2009 Training Plan
- 1. Job Training & Professional Development Objective: Improve performance through job training and professional development: Technical Competencies Leadership Competencies Training Plan CVR Survey Succession Planning Performance Reviews In-house Development Outsource Development Evaluation
- 2. How training projects were prioritized: Legal requirements Tied with safety initiatives ROI on training Alignment with Horton Inc. strategic goals Budget/funding available Resources available – commitments of people and time Training Plan (2008 – 2009 Projects)
- 3. Training Plan (2008 – 2009 Projects) Topic Gap Training Solution Date Financial Education Lack of financial/accounting terms, calculations and how to read an income statement and balance sheet. Need to be able to read and interpret reports in order to make better decisions about the business. Finance 101 - Learn the basics of financial analysis, reporting and cost accounting in plant. June 2009 Performance Review Process & Forms No consistent method of evaluating employees. Revamp forms and process to link with new value statements and incorporate development plan. Deliver and retrain all managers on process. January 2009 Cultural Transformation Not all employees aligned with new cultural transformation. Communicate Mission/Vision/Value and Strategy statements to all employees and reinforce through Employee Performance & Development Review form. 2008 - Ongoing Degree & Certificate programs Low participation in college and certificate programs Double participation in tuition aid program. Coordinate on-site informational sessions with local colleges. October 2009 Employee Attitude Survey Employee attitude survey has not been conducted in 16 years. This will help identify manager/supervisor training needs. Gather feedback, communicate and launch action plans. Action plans to be communicated 4/09. 2008 - Ongoing Succession Planning Current Sr. staff is comprised of 60% external candidates as a result of not having a succession planning process. Recruitment costs, productivity, employee morale are impacted. Design, develop and implement succession planning process to senior and middle management. 2008 - Ongoing .
- 4. Training Plan (2008 – 2009 Projects) Topic Gap Training Solution Start Date Career Paths Employees scored low in “Opportunities to get ahead” question on survey Develop a career paths for Engineering, Finance, HR, Operations, Quality, Purchasing, Sales and Marketing. April 2009 Coaching No consistent process for coaching managers and high potential employees Launch “Coaching for Excellence” course to all senior, mid-level managers and high potential employees. January 2009 Bore a jaws No consistent training standards for machinists in Britton. Develop a homemade video vignette. April 2009 Single block a program No consistent training standards for machinists in Britton. Develop a homemade video vignette. June 2009 Replacing an insert No consistent training standards for machinists in Britton. Develop a homemade video vignette. August 2009 Replacing Tools No consistent training standards for machinists in Britton. Develop a homemade video vignette. October 2009 Using a micrometer No consistent training standards for machinists in Britton. Develop a homemade video vignette. November 2009 Handling and care of a micrometer No consistent training standards for machinists in Britton. Develop a homemade video vignette. December 2009 .