Training Within Industry (TWI) is a dynamic program of hands-on learning and practice, teaching essential skills for supervisor, learn leaders and anyone who are interested at the working place. TWI includes four primary components–Job Methods, Job Instruction, Job Relations (these three are together known as the “J Programs”), and Program Development.
TWI Job Instruction
TWI Job Instruction program is a method for teaching workers to perform job skills, making wide use of breaking tasks down into steps and hands-on practice.
TWI Job Relations (JR)
TWI Job Relations programs focuses on training workers to solve personal problems with other coworkers, and training managers/supervisors to do the same and facilitate everything.
In job relation professional well understands emotions and personal backgrounds that managerial levels and employees do. Generally human resource professionals understand that using a non-emotional, analytical approach is the best way to handle personal problems. Actually the basic goal of the problem solver is to get a solution in a logical, meaningful way. Job Relation teaches the skill of solving personal problem using the very scientific method and providing appropriate methods to avoid the trap of becoming emotional.
Job Relations always attempts to teach non-emotional, objective method. This is made possible by providing two basic sets of instructions. The first one is based on the assumption that a supervisor tries to get results through people and henceforth provide useful tips for establishing a strong foundation for good relations at the working place. The second one provides a particular, four-steps method for handling job relations problems.
Tips Useful for Establishing a Foundation for Good Job Relations between Managers and Employees
• Acknowledge each worker how he/she is getting along. – Being a supervisor, it’s you who need to figure out what you can expect from the worker and seeking best ways for the workers to improve.
• Give credit whenever required – Managers and supervisors should look for cases when the worker has given extra or unusual performance. It is vital to tell the worker that you have done a great job.
• Let people know in advance about changes that will affect them. – This include telling employees why such change is possible and how such changes will help them. Once they understand the reasons behind such changes, they will happily accept the change.
• Ensure to best use each person’s ability – This include looking for ability not now being used and it will be only possible when you as a supervisor will never stand in the employee’s way.
So, make use of Job Relations (JR) module that teaches organizational leaders or managers to craft a solid, positive and enduring relationship between themselves and each employee. This training can be taken in-person or online remote facilitated. Such relationship is completely based on trust, communication, mutual respect, care and concern, which builds and maintains a positive culture in the organization. Such culture then give birth to the foundation for lean, engaging employees in a culture that accept on-going improvement and teamwork.