6 Steps for Creating Effective Manufacturing Training Programs April 30 2017 Jeffrey Dalto Manufacturing Training Want to know how to design create and deliver effective manufacturing training programs at work The kind of manufacturing training that truly helps workers acquire new knowledge and develop new skills they can perform on the job The kind that will have a real measurable effect on key business KPIs such as average time to onboard a new employee and even production revenue and profit Weve got a pretty simple sixstep formula for success for you to follow in this article Just put these six steps into action at your manufacturing facility and youll have more skilled workers before you know it The employees will thank you for it after all they want to know how to perform their jobs well and so will your bosses This article explains each of the six steps in a good bit of detail below But if you really want to take a deepdive know that weve provided links throughout the article so you can explain various aspects even more And as if that werent enough weve got a free guide to Effective Manufacturing Training you can download right now or a 30minute ondemand webinar on Effective Manufacturing training that you can watch too And with that lets see what there is to know about effective manufacturing training at work Convergence Training are manufacturing training experts Explore the links below to learn more about what we do Learning Management Systems Online Manufacturing Training Courses Incident Management Software Mobile Training Apps Download our FREE Guide to Effective Manufacturing Training The Six Steps Behind Effective Manufacturing Training Programs There are six basic steps to pulling together a manufacturing training program at your work that reallywell works For starters check out the image below It illustrates a process starting at 1200 on the clock and moving in a clockwise fashion Now that youve look at the graphic we want to point out a few things What We Want to Tell You About Manufacturing Training Programs First The image above represents a neverending cycle And thats true of manufacturing training programs too Youll never really be done Second The phase at the end of the cycle before you go back to design is Continuous Improvement Youll never be done with a manufacturing training program because you always can and should keep trying to make the program better and more effective Think of it as job security Step 1 Designing Manufacturing Training Programs Rather than just jumping in and starting to create training its important to work through the initial design phase In short that means planning your training The design process includes several steps including Performing a training needs analysis Identifying and measuring the business goals or metrics your training is intended to influence Completing a task analysis Creating the learning objectives Performing a learner analysis Additional things to consider Lets look in more detail at each Training Needs Analysis There are two points of a training needs analysis The first is to determine the problem youre trying to solve Do employees not know how to perform a specific job task for example And the second is to determine if training is the right solution Sometimes youll find that training is appropriate but in other cases youll find that other solutions would be more appropriate read more about this here If training isnt the right solution do whatever is and stop the training process If training IS the right solution keep going Identify the Business Goals andor Metrics You Want the Training Program to Influence At some point after the training is complete youre going to want to know if the training worked And by that we mean youre going to want to know if it had a positive measurable effect on one or more business goal Because remember companies dont train workers without a reason Theres always a business goal behind it But if you wait until the training is complete before you think about this youll be behind the proverbial eightball You wont be able to measure and demonstrate the effectiveness of the training program Nows the time to Determine the business goal the training is intended to improve Determine what key performance indicator KPI business metric is used to track that business goal Record that business metric now and set up a schedule for continually monitoring and documenting that metric Once the training has been complete you can compare the previous metrics with the current metrics and look for a trend Hopefully a positive trend Remember that simply saying the training is complete or that workers passed a test or that workers spent a certain amount of time in training is NEVER enough to justify the value of the training Task Analysis In some cases your training may be focused on creating awareness or teaching knowledge to employees Maybe its a new company policy In other cases though the training will be intended to help workers develop new skills so they can complete a specific task or procedure on the job In those cases youll want to break the procedure down into a series of smaller steps This will help you prepare to teach the steps of that procedure to workers This process is known as the task analysis Note In some cases the job task isnt a simple procedure with a series of smaller steps performed in the exact same order every time For those cases you may find this article on scenariobased learning this article on helping workers develop problemsolving and troubleshooting skills and even this article on motivating workers to be innovative of help Learning Objectives The next step of designing manufacturing training is to create the learning objectives A learning objective is something you want the employees to be able to do when the training is over Its the entire reason for holding the training Its what you want to help workers learn to do so that they can do it on the job and the business can therefore meet its business goals Once youve created your learning objectives they should function as a road map for all the rest of your training You