CHAPTER9 – E& TPILLAR

CHAPTER - 9

EDUCATION & TRAINING PILLAR

ACTIVITIES

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 CHAPTER9 – E& TPILLAR
Contents:

Sr.No. Topic
9.1 Outline
9.1.1 Background
9.1.2 Aim
9.1.3 PeopleProfile
9.1.4 PillarStructure
9.1.5 KMI,KPI& KAI
9.1.6 Relationship BetweenKPI&KAI
9.1.7 ETLinkageswith other Pillar
9.1.8 KPITarget
9.1.9 MasterPlan
9.2 StepsforET
9.2.1 Approach
9.2.2 Education& Trainingsystem
9.2.3 TrainingFacilities
9.2.4 TrainingRecords
9.2.5 TrainingActivities
9.2.6 TrainingStatus
9.2.7 Multiskilling

9.3 Total People Involvement

9.3.1 Motivational TrainingCalendar

9.3.2 EmployeeMotivation
9.4 KPIResults
9.5 Evaluation & FuturePlan

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 CHAPTER9 – E& TPILLAR
1. Background:

• Rico is incorporated in 1983-84

• Rico is a world-class engineering company supplying a wide range of high precision

fully machined aluminium and ferrous components and assemblies to automotive
OEMsacross the globe

• Rico’s integrated services include design, development, tooling, casting, machining

and assembly across ferrous and aluminium products

In such competitive market ,

we were not able to achieve Training to
new Operators-
our & customer target in time 47
because plant was new & most
of the operators were new so
there was defect , breakdown , Accident,
accident due to poor Breakdown , Defect
No Specific
due to Poor
knowledge & skill , nospecific Knowledge & Skill Training for
Breakdown - 53 Maintenance
training for production, Accident – 0.2
WHY E & T?
maintenance operator & Staff
members. Also operators were
not multi skilled. To meet these
requirements Education
No Specific
&Training was introduced. For Increasing Training for Staff
operator skills&
9.1.2Aim: Confidence

Keeping in view the background, following aims were set for Education &Training.

1) To train staff & workers to do their jobs more skillfully & effectively

2) To develop proficiency of Operators & Staff :

a) By Knowledge & Skill Up-gradation

b) Need Based Skill Training with Respect to JobRequirement

c) Multi-Skilling of Operators

3) To develop specialist skills through an active program by giving Knowledge & Skill
Training of OJTand self development.

9.1.3 PeopleProfile:

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 CHAPTER9 – E& TPILLAR
To achieve our aim, we have covered all employees (922) in our scope. They are bifurcated
into following categories based on their average qualification, experience &age.

Total Employees-464

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 CHAPTER9 – E& TPILLAR

Total No. Of On
215
Roll Operator
Male 215

Total No. Of On
145
Off Roll Operator
Male 145

Total No. Of On
108
Roll Staff

Male 106

Female 2

STAFF EMPLOYEES
TOTAL NO. OF EMPLOYEES 108

AGE BELOW 25 1
25 TO 30 5
31-35 6
36 & ABOVE 96

Total No. Of On Roll Operator 215

30 TO 35(AGE) 09
36 & ABOVE(AGE) 206

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9.1.4 Pillar Structure:

To achieve the set targets & to cover all employees, EThas defined pillar structure in the
organization having members from different divisions.

Deputy Manager-HR

Assistant Manager-Q.A Manager- Q.A Manager- Maintenance

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9.1.5 Relationship Between KMI/KPI/KAI:
.
KPI
KMI PLANT PILLAR KAI
(a) Class Room Trainings
Skill (b)OJT Trainings
OEE Improvement Development of (c) Skill enhancement of the operator by
Capacity the Employees giving machine and
Enhancemen process knowledge
t (a) Training Related to the Breakdown
Zero
Zero Breakdown reasons
Breakdown Due
to Poor (b) Skill Enhancement of the
Knowledge And Maintenance Operators
Skill (c) Training to the maintenance
operators
(a) Training related to the Defects
Zero Defects
Customer Zero Customer (b) Skill Enhancement of the Quality
Due to Poor
Satisfaction Complaints Operators
Knowledge And
Skill (c) Training on Product Quality
(a)Training related to the Safe & Unsafe
Zero Accidents
Accident Free Zero Major & act
Due to Poor
Organisation Minor Accidents (b)Kaizen Related to Safety
Knowledge And
Skill (c)Skill Enhancement of the Employees
(a)Class Room Trainings
Training Mandays No. of Training
(b)OJT of the Employees
Employee Mandays
Satisfaction
Employee No. of Kaizens (c)No. of Kaizens
Motivation &
Involvement
9.1.6 Relationship Between KPI & KAI
K P I

