Tony Jacowski asked:


Unawareness of how to solve complex statistical issues is not only limited to lower-rung employees, but also extends all the way up to senior and top management. If the requisite Six Sigma training is not provided, the organization will find it very difficult to carry out planned Six Sigma implementations. For better understanding, let us discuss some of the other factors that reveal the need and importance of Six Sigma training.

Tackling Employee Attitude Towards Change

It is a proven management theory that employees are generally resistant to all types of change, be it a change in their personal or professional lives. As such, when they hear the news that Six Sigma is being introduced in the organization, they start feeling uncomfortable, something that eventually reflects in their performance. Some employees may also assume that they will lose their jobs when it is finally deployed in the organization.

Such employees may lose interest in their job and as a result may not lend their full cooperation and support to the implementation process. These are the reasons why organizations stress the need for proper Six Sigma training prior to the actual implementations. The training may mostly cover the technical aspects, but some training sessions can be reserved for addressing employee issues, which if left unchecked can easily undermine the success of the planned implementation project.

Making Employees Aware Of Technicalities

Six Sigma relies heavily on the use of statistical tools and techniques, making it important for employees to undergo training. If the employees do not understand the technicalities involved, they will not be able to do justice to the implementation process. Another point to consider is that the technicalities involved are so vast and complex that it is virtually impossible for an average employee to understand or comprehend the same without the guidance of a professional Six Sigma trainer.

Six Sigma implementations will prove to be a success only when employees have the requisite knowledge about all the key technicalities such as DMAIC (define, measure, analyze, improve, and control), DMAIV (define, measure, analyze, improve, and verify), fishbone diagram, Ishikawa diagram, Design of experiments (DOE), failure mode and effects analysis (FMEA), process flow diagram and gage repeatability, and reproducibility (R&R) studies, and many others.

Reducing Costs

Six Sigma training is important also because it helps in reducing costs associated with hiring professionals from outside. Most 6 Sigma professionals such as Black Belts, Master Black Belts and Champions charge top dollar for their services, which can be a drag on the finances of an organization, especially for those organizations that are already facing financial difficulties. By providing the same level of training to existing employees, organizations can easily reduce their dependence on professionals and consequently reduce implementation costs.

Since the above stated factors are applicable to all types of organizations, big or small, services or manufacturing, we can see that the importance of Six Sigma training is not limited to large organizations. The actual content of the Six Sigma training may vary from organization to organization, but its importance can never be denied.



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Gerard ODonovan asked:


If IFAs and Life Assurance Companies are to compete effectively with the direct sales  channels that are trading today and with the many more about to appear in the next 24 months then they must first realise exactly what they have to do.

If they want to keep, never mind increase, their market share they must grow, and grow effectively. In fact to stand still is to slowly die because their market share will slowly be eroded.  If their aim is to increase their market share they have to come to the realisation that this can only be achieved by recruiting new people. Not chasing the small numbers of industry trained professionals that are already working in the business.

New blood is, and has always been,  the way to generate the enhanced levels of business that most of the Life Companies want and will need. There are only so many existing trained people to go around anyway. Companies must also engender and breed loyalty among their people so that they stay because they want to;  not simply because they perhaps get paid a bit more.

This is where the benefit of not just professional training but the right training comes in.   Most companies are prepared to,  and do spend fortunes,  on qualification training - that is to get peopled qualified to do the job -  however, this is less than half of what is required.  If they don’t reinforce this with the proper Development, Motivational and Empowerment training they will soon find that all they have done is recruit and train an individual for someone else’s team.  Many of the senior sales managers I talk to moan about the fact that all they seem to do is act as a recruiting pool for other companies.

The cost of  training  and empowering someone efficiently and professionally need not amount to more than one thirtieth of their annual salary or earnings.  A tiny investment when considered in the long term.  And yet, a great majority of senior management still fail to appreciate the concept that to have a chance you must take a chance.

The need for professional training is obvious, not just training the new recruits but, more importantly, training the existing trainers and managers in the skills and techniques needed to build an environment in which new recruits can grow and prosper long term. Unfortunately in most companies ( and that includes IFAs and Insurance Companies ) the training is done by people who seem to vie with each other to see who has the highest attrition rate.  In fact on looking at many of the training managers currently in the employ of many companies I can only marvel at the fact that they have achieved so considerable a position on so little talent.

NOTES:

The way that the life insurance industry is going now a lot of companies are down sizing, getting rid of middle management structures, getting rid of branch offices in many cases.  More and more life assurance consultants are having to work from home.  The life assurance companies are using technology very, very heavily (laptops at home) and therefore the need for self motivation, self-discipline, the skills to do the job are even more necessary than they were before.

Not only do people have to go through FPC’s 1,2 & 3 but the new advanced certificates which  are reckoned to be very hard for the average person, there is a move in the industry that these will soon become compulsory.  Therefore, if people are working from home there is a greater need for self-discipline to study for these.