should create training content to help workers satisfy those learning objectives You should notify workers that the training is intended to help them perform those learning objectives You should create assessments to determine if workers can perform those learning objectives after training And you should observe onthejob behaviors after training to see if workers are performing those behaviors skills andor procedures on the job For more about learning objectives download our free Guide to Writing Learning Objectives Learner Analysis Your training should always be learnercentric What does that mean It means you put the employees and their learning needs at the top of your list and you create training to match their learning needs As a result youll need to learn as much about the learnersthe employees youll be trainingbefore you create the training There are many ways to do this Maybe the best is to talk to them and ask them questions In addition though you might try having them complete surveys and questionnaires observing them while theyre on the job or getting information about them from their supervisor or HR Here are some characteristics to try to learn about Their current ability to perform the task and satisfy your learning objective Their work schedule and availability for training The language they speak understand and communicate in both written and verbal communication Their reading level and capabilities Their ages Cultural group andor ethnicity Gender Any physical handicaps Learning preferences oneonone training instructorled classroom style training group collaboration written selfguided online learning etc Please note Im not referring to the debunked learning styles theory here Delivery Method of Manufacturing Training You can deliver training in different methods Whats a training delivery method you ask Training delivery methods you can use for your manufacturing training include Written training materials Videobased training materials Webinars Oneonone training Instructorled training with a group in a class Mentoring shadowing andor following programs on the job OJT Online training materials And more Mountains of research data shows that in general theres no one training delivery method or media thats more effective than the others The research shows that all of them can be equally effective What really matters is in the instructional method for example the instructional method of providing helpful feedback can be used in classroomstyle training in fieldbased training during a live webinar and even in an online eLearning course For more on this see the classic book EvidenceBased Training Methods by Dr Ruth Colvin Clark Or this more recent research by Dr Will Thalheimer Youll often find that one type of training delivery method instructorled classroom training for example may be more appropriate for a particular training need while a different training delivery method online training for example may be more appropriate for a second training need And in still other cases youll find its best to deliver training in more than just method such as introducing a topic with an online training course and then following up with an instructorled classroom session Because of this its best to use what training experts call a blended learning solution for manufacturing training In short this means picking the best training delivery method or the best combination of training delivery methods for each training need Note In addition to the blended learning article linked above you may want to download our free Beginners Guide to Blended Learning Partnering with Training Providers At some point youll want to think of how much training you want to create yourself and how much you want to create with professional manufacturing training providers either buying offtheshelf manufacturing training materials or getting custom manufacturing training created for your company The video overview below shows some examples Your browser does not currently recognize any of the video formats available Click here to visit our frequently asked questions about HTML5 video Other Things to Consider when Designing Manufacturing Training Programs Some of the additional things listed below may not seem all that sexy but theyre still important Availability of classroom space Ability to deliver and complete training online Mobile device capabilities Similar logistical challenges This stuff may not seem too exciting but its important For example it wont help if you create an awardwinning mobileresponsive online training program and your workers have no mobile devices Resources for Further Research on Designing Manufacturing Training Programs Julie Dirksens Design for How People Learn Make it Stick The Science of Successful Learning by Brown Roediger and McDaniel Association for Talent Development eLearning Guild Step 2 Developing Manufacturing Training Programs Once you complete the design step its time to roll up your sleeves and develop your training program This means to make it no matter what delivery method youre using online training written video written PowerPoint presentation instructorled training etc Below are some tips for you Using Credible Sources of Information Make sure the information youre including in your content is from credible sources Youre probably already aware of this but you shouldnt include stuff in your training just because you heard it somewhere or because you read it on the Internet Instead make sure youre getting your information from credible sources For operations and jobtask training consult manufacturers inhouse subject matter experts andor engineers supervisors managers and employees For manufacturing safety training check regulatory agencies such OSHA organizations such as such as the Chemical Safety Board CSB and professional safety organizations such the ASSE and NSC For HR andor other compliancebased training check regulatory agencies You may also want to consider partnering with training providers to get experienced knowledge for your manufacturing training manufacturing safety training and other workforce training