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The challenge of this pillar is to be able to reduce the costs related to losses due to a lack of skills and knowledge of equipment, methods, standard work…


All the stake of this pillar is to be able to reduce the costs related to the losses due to a lack of competences and knowledge of equipment, methods, standard of work … The interest to solve these problems compared to other types of causes (technical or otherwise), is that they are easier and faster to solve. Most often, training and more follow-up will solve them, which requires few means. In addition, this is accompanied by an increase in motivation.

1 – Establish the vision and take the state of the situation

The first step is to define the vision and the human resources development policy. This policy must take into account the roles and responsibilities of each function and must be able to answer What is the best profile for this function based on this vision, we will be able to identify the Gap between it and the current level of skills.

For this, we will focus on the problems related to :

  • Security and the environment.
  • Losses and waste identified by the pillar Costs Deployment.
  • La matrix QA and QM, and specifically the problems due to human errors.
  • The analysis of the Mura, which are generally activities with no or few standards. These Mura are already being made visible by the implementation of the pillar Autonomous activity.
  • A lack of self-maintenance leading to breakdowns.

To conduct these surveys, we will be able to rely on the tool TWTTP and the HERCA.

2 – Establish the initial training system

Apart from the safety aspects, obviously a priority, we will be able for all the others to calculate the Gain / Cost ratio. We will prioritize the development of our first plan training having a ratio of more than 1, ie the earnings will have “ reimbursed costs in less than 12 months.

From these priorities, we will build the training plan and design it. Before designing them, we must define the objectives :

    • What should be the level of “output” of staff who have completed the training ?
    • What is the time between identifying the need for training and delivering it ?

3 – Evaluate and develop a system to improve skills

From there, we have already started to roll out our initial training plan. We will be able to proceed to the first evaluations.

With this assessment, we will readjust the plan and develop new training or adjust the existing ones.

4 – Evaluate and improve the skills development system

The “preventive” phase will begin by designing a training plan no longer based on current problems, which theoretically we had to solve with the previous steps, but according to the long vision. business term.

Thus, we will design specific training based on technologies or needs that we want to develop in the future.

5 – Establish the system to assess the skill level

We will have to put in place a system to evaluate the effectiveness of our training plan. This evaluation will focus on both the level of staff involved in the training and the

6 – Develop specific skills to create key people

For the most strategic skills of the company, we will develop business experts who will be responsible for maintaining the level of skills and developing them. This expert staff will need a score of 5 on each of the specific points and on the scale below :

  1. Lack of knowledge : no knowledge neither theoretical nor practical. 
  2. Knowledge : good knowledge of theory but not of practice.
  3. Apply with help : able to use but sometimes with help.
  4. Expert :  mastering the subject and able to implement in autonomy. 
  5. Able to train : able to train others and transfer skills.

It is on this same scale that we can evaluate staff and measure the impact of training.

7 – Continuously evaluate the system

In continuous, we will evaluate our training system. This last step of the pillar, also sees the implementation of absenteeism management. Most often linked to a lack of motivation, taking this factor into account is a key issue. We will start by calculating the absenteeism indicator :

Absenteeism index = Hours of absence / Total hours of work


From this indicator, we will identify the root causes of the problem. We will set up a study by multiple regression to study the most common causes such as age, number of children, occupational level…

Once the causes are identified, the actions will probably include :

  • Reallocation of roles and responsibilities. 
  • Increased medical prevention.
  • Improvement of the local medical structure.
  • Increased involvement and cooperation ( suggestion system…).
  • Management modes review.

However, reducing absences to 0 is impossible. We must put in place means to prevent the negative effects of absences and use the 3 * 3 * 3 rule. For each task :

  • 3 people are able. 
  • Each person is able to do 3 tasks.
  • In teams, 3 people can do all the tasks.
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