More Information on Clients/Industries Served

• Supporting a major ($500,000,000) plant expansion that added a new production system and expand several others.  Over a 24-month period, during which the expansion was occurring, the plant added 250 new jobs to its production workforce and saw over 1,100 job moves in an hourly workforce of 1,200 people.  Despite all the disruption in the workforce, the plant set production records in nine of the 24 months and brought the new system online ahead of schedule and above its projected startup curve.  The company cited the implementation of the competency-based training system as an important factor in this startup performance

• Working with a major corporation to design, develop, and implement a division-wide training system that was put into practice in 10 plants across the U.S. and Mexico.  This work involved developing training materials and operating work instructions, that were QS-9000 compliant, for both maintenance and production workers. Next, we conducted train-the-trainer workshops for selected workers from each plant, who were designated as in-house trainers for each production area.  Finally, we supported the plants through the implementation process, helping each location resolve plant specific issues to uniformly apply the new training system across the division

• Designing, staffing and implementing a skills training enhancement program (STEP) to provide refresher training to the maintenance crafts (electricians, machinists, carmen, pipe fitters, and sheet metal workers) at a regional mass transit authority.  Over an eight-month period, 650 crafts people completed this training.  Each craft had a specific program offering from 32 hours (pipe fitters and sheet metal workers) to 64 hours (electricians) of refresher training.  The training was delivered in a blended learning environment utilizing a combination of computer-based, text-based and hands-on laboratory instruction.  The training was delivered in a self-paced, individualized learning lab environment with our staff of five instructors who managed the learning process in three learning labs facilitating training success for each individual participant.

• Designing and implementing a training program to support major food processors who were incorporating new packaging systems in three large processing facilities.

• Developing training systems for several clients to support the introduction of major work redesign projects and/or pay-for-knowledge/pay-for-skill systems

• Conducting job and task analysis as part of a major university’s futuring project for a corporate client.  The project was designed to combine current job/task analysis data with information from university's technology futurists.  With this information, the company planned to develop training programs that would allow programmers and analysts to begin training immediately for job skills that would be necessary in three to five years

• Designing, developing and delivering new passenger car training to introduce new car systems to the maintenance and operations staff of three regional mass transit systems

• Developing competency-based training systems to support major expansions and relocations in the auto industry