CS:: Workforce Transformation

Speed, efficiency, and customer value are critical concerns in driving business results. Lean Strategy has helped companies throughout the world achieve huge economic benefits while improving quality, costs and cycle time. Forward-thinking companies apply Lean principles to leverage their operating strengths and capabilities to achieve lasting change in:

• Business, Administrative and Support Operations
• Manufacturing Processes
• Product Development Strategies
• Supply Chain and Logistics
• Workforce Development

The Lean Strategy delivers results by focusing on analyzing and eliminating non-value added activities, and by implementing and sustaining improved processes through metrics and workforce behaviors. The Lean Workforce Transformation changes organizational culture to sustain results, thereby creating durable and  lasting value in:

• Business goals
• Strategic alignment
• Organizational strengths
• Culture, people and practices

One of the most critical challenges facing manufacturers today is the need for highly skilled workers. There is also a growing need for ideation and creativity throughout an organization.  Your employees have to think faster and smarter than ever before.  Developing and maintaining a well-trained and well-educated workforce is critical for your organization’s ability to increase productivity and maintain a globally competitive position.

MAGNET provides workforce development services tailored to your company. We teach you to hire and develop people who are able to innovate; who have a strong team commitment and work ethic; and, who have the skills to contribute to the company’s goals. MAGNET’s team of consultants work with your management team to assess your needs and offer flexible options that will fit your unique requirements. Our services include:

• Analyzing the strengths and weaknesses of the workforce to align training plans that improve performance.
• Designing a workforce development plan that assists in achieving the overall organizational goals.
• Delivering the right training and coaching at the right time in the most appropriate format.

Workforce Transformation: Our Results Tell The Story

Client # 1: Primary Metals Processing

Situation: As a result of a training needs assessment, MAGNET discovered operator-level training was needed and that most of the highly skilled workers at the plant were approaching retirement age.  Most training for new workers was very informal and somewhat haphazard. The company needed a reliable and standardized process to transfer knowledge from the retiring generation of skilled workers to the next generation of skilled workers.

Solution: For each major piece of equipment, MAGNET consultants captured the experience and knowledge of the equipment operator through written instructions, videotape, photography, interviews and demonstrations. Using that information, training manuals were developed along with multi-media computer-based training programs. Computer-based Interactive training modules were developed allowing trainees study at their own pace. The training modules included knowledge checks and post-tests.  To re-enforce the trainees new skills, supervisors were provided with guides for on-the-job training after the initial self-study was completed.

Results: During the transition of workers retiring, there is a smooth knowledge transfer, eliminating the potential of increased scrap, increased lead times and safety issues.  In addition, the company is more effective with cross training at the plant, improving productivity and quality.  The company estimates labor savings and reduced scrap to be at least $500,000 in the first year.

Improved Productivity, Reduced Labor Costs

Client #2: Environmental Processing

Situation: The client has had a stable workforce over the past 15 years.  But that is changing rapidly with retirements of many technical and experienced management positions. The organization needed to enhance the process of identifying better internal and external candidates.

Solution: The MAGNET team began with focus groups and interviews to determine the strengths and gaps of the hiring process.  Working closely with the HR department and key management, we designed and piloted a selection system that includes structured job analysis, competency definition, assessments, and customized structured interviews.  Hiring managers were trained in job analysis and interviewing techniques.

Results: Open positions are filled with the best candidates. Internal candidates are offered development plans to prepare for future positions and professional growth.

Reduced hiring time, improved quality of new candidates

For more information, contact our inside sales department:
Linda Barita, 216-391-7766
Bob Sichau, 216-426-2050

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