existing gaps between the current qualification level and the new
qualification that is required. Also, determine if the learning needs
are basic, general knowledge or advanced. At this point, the learning
requirements should be described in great detail.
If there are career-development requirements, now is the time to
integrate them into the master training plan. Be sure to verify that
the job description and career-development plan are consistent,
clear, specific and updated with the learning and developmental
objectives. If more than one skill level is required for a specific func-
tion, the training requirements should be clearly defined according
to the progression of skill competencies.
Another question that should be asked is who needs to be aware of
this project and its training requirements in order to support it. A good
cultural alignment within the organization is fundamentally important.
OWNERS INTERFACES
Maintenance/
Engineering
Purchasing/
Warehouse/Parts
Inventory
Human
Resources Production
Safety and
Health (S&H)
Information
Technology
(IT)
Management
Plant director, operations
manager, maintenance
manager
Plant director/
operations manager
HR director
Operations/
production
manager
Plant director/
operations
manager
IT manager
Coordinators,
Supervisors and
Group Leaders
Planning and scheduling,
field engineering, mainte-
nance supervisors
Procurement
manager
HR advisor
Production
supervisors
S&H manager/
supervisor
IT support
Plant and Field
Personnel
Predictive engineers/
technicians, lube techs,
mechanics
Purchasing clerk Operators Inspectors
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March - April 2014 19
In this table, three groups of participants are categorized according to their degree of participation in the project. Project
owners are displayed in purple, people/functions involved in the project are in yellow, and individuals who must be made
aware of the project to provide support are shown in blue.
Identifying Involved Personnel