps in JM– Breakdown the job– Question every detail– Develop the new method– Apply the new method

• Six questions for every detail– Why is it necessary?– What is it’s purpose?– Where should it be done?– When should it be done?– Who is best qualified to do it?– How is the “best way” to do it?


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The Questions Lead to the Solutions

Why?What?

Where?When?Who?

How?

Eliminate

CombineRearrange

Simplify

Questions?

an overview beginning with the ji 4-step method of instruction · 2011-03-07 · ji 4-step method...

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