needs Match Your Training to Your Learning Objectives We already mentioned the importance of creating learning objectives and explained what they are And we explained that the learning objectives should act as a guide for your training Your training content should fully teach the learning objectives and teach nothing else Remember this when youre creating your training materials Once youve created them review them again to check and see if youve got it right Did your training materials include everything necessary to help the employees satisfy the learning objective If so great If not go back and add more Did your training materials include stuff that doesnt help the employees complete the objective If so go back and get rid of it Make Use of Adult Learning Principles The employees youll be training are most likely adults And theres a set of adult learning principles that help adults learn As a result you should try to include those principles in your training According to a generally accepted set of adult learning principles adult learners like the employees youll train Like to be selfdirected Come to training with previous knowledge experience and skills Want to make progress toward specific goals Want training thats relevant Want training that will help them perform specific job tasks Learn better when theyre motivated to learn Want to feel and be respected Read this article to learn more about adult learning principles and how to apply them in manufacturing training Keep Your Training Short The human brain acts as a limit to the amount of information we can process and store at any one time Its only a small amount of informationabout four bits at any one time And we can only keep that information in our working memory you might think of this as shortterm memory for a very short period of time About 15 minutes tops As a result training that goes on for an extended period of time is your enemy and works against you Keep it short and sweet and return for more later if necessary this is related to the next section about chunking Chunk Your Manufacturing Training To chunk means to break up training materials into shorter organized parts and put them in a logical order Chunking helps people learn because its a good way to avoid overloading them with too much information at one time This article about chunking training explains why and how to chunk in much greater detail Language Issues Speaking Reading Understanding When you performed the worker analysis one thing you investigated was the language issues relevant to the employees who will complete training What languages do they speak and understand when they hear it What languages can they read What is their reading level Do they have a reading disability such as dyslexia How do they speak amongst themselves what is their conversational language It may turn out that you have a multilanguage workforce If so you may want to provide your manufacturing training in multiple languages as well as weve demonstrated below In addition to speaking in the correct languages its also important to speak in a casual conversational tone thats appropriate for the workers who will be receiving the training Try to avoid Overly formal language Academic language Long complex sentences Big words Jargon Acronyms Abbreviations For more about this check out our article with tips on how to write training materials and our discussion of this book with tips on using language so that training sticks Your Manufacturing Training Should Include Visuals You can think of the brain as having two separate but complementary processing channels for learning information One is for language and the other is for visual images If your training materials provide welldesigned visuals in sync with spoken language your employees will learn much more effectively Its like the old saying about how the sum is greater than the whole of the parts A training multiplier comes into effect Be sure your training includes both audio and visuals so you can take advantage of this training maximizer This doesnt mean you have to do something super complex It can be as simple as drawing on a white board or flip chart or using the SmartArt inside Microsoft Office software programs Some ideas are below Although you dont need fancy graphic tools and skills to make useful images this is nonetheless one of the strengths of online manufacturing training courses as the images below from some of our manufacturing health and safety training courses demonstrate For another example check this sample from an online course about Process and Instrumentation Diagrams PIDs Your browser does not currently recognize any of the video formats available Click here to visit our frequently asked questions about HTML5 video Awaken Prior Knowledge Related to the Training Topic At Beginning of Training Session Earlier while discussing adult learning principles we mentioned that the manufacturing employees who will complete your training programs come to the training with a lifetime of knowledge skills and experiences As learning experts and cognitive psychology have explained to us when people are exposed to new information they try to relate it to prior knowledge these packets of knowledge in our memories are known as schemas Once theyve integrated the new information with the prior knowledge they then store it all together in a newly modified packet of information or schema You can greatly aid this process and create a more effective learning experience if you do something to trigger the employees to open up access or begin thinking about that prior knowledge at the beginning of training This will help with the process of integrating the prior and new information and it will help with longterm storage of the new information For additional information on this check out Our article series on How People Learn The book Make It Stick The Book Design for How People Learn This article about Robert Gagnes Nine Events of Instruction Use Metaphors Similes Analogies and Other Forms of Comparison and Contrast Its easier to make sense of new information if its presented in relation