Prevention of Prevention of Improvement in Reduction in

K A I
downtime due to accidents due to number of quality defects
lack of p o o r skill & kaizen/man/mon t h due to poor
knowledge knowledge k n o w l e d g e & skill

Classroom & O n the job

training

Skill E n h a n c e m e n t

Training M odul e s

Motivational Programme

N o . o f Kaizens

Very G o o d Relation G ood Relation

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9.1.7 Relationship with other Pillars:

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9.1.8 KPI Target:
Education & Training Pillar has set following KPI targets for itsactivities.

Description of target Parameters Bench Mark Target

Units
( Sept18 to Jan
Main Subordinate Jul, 2020
2019 )
TOTAL ASSOCIATES 1.10 Average skill level of Index
362
operators Numbers

1.11 Skill level 1 % 11.60 0.00

1.12 Skill level 2 % 15.19 14.36

1.13 Skill level 3 % 73.20 81.64

1.14 Skill level 4 % 4.00

0.00

1.20 Average skill level of Index

Maintenance Personnel Numbers

1.21 Skill level 1 % 0.00 0.00

1.22 Skill level 2 % 0.00 0.00

1.23 Skill level 3 % 100.00 80.00

1.24 Skill level 4 % 0.00 20.00

2.0 Multiskill 2.10 Increase in multiskills of %

level operators
Upgradati 0.00 4.00
on

3.0 Training 3.10 Increase in training Manhours /

activity activity time employee/Mo 2.80 2.90
time nth

4.0 Absenttei 4.10 Reduction in employee %

sm absenteeism 5 4.00

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9.2 E& T Steps:

As per our master plan, we set E& Tsteps toexecute our pillar activities:

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 CHAPTER9 – E& TPILLAR
9.2.1 Step -1 Approach
Considering the ET targets & losses that are affecting our production, cost, quality & safety.
ETapproach has been defined for on / off the job training to enhance Knowledge & skill of all
the operators.

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 CHAPTER9 – E& TPILLAR
9.2.2 Step- 2 Education & TrainingSystem:
Under step2 we have defined the training need as per employee category: We identify
training needs through Knowledge Test & GapAnalysis through Competency Mapping

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9.2.3 Step-3 TrainingFacilities:
After formulating Training needs, training facilities has been arranged that includes: Different
display &modules, Training Modules, One point lesson, Know Why manual, Training calendar
etc:

Class room Training (Internal)

Class room Training (External)

On Job Training

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TrainingCalendar:
RICO DHR TRAINING CALENDER 2019-20

Duratio May- Nov- Mar-

Category Mode Agency Apr-19 Jun-19 Jul-19 Aug-19Sep-19 Oct-19 Dec-19 Jan-20 Feb-20
n(hrs.) 19 19 20
CSR Customer Specific Requirement
APQP - PFD, CP, FMEA 4 CR Internal 5 4
BUDGETING & MFG COST
5 4 8
UNDERSTANDING 2 CR Internal
Organization Wide

WASTE ELIMINATION 2 CR Internal 4 5 10

BUILDING POSITIVE ATTITUDE 2 CR Internal 3 6
IATF 16949 BASICS OF APPLICABILITY 4 CR Internal 5 5 5
5S & AUTONOMOUS MAINTENANCE 2.5 CR Internal 5 5 12.5 5 5
SPC, 7 QC TOOLS, CONTROL CHARTS 4 CR Internal 7 7 7 7
TPM 4 CR Internal 10 10 10 10 10 10 10 10 10 10 10 10
EHS KEY ELEMENTS & APPLICABILITY IN
5 5 5 5
MANUFACTURING ENVIRONMENT 4 CR Internal
Operation of SAP in concerned process 8 CR Internal 5 5 5 5
SAP

Leave Module 8 CR Internal 15

Operation of PMS 8 CR Internal 16
Medical Fitness 4 CR Internal 4
Driving Skill 8 OJT External 2
Fire fighting 4 CR Internal 5 4
EHS