Because of the great emphasis on technology and technical training, new sales people when they leave their courses, come out with their laptops and lots of technical knowledge but very little basic sales skills.  

This is a people business - it is not a technology business, although it may be driven by technology.  At the end of the day people must sell.

NLP (Neuro Linguistic Programming) a skill, a tool, a method, that is incredibly effective and quick in real terms and yet very few training managers have heard of this.

I am not saying that you must have it but it is a time-tested technique.  Can they afford to ignore this, well, obviously they feel they can.

A different time - a different industry.  They must move along or like the dinosaurs become extinct.

Not being proactive in actively looking for skills, methods and technique that can be helpful.

Many life companies concentrate on what is best for them instead of what is best for the person ( the people)  

Zig Ziglers quote “ You can get anything you want out of life as long as you help enough other people get what they want first”

Today more and more financial advisors and especially people in the IFA market are working on their own from home, therefore the life companies must support them as they will promote life time business for them .

They must help people develop a long fulfilling financial-rewarding career in this wonderful industry.

Because so many people are working on their own at home it is even more necessary that they have self-motivation, self-discipline and the business skills needed to develop their own individual business.

Charles Handy, one of the top economists in the world today, has made the point that people must get used to change more than anything else.

Regarding the life assurance companies someone will have to bite the bullet.. Take a chance  if you want to stand a chance.

We have a much higher attrition rate in the financial services industry in the United Kingdom, unlike the USA who understand the need for personal development training.

A major and dramatic paradigm shift is required on behalf of the industry.

Specialist troops need specialist training by specialists.

Gerard



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…………… asked:


My boyfriend left for basic training at the beginning of the month. I know he has technical school that he has to go to after he graduates. I dont know what his job is yet, just that hes going to be doing aircraft maintenance. does anybody know on average how long tech school is for the mechanical field?

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tonnn asked:


how can i take licence

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jamiehanson asked:


The concept of technical training community stresses on the fact, to achieve a common target by working together in a group. These groups chalk out a plan, create promotional materials and manage its logistics to achieve and coordinate public events. In the technical training component one has to focus on the social as well as technical learning. You have to prepare a team, smooth the progress of collective learning and participating in decisions. There are many technical training communities who offer free memberships. In such training, in a community of technical persons, they create an opportunity for a technical participant to become a learner as well as a teacher at the same time. It is actually learning from one another. It is here they decide the guidelines of a project goal, time factor and the work execution. These strategies when combined together form a close and efficient learning community. Online technical training offers a selection of programs to meet the residential programs. These communities train technical people who in turn help others and also offer online class rooms for continuing their education. They provide with amenities for continuing education, executive or staff orientation, developing technical manuals and above all identifying the problem area. To avail such online community technical training you should initially have an internet connection and computer. The technical instructors are aware and provide with interactive training techniques. In the twentieth century with digital technology at hand the primary focus should be on how people can work together with harmony to use technology than to focus only on technology. They are taught how to use technology to identify and communicate problems important to them. This improves the critical analysis skills and thought which helps in bringing the community together. For technical training they also impart free education in computers Hardware and Software technology training courses. In this training they provide study materials, guidance and conduct vocational training. In such kind of technical training communities one can study at leisure and also sit for online examination. In a technical training community the main benefit is the interactive learning process which keeps you engaged in your studies and it is available all the time wherever you are. By this system the learning becomes more effective and thus, knowledge gained.



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Filmmakers Mafia boy 5 asked:


Does a epidemiologist require technical training or a four-year degree??

just wondering…

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BO_Knoz asked:


My tech school is located in Lackland, TX
Job is Air Transportation.

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Munsch asked:


I’m going to be in tech training during Thanksgiving. Would it be possible to take leave? Can my girlfriend or family members come visit and stay at the hotel on base? If so, would I be able to sleep in their hotel room at night?

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Philip Tufano asked:


By Philip Tufano

InterActive Training Incorporated (ITI) is at the forefront of providing a broad range of strategic consulting services to corporations and educational institutions in developing training, technical documentation capabilities and web design for implementing distance learning programs. 

ITI works with organizations interested in developing and implementing internal and customer facing training offerings, E-Learning programs, technical documentation development capabilities and corporate communication departments.

ITI has developed large scale training programs for SAP and Siebel implementations for over 2,000 end users on some projects. We have developed customized training programs for manufacturing corporations, software companies, the US Government, and foreign and multi-national organizations.

Some of our past clients include:

* USAID

* The US Treasury Department

* Time Warner

* ISO

* Fidelity Investments

* Fleet Financial Corp

At ITI we us the Systems Approach to Training (SAT) methodology, a proven results driven method of training an audience that incorporates evaluation and focused course curriculum development for a specific need, expectation and audience.

The Systems Approach to Training (SAT) methodology is a five-phase process that ensures that training accomplishes the following goal:    

* A practical, results-oriented training program that provides people with the skills and knowledge to do their tasks correctly, efficiently, and with confidence. 

