A BIG Role For HR – “TWI Program Development”
Oscar Roche & Ben Chopping
It is our belief, supported by evidence through experience, that the function of HR does not serve businesses well in the area of development of the capability of people, in alignment with the business needs. This is of course a generalization, but one we find is rarely challenged. This creates an opportunity for adventurous HR people!
In the mid 40’s the War and Manpower Commission recognized a pressing need to be very good at development of the capability of people in order to be successful in the war effort. JR, JI and JM are the now well-known TWI programs that eventuated. There was a fourth, it was called Program Development. The tenant of Program Development was to solve production problems through training. The logic and thinking within is not complex, perhaps to its own detriment…! So why aren’t we better at this than we are?
The need for practiced application of “Program Development” is no less today than it was in the early 1940s. How do we understand training needs that will solve problems or mitigate risk; how do we plan for these and gain approval from management; how do we check the outcome? Like the other 3 TWI methods, Program Development is straightforward, perhaps, again like others, emanating from it’s PDCA base.
About the Facilitators:
Oscar Roche has a manufacturing background having worked in operations management with Fonterra, Golden Circle, and Mildura Fruit Juices. He started his own business in 2000 and now works with Ben Chopping and 4 others in building the capability of people in reaching operational goals. Oscar was trained by the TWI Institute in 2010 and has facilitated application of TWI skills with South Australian Health, DeBortoli Wines, Tatura Milk Industries, Warburn Estate, Vitasoy Australia, McWilliams Wines and others. The basic leadership of skills, JI ad JR in particular, are now foundational to most improvement projects that Oscar facilitates no matter the industry or business.
Ben Chopping was introduced to TWI by his business partner Oscar. Ben has a marketing degree that sits idle on his bookcase, has managed a small business, has worked in ‘real’ manufacturing and has implemented quality, food and safety management systems. Ben now works with great businesses every day, and even greater people. These companies have engaged Ben’s services in order to change business results, via their own staff’s changed behaviors. All too often the much glorified tools of lean, and the shiny new machines introduced into the workplace, are seen as the shimmering light, the silver bullet, but results will only change if people’s behaviors are changed (unless of course you don’t have people). The practical nature of the TWI programs makes it the ideal vehicle to commence and support leader capability development. TWI is now a critical component in everything that Ben does so much so, that Ben practices the skills in his everyday life ( both work and much more importantly non-work).