to stuff we already know and understand this is related to the point above about awakening prior knowledge Using whats called figurative language including metaphors similes and analogies makes this easier And so it will make your training more effective Read more about the use of metaphors similes and analogies in manufacturing training Tell Stories People are basically hardwired to appreciate listen to and anticipate the twists turns and ending of a story And as a result its a great idea to present your manufacturing training in the form of a story when you can Want more tips on this Check out this on storybased learning and why you should use it Have Employees PracticeMake Decisions and See Consequences People are active learners That means we learn by doing As a result you should create training that includes builtin chances for employees to practice new skills see the consequences of their performances and receive supportive helpful feedback All in an environment thats safe and protects them and others from any negative results that would result from making a mistake in a real work environment Handson training is a great way to do this Scenariobased online safety training as described in this video can help too Read more about s cenariobased eLearning course s here Use Spaced Practice Heres a truth you probably already know about training people forget stuff They forget a lot of stuff and they forget it quickly If employees at your company do this its not because theyre bad learners And it doesnt necessarily mean they werent paying attention during training Its just that theyre humanwhich is probably a good thing right Thats why safety training shouldnt be a oneandone once a year thing And that brings us to the importance of refresher training and something called spaced practice which basically means giving employees repeated chances over time to practice new skills Those refresher training sessions dont have to be superlong A quick eLearning course may be quite effective as a refresher You may also want to look into microlearning for refresher training Have Employees Think About Their Own Learning Hang in there with me here because this gets just a tiny bit abstract People learn better when they think about what theyre learning and how well they are learning it or how well they understand it This process of thinking about what youre learning and how well youre learning is part of what is known as metacognition Theres a lot to say about this topic but just knowing that your employees are more likely to understand and remember manufacturing training if they selfmonitor their own learning during training will help To help employees with this you can buildin moments into the training where you invite workers to ask themselves how well they understand whats being discussed You may even provide pen and paper so they can write notes to themselves This can be a useful way to make sure youve had a chance to address any confusions and uncertainties as well Lowstakes or nostakes testing during training is also a good way to stimulate metacognition and enhance learning Step 3 Delivering Manufacturing Training Lets consider some aspects of delivering the training now General Considerations for Delivering Training As with all training its important to remember that manufacturing training should be matched to the learning needs of the employees Keep this in mind whenever any kind of training is being delivered But what does that mean Well delivering learnercentric training means a LOT of things but one biggie is the set of adult learning principles we already mentioned Be sure to put these to use during your training Want to take a deeper dive into information related to this training delivery You might want to check this article on Robert Gagnes nine events of instruction or this article about a similar more recent list of steps of training based on cognitive psychology FacetoFace Trainers and Effective Training Delivery If youre leading facetoface training either in a classroom our out in the field its important to keep the employees learning needs in mind and central Remember to create an active engaging experience for the learners For one thing that means you want to avoid long onesided monologues or lectures Dont let your training become one these common and cliched training worstcase situations The sage on the stage Sprayandpray training Information dumps Make sure employees play an active role Ask them questions See if there are opportunities for them to lead discussions Have them break up into groups to discuss things on their own Have handson exercises or written exercises for them A trainthetrainer course might be a good idea Online and Virtual Manufacturing Training Delivery As is true with facetoface training its important for online and virtual training to be engaging and interactive as well Avoid passive boring online safety training Looking for practice tests interactivity compelling visuals short and crisp audio narration and scored assessment tests Mobile Manufacturing Training Many people in the workplace maybe most carry a mobile device such as a phone or tablet with them In addition many workplaces make these available to workers while theyre on the job And theres no reason to think this trend will do anything but continue As a result it makes sense to deliver training online to mobile devices like those shown below or as demonstrated on this mobile training webpage Mobile learning also sometimes called mLearning can be a great addition to your manufacturing training program When creating or evaluating mobile learning products though remember its best that the learning activities be short remember our mention of microlearning before and see more below and that they are intentionally designed to be viewed on mobile devices Its also important that mobile devices include some form of interface that makes it easy for workers to find the specific training materials theyre looking for as demonstrated above Spaced Practice Its basically human nature to forget training almost instantly In learning development circles this