- Establish
the responsibilities of each role
In
the example of a CMMS implementation we need to look at what
responsibilities each role will have in relation to the changes being
made. For example:
- Does
a supervisor need to know how to administer the system?
- Does
the planner need to know how to program work orders?
- Do
the craft teams need to know how to raise work orders?
The
answers to these will depend almost entirely on the organizational
structure in place at the installation. However for this example what
we are trying to define is the need for the development of a Training
Matrix to determine which roles will receive which training. Again
this needs to reflect and to be reflected in the role descriptions of
each of the participants. The matrix below is a possible matrix for
various roles when implementing a CMMS. Of course each site will vary
greatly depending on the needs.
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- Conducting
the needs analysis survey.
Once
the responsibilities and duties of each role have been established and
the training for each in the use of the system has been created then
there is a need to analyze the specific skills of each incumbent of
each position. For example it has been my experience that the closer
you get to the front line of maintenance the lower the
computer management skills are. Therefore a brief course on navigation
of a computer may be of use.
Other areas that may need to be
addressed are generalities of maintenance management, generalities of
stores management or even training in deciphering analysis and or KPI’s
that are in use.
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