ABSTRACT
Similar to the thinking behind Principle 10 on communications, Principle 11 is based on the premise that management often does not do a comprehensive job of training its associates. That could be during the onboard process for new hires; it could be when associates apply for and win a new job in the plant or when new information or new technology needs to be integrated into the training. It is not unusual to still see “shadowing” as the primary training strategy in plants. While this kind of training is better than no training at all, it puts the student in the position of being limited in his learning to whatever his trainer happens to know. Over time there is far too much variation in the training process, and we all know that variation is the enemy.