is known as the forgetting curve And as a result its a trainers job to fight against that natural tendency that we all have to forget Training must be specifically designed to combat the forgetting curve Fortunately theres a great deal of research showing that spaced practice is a great and proven way to help combat or even reverse the forgetting curve But whats spaced practice Its pretty much what it sounds like Introducing the employee to the training material and allowing them to practice their mastery at different points spaced throughout time If youre familiar with the idea of refresher training you know the basic concept Some tips for spaced practice include Provide pretraining before the primary training Introduce a training concept at several different times during the primary training Reintroduce a training concept at several times after the primary training not immediately after but before a year has passed The book Make it Stick has a lot of great material on spaced practice and so does this Spacing Learning Over Time white paper by Will Thalheimer Microlearning An exciting new trend in the learning and development work is the movement toward microlearning Generally this means training in short burstsas little as 1 3 or 5 minutes Research has shown its very effective In addition its great for training delivered to and completed on mobile devices and its a great tool for spaced practice both mentioned above Performance Support Its great to train people but sometimes its even better to just get the information that they need to perform their jobs into their hands where and when they need it on the job on the floor in the field etc Thats what performance support is all about Click to read more about performance support and job aids Learn how to use mobile apps for performance support here 702010 The idea behind 702010 which is also sometimes known as Experience Exposure and Education or the 3 Es is that workers learn only a small amount of their job knowledge and skills from formal training The idea is and the numbers below are just rough estimatesdont get caught up on them that workers learn 70 of what they know from direct onthejob experience the Experience 20 of what they know from their coworkers the Exposure 10 of what they know from their formal job training the Education So in addition to trying to do everything you can to deliver the best training possible dont forget you may be able to impact the organization even more by working to facilitate learning that occurs directly on the job and learning that occurs when coworkers share information Read more about 702010 here Resources for Further Research on Delivering Effective Manufacturing Training Adult Learning Principles Gagnes Nine Events of Instruction Steps of Instruction Based on Cognitive Psychology Step 4 Evaluating Manufacturing Training Programs You cant just deliver training and walk away You should evaluate it to see if it was effective And if it wasnt you should revise it to make it better This starts when youre delivering training if youre the instructor in the field or in the class Are people confused Are they glassyeyed Are they bored Thats one level of evaluation and something you should be observing realtime But on top of that theres a wellknown fourlevel method for evaluating the effectiveness of training For those of you in the know youll recognize the fourlevel evaluation method below as being based on the Kirkpatrick Training Evaluation model Level 1 Employee Reactions to Training Smile Sheets or Surveys You may be familiar with the idea of handing out surveys so that employees can tell you how good a training session was These surveys are often referred to as smile sheets They can be done with pen and paper with online survey tools such as SurveyMonkey or even with surveys created inside your learning management system LMS These evaluations dont provide perfect information but in general theyre a good idea Its a piece of the puzzle However they are traditionally written in a poor manner that makes the information we receive from employees less helpful than it could be Here are a few tips for writing them more effectively Include openended questions and let employees write or type responses when possible youll often get the most useful information this way Dont ask if employees liked the training or the trainer Studies show theres almost no connection between liking the training or trainer and the amount of true learning that occurred Do write questions that ask if the training prepared the worker well to perform the job at work andor satisfy the learning objective Dont use numerical answer choices 1 2 3 4 5 andor choices based on agreeing and disagreeing with a statement strongly disagree somewhat disagree neither agree nor disagree somewhat agree strongly agree Do answer options that include specific phrasing about whether or not the training prepared the worker to safely perform a job task Do include questions and answer options that when reviewed by a trainer after the data is collected will provide solid concrete information about whether or not the training was effective and if it wasnt effective how it can be improved Click the link to read our more detailed article about how to write better level1 evaluationssmile sheets Level 2 Tests and Other Assessments of Employee Learning After Training The next level is to have an assessment or test to determine if the employee can satisfy the learning objectives when the training is over In some cases a knowledge test of facts and ideas will be whats called for These tests can be performed orally on paper or electronically using a learning management system LMS Many LMSs will even include tools to create your own custom online quizzes as illustrated below In other cases especially if the learning objective is skillbased youll want to see the employee perform the procedure or job task correctly There are mobile training apps and devices that can help with this A few additional notes about testing before we go All tests should be designed in order to assess the employees ability to satisfy the