Those who are recruited are employed on a temporary basis. The second training for these people (and the first as employees) is computer-based training, comprising ten modules on health and safety. All new starters complete an interactive computer programme in their first weeks of employment. They complete the programme at their own pace, which can take up to three hours, as for some there are computer skills issues and for others, language issues. This training takes place in a private room.

The third essential training for new starters is face-to-face individualised supervision by a co-worker who has been appointed a “training buddy.” The company aims to have a training buddy for every shift and every operations area. New starters are given between two and five weeks to “learn the ropes” and may be dismissed if they are unable to manage their tasks quickly and efficiently enough after this period.

The fourth training initiative is less direct. It involves the development of training manuals to be used in each department (eventually to become the basis of National Vocational Qualifications (NVQs) training). In order for the manuals to be developed, two shop floor workers who were considered to have the appropriate abilities for the task were appointed as “training co-ordinators.” The manuals were duly developed and distributed to supervisors for use with shop floor workers including operators and charge hands.

Finally, the company has taken advantage of the Union Learning Fund, set up by the Government in 1998 to build “basic skills” (language, literacy and numeracy) competence in the workforce. In cooperation with the local union and further education college, it has set up an “Opening Doors” programme for workers. The programme is promoted to shop floor workers by the union and the two “union learning reps” appointed by the company.

“Buying” the Ropes

Gaining “buy-in” to company goals is a clear objective of this company’s management. One of the most obvious signs of this is the erection of huge billboard sized wall displays of Key Performance Indicators, Continuous Improvement and Health and Safety news. These boards are aimed at informing workers of the organisation’s goals and progress towards them, and achieving “buy in” to that vision.