Overview

The systematic approach and development model goes by many names; however, Systems Approach to Training has remained the standard. This model takes into consideration audience characteristics, the nature of the knowledge, skills, job, and tasks to be learned, and environmental constraints. 

ISD is a field that takes many of its concepts and principles from various disciplines. For example, as an applied discipline, SAT uses learning theory from psychology to determine how a person learns (learning style) and how to best address their learning need. Instructional theory uses that person’s learning style to determine how to best design instruction.

 The five-phases of the SAT model are:

* Analysis

* Design

* Development

* Implementation

* Evaluation or Control

Metrics may be pictorially represented as a linear model, but the approach involves continuous iterations. Decisions made in one phase affect actions and plans in other phases.

Graphic Representation of the SAT Methodology:



The Systems Approach to Training (SAT) Methodology and the Instructional System Development (ISD) are Synonymous…





SAT EVALUATION PROCESS



Analysis

An aggressive evaluation process to determine the effectiveness of the training program along with concise customer feedback to ensure that expectations are being met (according to the Training Needs Assessment) is vital for the success of any training program.

Analysis provides a method of responding to changes in human resource requirements, solving job performance problems, and learning from “real world” experience.

In the analysis phase, detailed practical studies are performed to determine what areas require instruction, learner characteristics, the cost effectiveness of a selected delivery system (e.g. Technology Based Training –TBT), and the scope, timeline, and budget of a training project/program. 

These facts are gathered to make informed training development decisions and provides the linkage between the job and the training project/program.

The following types of analysis may be completed: 

* Needs or Performance Analysis

* Audience or Learner Analysis

* Job/Task Analysis       

* Skill/Knowledge (Ability) Analysis      

* Content Analysis

* Learning Analysis

* Instructional Analysis

       

EVALUATION METHOD



* Evaluation

* Analysis

* Design

* Development

* Implementation.

Design

Design uses the performance information collected earlier to help the training project/program take shape.

The information gathered specifies, measurable terms, the knowledge, skills, and aptitudes that training will develop.Learning objectives are developed for groups of related knowledge and skills. 

These written statements of learning outcomes define exactly when, what, and how well the learner must perform during training.Defining how individual tasks are performed focuses training development efforts. 

In addition, the information gathered permits more effective decisions regarding such things as:

            

        * How the learning materials will be

        * Organized and presented

        * Learning activities & instructional strategies

        * Time spent on each topic

        * The use of presentation media

        * How learners will be evaluated

        * Evaluation instruments

Practical measures as well as written/knowledge tests are produced to ensure that learning objectives are achieved and competencies are reliably evaluated.



Development

Development organizes the instructional materials needed for learners to achieve the learning objectives.

Emphasis is on maximizing the use of existing materials and resources. Instructor and

learner activities are defined and these activities describe how the instructor and learners will perform during training to achieve  the learning objectives.

            

Existing, suitable training materials and lesson plans are selected and new ones produced as needed. Resulting training materials are reviewed for technical accuracy, tried out with a group of

learners, and revised as necessary. 

Performance based training materials are the products of this phase.

            

Implementation 

Implementation is the process of putting the training project/program into operation.This finalized training is ready to be delivered to the target audience.

If the training is to be instructor-led or facilitated, instructors are selected and trained usually with a train-the- trainer session. Training is delivered as planned and learner and instructor performance is evaluated.

These evaluations serve two purposes: 

* First, they verify that learners have achieved the learning objectives. 

* Second, learner evaluation results and instructor comments are useful for future program revisions and iterations and follow-up evaluation.

            

Evaluation or Control 

The Evaluation or Control phase ensures trainings continuing ability to produce qualified workers.

A Follow-up evaluation is conducted to get an assessment of how well the training prepared learners to perform their jobs after having been on the job for a selected period of time.

            

Evaluation is the dynamic process of assessing performance, identifying concerns, and initiating corrective actions.

Data sources for evaluation often include:

* Exams or Testing

* Surveys

* Phone or Personal Interviews

* Course evaluation results

* Service or product data

* Observations

            

Summary of the SAT Implementation



The systematic approach to training provides a method for analyzing, designing, developing, implementing, and evaluating cost-effective, results oriented training programs. 

For more information and for a customized implementation cost analysis for your company, call ITI today or contact us by email.

Contact ITI:

New England:

ITI

Philip Tufano, Director of Training & Technical Communications Development

55 Crystal Avenue

Derry, NH 03038-1725

603-247-5835

Ptufano@iti-com.biz      

NEW YORK CITY:  

ITI

917-676-7586

Kblanchard@iti-com.biz      

SCARSDALE NEW YORK:



ITI/Nuvo Strategies

Danny Palmer, President

138 Fox Meadow Road

Scarsdale, NY 10583

914-268-2900

dpalmer@iti-com.biz



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