learning objectives Testing is actually a helpful aid to the learning process This is known as the testing effect and it has many benefits including contributing to metacognition There are lots of places to read up on the testing effect but the book Make it Stick is a good place to start Remember that because of the alreadymentioned forgetting curve employees may do very well on a test immediately after training and then forget nearly everything in as little as a day and certainly a week or month unless you do something to reinforce the learning A test thats delayed a day or week as part of a spaced practice training may give you more accurate results of true learning and may also combat the forgetting curve Weve written a number of articles about workforce testing Theyre linked below for you Testing Best Practices Valid and Reliable Tests Testing and Fidelity Writing Multiple Choice Questions Writing TrueFalse Matching Drag and Drop and Other Question Types Also we recently discovered enjoyed and learning from this podcast about testing with Connie Malamed and Michael Rodriguez Level 3 Observations of OntheJob Safe Work Practices Tests are part of the puzzle but it doesnt end after the test Especially given peoples tendency to forget training quickly Once the training is over youll want to observe workers on the job to make sure theyre performing the new skills correctly If they are great Give them recognition and support for doing so If theyre not remind workers or help them relearn the skills Also try to find out why Maybe its because there was a problem with the training and they either never learned or they have forgotten But maybe theres something else going onmaybe a manager is telling them to ignore the training or maybe a work process makes it difficult or impossible to implement the training Of course if it IS clear theres a training problem youll want to remedy that That may be as simple as a simple verbal reminder or some refresher training Or maybe youll have to go back and modify the original training Level 4 Effect on Key Workplace Safety Metrics and Other Business KPIs Near the top of this article we mentioned the importance of Knowing the business goals or metrics KPIs that training is intended to affect Learning how those business goals are tracked Getting a baseline pretraining measurement of those goals Now that training is over youre going to want to measure those goals again and create a system for measuring them over time to prove that the training was effective or determine it wasnt This article demonstrates using KPIs to measuring training effectiveness Step 5 Documenting Manufacturing Training Its also important to document your manufacturing training There are lots of reasons for doing this including legal ones But what I find most interesting about documenting manufacturing training is that the information it contains can be analyzed to learn more about what makes for effective manufacturing training Im talking in particular about data mining predictive analytics and big data for learning and performance analysis For more information about this see this article on Big Learning Data A learning management system can help you document and analyze your training data Your browser does not currently recognize any of the video formats available Click here to visit our frequently asked questions about HTML5 video Step 6 Continuous Improvement of Manufacturing Training Programs Creating effective manufacturing training programs is a process that never really ends Because once youve got through the five steps above you should take that evaluation information and use it to improve your program Plus there will always be new things that occur at work and changes to account for too So manufacturing training like so much of manufacturing becomes part of a continuous improvement cycle All Steps Managing Effective Manufacturing Training Programs Effective manufacturing training programs dont spring up from the ground on their own Instead they require dedicated effort from many people and the allocation of resources and time And that requires an element of management Lets look at some important considerations for managing a manufacturing training program Managing Administering Resources Resources including time money supplies and people must be allocated to the training program Goals must be communicated and understood Roadblocks and obstacles have to be cleared Roles Defined People have to have specific roles and they must know what those roles are EnsuringTraining Tasks are Completed Someone has to ensure that the different stages processes and tasks related to manufacturing training programs are completed and on schedule Summary Six Steps for Effective Manufacturing Training Programs Keeping these six steps in mind and following them should help you create effective manufacturing training programs at your work Let us know if you have any questions and stay tuned for similar articles from us in the future In the meantime feel free to check out our manufacturingrelated training courses and tools by clicking the links below Online manufacturing training courses Online safety and health training courses Custom manufacturing training Convergence learning management system LMS for manufacturers Mobile training apps Also please feel free to download our Manufacturing Training From Scratch Guide for free below You might also want to check out our libraries of online manufacturing training courses Theyre already produced and ready to license and use Plus theyre in handy SCORM and AICC formats and are ready for importing into a learning management system LMS Manufacturing Training from Scratch A Guide Create a more effective manufacturing training program by following these best practices with our free stepbystep guide Download Free Guide Jeffrey Dalto Jeffrey Dalto is an Instructional Designer and the Senior Learning Development Specialist at Convergence Training Hes worked in traininglearning development for 20 years in safety and safety training for more than 10 is an OSHA Authorized Outreach Trainer for General Industry OSHA 10 and 30 has completed a General Industry Safety and Health Specialist Certificate from the University of WashingtonPacific Northwest OSHA Education Center and is a member of the committee creating the upcoming ANSI Z4902 national standard on online environmental health and safety training 2 thoughts on 6 Steps for Creating Effective Manufacturing Training Programs Cheryl Beebe June 21 2017 at 959 am Step 4 is an important one and surprisingly not always done You need to know that your training program is working otherwise whats the point Employee feedback and testing can help you modify the program over time Jeffrey Dalto June 21 2017 at 603 pm Agreed Cheryl So true Post navigation BehaviorBased Safety Programs and Training ANSI Z4902Update on National Standard for Virtual Safety Training

