Transcript Tooling University LLC

Debbie Picchione
Human Resources Manager of the Ohio Region
Tooling U User Group Discussion
Las.)Vegas
September 12, 2011
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toolingu.com
 Introduction
 My name
 Debbie Picchione
 My role
 Human Resources Manager for the Ohio Region (Cincinnati {2 locations},
Springfield and Cleveland Divisions)
 Company overview
 Heroux Devtek Inc. (HRX), a Canadian based corporation, serves two main
market segments: Aerospace and Industrial products, specializing in the design,
development, manufacture and repair and overhaul of related systems and
components. Heroux Devtek supplies both the commercial and military sectors
of the Aerospace segment with landing gear systems, airframe structural
components and assemblies. The Corporation’s also supplies the Industrial
segment with large components for power generation equipment and precision
components for other industrial applications.
 Location
 There are 13 locations (7 Canada, 5 US, 1 Mexico), my office is in Cincinnati
Ohio
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1942: Company founded
1950: Began manufacturing
components for aerospace
1960: Designed and
Manufactured first landing
gear systems
*Manufactured the Apollo
lunar module landing gear
1970: Started first major R &
O Contract for Hill Air Force
Base
1987: Acquired McSwain
Manufacturing- Now
Industrial Products Division
1999: Acquired Metro
Machining and the
Engineering Division C.A.T.
2000: Merged with Devtek
2004: Acquired Progressive
Manufacturing in Arlington,
TX
2010: Acquired Eagle Tool
1985: Received first major
military contract
2010: Acquired E2
1986: Became a publically
traded company: HRX
2011: Opened facility in
Queretaro Mexico
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 Overview of need for training
 The skilled trades are not promoted in high schools anymore. In the
60’s and 70’s, high schools had machine and metal shops along with
drafting classes. These are mostly gone now. With the cut backs in
local school funding for wood shops, workshops; kids are not learning
these skills unless they attend a vocational school.
 The emphasis is on college. Those who do graduate from vocational
schools are snatched up quickly or do not stay with the trade. Students
don’t know such careers exist. After attending vocational schools, the
skills need to be fine tuned to relate to our business needs.
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 Key business objectives
 The Industrial Division of HD set a goal of 80 hours training per
employee per year. We wanted internship and computer-based training
in CNC machining and print reading for new hires before they graduate
to the shop floor along with OJT. Teams, that included machinist,
supervisors, and management where created to research the company
needs for knowledgeable machinist, their criteria, and skills.
 Key considerations for designing our training program
 The high quality and high precision parts must be made by trained and
skilled machinist. The difficulty to fill these skilled metal machinist
positions are for machine set-up task because of the years of
experience needed. This is likely to worsen as older skilled labor begin
to retire. We are working with local colleges and vocational schools to
fill these voids.
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 Why we opted for Tooling U
 As of November 2007 we have been
using Tooling U. We chose Tooling U
because it uses up to date material, it has
a manufacturing culture platform, internet
capabilities allowing it to be accessible
from work and at home , experience level
training, reporting capabilities, tracking
user use, and testing capabilities of users
to determine possession of information
(ISO requirement).
 There is a laundry list of applications we
currently use: CNC Machining, Quality
Inspection, Safety, Yellow Belt Lean, and
Supervisor/Management Training.
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 Why we opted for Tooling U –(Cont.)
 We have a current mixed culture of “baby
boomers” and vocational student age levels
to train and advance and enhance their skill
levels. TU is easy to read the lessons and
follow along, you can also print out the
lessons. It has the “Seven Learning Styles”
(visual, auditory, verbal, physical, logical,
social, and solitary). The virtual lessons
give you a real look on how to apply and
use the concepts in the lessons to the shop
floor.
 Our intention to expand our departments
into Maintenance, Welding, Laborer, 5S,
Kaizen/Lean Manufacturing, and ISO.
