posted 21 January 2000 04:06 PM              

Background: ~200 employees, metal stampings, no design of product (another question, later) high turnover in hourly operators, we have detailed work instructions for operator tasks and these are used for training (room for improvement in verification of effectiveness).

Using the employee job description as a starting point, the supervisor periodically reviews the employee training and experience as part of general performance review. This is compared to the 'job description' (wish list of employee skills often used in ad copy). The differences become the employees identified training needs. There could be other skills that the supervisor wants to develop for the position, these may also be added to training needs matrix. The super is then resonsible to develop a plan to give the training to employees (if he/she is qualified or the expertise is available in-house, if not HR is contacted).
The record of review, identified training needs, and records of completion (and verification of effectiveness) are all forwarded to HR.