Physical fitness 2.5 CR Internal 5 4

Alertness 2.5 CR External 4 5
Safety Awareness 4 CR Internal 3
External/Inter
5 5 5 5 5
Communiction Skill 2.5 CR nal
BEHAVIOURAL

Human Behaviour 4 CR Internal 5

Interpersonal Skills 4 CR Internal 1
Punctuality 2.5 CR Internal 5 4
Self Devlopment/Confidence 4 CR Internal 3
Interpersonal Skills 4 CR Internal 1
Concern for Quality &Order 4 CR Internal 2
Customer Complaint handling 4 CR Internal 3
MSA 4 CR Internal 5 5
Understanding on Control Plan, TGW &
QUALITY

Wis (PFMEA&CP)
4
4 CR Internal
Non conformance handling 4 CR Internal 2
QS Requirement & Implementation in
3 7
Work Area(IATF) 4 CR Internal
Quality system 4 CR/OJT Internal 1
Spare Parts Management 2.5 OJT Internal 3
Break Down Maint & Analysis for Bad
2
performing Machine 4 CR Internal
History Card Preparation & Review 4 CR Internal 2
Training & Development 4 CR Internal 1 1
Schdule Adherence 4 CR Internal 4
Negotitation Skill 2.5 CR Internal 2 2
5S Knowledge 4 CR/OJT Internal 5
FUNCTIONAL/TECHNICAL

Attending & Addressing Employee

4
Grievances 4 CR Internal
MIS Preparation 4 CR Internal 3
Computer Skill 4 CR Internal 1
Working on SAP HR data 4 CR External 2
Internal Audit and Compliance 8 CR Internal 2
Supervisory Skill 4 CR Internal 5
Excel 4 CR Internal 1
Taxation 4 CR Internal 1
Autonomous Maint 4 CR Internal 2
Cutting Tools & Machining 4 OJT Internal 2
Component set up 2.5 OJT Internal 1
CNC programing and documentation 4 CR/OJT Internal 1
Risk control 4 CR Internal 1
Supply 2 chain management & Inventory 4 CR Internal 3

Plan
Done
Postpone

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9.2.4 Step-4 TrainingRecords:
Under step – 4, we maintain all training records asAttendance sheet, Training feedback &
effective evaluation, etc.

9.2.5 Step-5 TrainingActivities:

Under Step 5 , For operators we are giving one day classroom training to new joiners in
which we are covering induction, functional & behavioral training such as Organization
structure, Company polices, rules & regulations & safety awareness training etc.

In 5- days OJTwe are including Productivity, Quality, Cost Delivery, Safety & Morale:

For Staff we are conducting one day Induction Program with the name of Parichay under
which we give information about the company, its growth, presentation by different
departments followed by a plant visit

Induction Recordof Associates

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After completion of the induction training the operators have been imparted basic trainings
relevant to their fields.

Line wise Training Planner for Operator:

Training for Staff:

As per business requirement to develop the target competencies of staff members, we made
the process as below. We get TNI through Competency Gap Analysis & Individual
development plan.

Competency Mapping

Individual Development
Program

Training Need Identification

Training Calendar

Impart Training

TrainingEvaluation

Corrective Action/Retraining

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Competency Matrix:
Gap Analysis is done through Competency Matrix and on the basis of trainings identified
through Competency Matrix we formulate Annual TrainingCalendar

TPM Annual Training Calendar:

1S & 2S , JH STEPS TRAINING CALENDER (TPM) - 2019-20
Sl. Total Number
Circle Area Month
No. of Employees Apr-19 May-19 Jun-19 Jul-19 Aug-19 Sep-19 Oct-19 Nov-19 Dec-19 Jan-20 Feb-20 Mar-20
Plan 55 60 20 50 40 55 56
1 M achine Shop Domestic 336
Actual 51 66 14 58
Plan 50 50 45
2 M achine Shop Export 145
Actual 54 40 46
Plan 40 40 27
3 Die Castin g Domestic 107
Actual 39 49 8
Plan 20 15 20
4 Die Castin g Export 55
Actual 16 13 18
Plan
5 Melting 29
Actual
Plan 10 10 12
6 Quality Domestic 32
Actual 10 8 11
Plan 10 10 10 11
7 Quality Export 41
Actual 9 9 10
Plan 10 10 5
8 M ainten ance Domestic 25
Actual 10 10
Plan 10 8
9 M ainten ance Export 18
Actual 10 8
Plan
10 Die M aintenan ce Domestic 16
Actual
Plan
11 Die M aintenan ce Export 9
Actual
Plan 10
12 Store 10
Actual
Plan 13 13
13 PPC 26
Actual
Plan 5
14 T ool R o o m 5
Actual
Plan 4
15 Kaiz en Shop 4
Actual