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 Overview of how we
designed the Tooling U
program
 ONE EXAMPLE – CNC
Machinist:
 We expanded on our General
Job Description of a CNC
Machinist.
 We Created separate Job
Descriptions for the three
machine classifications A, B,
C, and S based on
knowledge, skills and abilities
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 Overview of how we
designed the Tooling U
program (Continued)
 Created separate
Classifications based on
Personal Characteristics,
Knowledge Requirements on
OAP (Operator Acceptance
Program), SPC (Statistical
Process Control), and IMS
(Inspection Method Sheet)
understandings; and Prior
Performance Requirements
and Expectations.
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 Overview of how we
designed the Tooling U
program (Continued)
 Developed Tooling U classes
based on our A, B, C
Classifications of Machinist
levels and TU Department
levels of classes (beginner,
intermediate, and advanced).
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 Desired outcomes
 We set the TU Minimum test score at 75%, OJT with a Machining
Specialist, along with knowledge, skill and ability to perform the job.
The desire of advancement and value added would be evident to our
employees.
 Key training/learning objectives
 All three machine classifications must be completed in TU by end of
year. The ability to advance to the next level of machine classification is
permitted after completion of TU, OJT, one-on-one training with
Machining Specialist and shop knowledge testing/overview.
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 Overview of how we implemented and rolled out to workforce
 Tooling U teams where created to distinguish the three different
classifications.
 Classes where chosen based on beginner (C) intermediate (B), and
advanced (A) and the type of machining skill requirements for our business.
 A training room was built in the shop with internet capabilities and Tooling U
was introduced to the workforce. Lesson Plans where printed for each
Department class. All employees were given access to TU and their own
login and password. Meetings where conducted with all shifts, explanation
of the Company objective of passing scores, levels of employees, and
availability in using the TU system; along with the training of the simplicity
use of the TU system. The ease of the TU program having an internet
driven system, makes the capability to use it at home or anywhere at your
leisure.
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 Continued overview of Tooling U program design
 We are currently experimenting with Tooling U Custom Content
Creation for all our training needs to track company specific AS9100
& company specific safety training.
 Key Tooling U pieces/functionality for supporting our objectives
 Our objectives for training employees is met by Tooling U with their
reporting function and ability to run reports for tracking and reporting
purposes.
 How long have you been live with Tooling U
 We have been live with Tooling U since November 2007.
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 Other critical pieces of program, i.e.
shop floor, classroom, etc.
 We have other classification classes
we have created for Quality
Inspection, Safety, Yellow Belt Lean,
Supervisor/ Management . All 135
employees are using Tooling U based
on their position in the company and
needs of the company.
 A separate Training room was created
from an old storage room mezzanine.
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 Summary of outcomes and results
 Heroux Devtek has committed to training and development of their employees.
We have expanded TU in our Texas Aerostructure division in late 2009, we will
be expanding in our Springfield and Cleveland Landing Gear divisions in mid
2012. Because of the language barrier in Montreal, we have not expanded.
 Summary of ongoing progress
 Starting in October 2011 all CNC machinist will be taking the next step level for
the 2012 year, along with all other departments Quality, and Yellow Belt. Safety
Training continues in the month of November, and Tooling U Custom Content
Creation capabilities will continue. New classes will be created for our Welding
Department and Maintenance Department.
 Heroux Devtek Industrial Products has been granted $138,828 Training Grant
from the Ohio Department of Development State Energy Sector & USDOL to
develop a qualified, skilled workers for the green energy supply chain.
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 Ongoing challenges
 We are a Job Shop that receives it’s revenue from man hours worked
on parts machined. Any indirect time spent not working on machined
parts is a cost to overhead and lost sales.
 Key lessons learned
 Pleasantly surprised how many employees took self initiative to learn on
their own and take the classes at home on their own time because of
the ease of logging on to the Tooling U internet classes.
 The versatility of designing your own classes based on the business
needs and culture is a big benefit!
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toolingu.com