The True Value of Customised Training
A Case Study ‘Tiwest’
ABSTRACT – “Investing in the future 2008’, Perth Mining Exhibition & Conference 12-14 August.
Speaker Di Robertson-Smith, Assessor for UNE Partnerships
Training is an essential component in the culture of today’s mining organisations. Developing a customised training program has provided Tiwest with a far more effective skill development tool resulting in a skilled workforce that not only contributes to a safer work environment, but also improves the overall capability of the organisation.
Tiwest’s employment and recruitment strategy focuses on creating a better work-life balance. The company’s by-line, ‘the way we work helps you enjoy the things that matter most’, highlights Tiwest’s commitment to its employees in providing flexible rostering and career opportunities within the organisation.
An essential part of this strategy was developing a customised training program for all new and existing employees. UNE Partnerships’ Frontline Management program was initially customised for a major Australian mining company before being specifically aligned to Tiwest’s internal systems and processes.
Customised training provided Tiwest with three principle benefits. Firstly it gives a central focus for new employees by introducing the company’s systems, processes and alignment to existing operations. This included a complete system audit for Tiwest prior to the commencement of training to ensure company systems and processes were structured against curriculum competencies. By way of example, students are required to use the company standard incident investigation tool, risk assessment tool, and safety action process as part of the safety module.
The second benefit follows on from the alignment of company systems in improving the effectiveness and efficiency of the workforce. This impacts positively on profitability and revenue for the organisation.
The third benefit relates to allowing students the opportunity to complete their assessment during working hours. Customisation of the course material to Tiwest’s systems means that assessments are designed to reinforce learning within the workplace. For Tiwest, when self-paced distance learning is supported by onsite assessment and coaching, the outcomes have proved extremely successful.
Tiwest continues to value the importance of continuous improvement and innovation, and regards training as an essential component of their recruitment and retention strategy. From their perspective developing the right sort of training, has not only improved their efficiency but has also reduced staff turnover.