9.2.6 Step-6 Skill Enhancement:

Here our aim is to upgrade the knowledge & skill of all operators from existing level to next
level asbelow:-

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9.2.6 TPM TrainingStatus:
No. of
Actual Trainings
Year Trainin
Conducted
gs
Planned
2018-19 94 90
2019-20 (Till
97 51 YTD
August)

9.2.7 Step-7 Multi skilling:

To develop flexible workforce so that they possess a range of skills suitable for more than
one process, we have implemented the training program to develop the multi skilled
operators in the plant.

Identification of Operator for Multi Skilling (Operator Should be 6 Operators out of 215
on Level 3 in his present stage)
L-3 operators are
planned for trainings on
Multistage Skill gap Mapping
multiskilling in October-
19 to March-20
Prepare training schedule & impart
Training as perplan

Quarterly evaluation

Deployment of Operator
(When operator reach at Level L3on other planned stages & L4in
his own stage )

9.3 TOTALPEOPLEINVOLVEMENT:
Since people are assets, so to motivate them & strengthen team spirit among them, we
make their involvement through various social, corporate, sports & motivational programs
throughout the year. Also created various employee recognition platforms where we are
appreciating our employees like winners of sports competitions, other celebrations & events.

9.3.1 Motivational EventCalendar:

In our plant we are conducting various programs for motivating our employee such as
Birthday celebration, Safety week celebration, national holiday celebration & annual sports
tournament, etc. Annual Event calendar is asunder:

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Motivational Event Calendar-2019-20

Sr.no Activity Name Frequency Apr-19 May-19 Jun-19 Jul-19 Aug-19 Sep-19 Oct-19 Nov-19 Dec-19 Jan-20 Feb-20 Mar-20

1 Birthday Celebration Monthly

2 Safety Week Celebration Yearly

3 Fire Safety Week Celebration Yearly

4 Environment Week Celebration Yearly

5 Parichay of the Newemployee On Joining

6 National Holiday Celebration As and When

7 Festival Celebration As and When

8 Sports Celebration Oct-Jan

9.3.2 Employee Motivation:

Birthday Celebration Prize Distribution(Safety quiz)

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9.4 KPIRESULTS:
After executing above activities as per activity Index, we achieved the following results as ondate:

Maintenance & DieMaintenance Production Operator

80 Level 4 Level4
600
60 Level 3 Level3
400
40 Level 2 Level2
20 Level 1 200 Level1
0 0
2017-18 2018-19 2019-20 2017-18 2018-19 2019-20

Quality Inspector
Level 4
80
Level 3
60
40 Level 2
20 Level 1
0
2017-18 2018-19 2019-20

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9.5 Evaluation & FuturePlan:

Description of target Parameters Bench Mark Target

Units
( Sept18 to
Main Subordinate Jul, 2020
Jan 2019 )

TOTAL ASSOCIATES 362 1.10 Average skill level of operators Index Numbers

1.11 Skill level 1 % 11.60 0.00

1.12 Skill level 2 %

15.19 14.36

1.13 Skill level 3 %

73.20 81.64

1.14 Skill level 4 % 4.00

0.00

1.20 Average skill level of Maintenance Index Numbers

Personnel

1.21 Skill level 1 % 0.00 0.00

1.22 Skill level 2 % 0.00 0.00

1.23 Skill level 3 %

100.00 80.00

1.24 Skill level 4 %

0.00 20.00

2.0 Multiskill 2.10 Increase in multiskills of operators %

level 0.00 4.00
Upgradation

3.0 Training 3.10 Increase in training activity time Manhours /

2.80 2.90
activity time employee/Month

4.0 Absentteism 4.10 Reduction in employee %

5 4.00
absenteeism

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