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O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O B I I O O B I I O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O B I I O B I I O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O B I I O O O O O O O O O O B I I O O O O O O O O O O O O O O B I I O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O B I O O O O O O O O O O O O O O O O O O O O O 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Convert oz to litro Conversion of Measurement Units Convert ounce US liquid to litro Did you mean to convert ounce US liquid ounce UK liquid to litro More information from the unit converter How many oz in 1 litro The answer is 33814022558919 We assume you are converting between ounce US liquid and litro You can view more details on each measurement unit oz or litro The SI derived unit for volume is the cubic meter 1 cubic meter is equal to 33814022558919 oz or 1000 litro Note that rounding errors may occur so always check the results Use this page to learn how to convert between ounces and litros Type in your own numbers in the form to convert the units Want other units You can do the reverse unit conversion from litro to oz or enter any two units below Definition Ounce Note that this is a fluid ounce measuring volume not the typical ounce that measures weight It only applies for a liquid ounce in US measurements Definition Litro El litro símbolo l o L es una unidad de volumen equivalente a un decímetro cúbico 0001 m3 Su uso es aceptado en el Sistema Internacional de Unidades aunque ya no pertenece estrictamente a él Normalmente es utilizado para medir líquidos o sólidos granulares Metric conversions and more ConvertUnitscom provides an online conversion calculator for all types of measurement units You can find metric conversion tables for SI units as well as English units currency and other data Type in unit symbols abbreviations or full names for units of length area mass pressure and other types Examples include mm inch 100 kg US fluid ounce 63 10 stone 4 cubic cm metres squared grams moles feet per second and many more Convert Volume Dates Salary Chemistry Forum Privacy Bibliography Contact 2019 ConvertUnitscom

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Life at Cooper Standard For those who want to work in an environment where they can contribute ideas and talents can align their personal development goals with Company goals and have an input on the Company products and communities we serve Cooper Standards may be just the place for your passion Cooper Standard employs approximately 30000 employees across 20 countries and is committed to recruiting and retaining top talent We actively work with our employees to further develop their skill set throughout their career at Cooper Standard Our Culture Cooper Standard is dedicated to driving value through culture innovation and results We maintain a clearly defined culture as a solutions provider to our customers and a reliable partner to our communities with twoway communication as a top priority Our leadership team keeps connected with our global workforce through employee webcasts frequent update announcements and ongoing employee feedback mechanisms We have a common global portal to help facilitate communications and team building and allows employees to post questions directly to the leadership team Our employees have the opportunity to interact with their colleagues from many different cultures and backgrounds adding to the rich diversity that makes up our company Charity Involvement Vision and Values Rewards and Benefits Cooper Standard offers competitive compensation and benefits packages We regularly analyze how our total compensation package compares to the marketplace in the regions we operate in throughout the world Global Rewards Philosophy Career Enrichment At Cooper Standard we believe that our employees are what set us apart from our competition We take great pride in our employees and consider their ongoing development very seriously Global Career Framework Cooper Standard uses a Global Career Framework to ensure we maintain a consistent approach when we share job information By understanding each job in the Company and treating the jobs consistently while recognizing local and regional differences we can provide competitive marketbased rewards that recognize employees through systems that link rewards to performance Our employees use the Global Career Framework to set short and longterm career goals that align with their skills and interests Developing Your Career Our Global Talent Management System provides employees with the processes tools and resources to learn and grow in their career with us Our processes are designed to focus on results and build on employees capabilities within our Leadership Competency Model to maximize their career growth Cooper Standards Global Talent Review Process provides regular insight into the knowledge skills and abilities across the organization and is our vehicle for preparing future talent through the assignment of jobs and targeted development actions At Cooper Standard we invest in your development provide access to experienced colleagues from around the world and give you the opportunity to work with intelligent dedicated people so you can continuously challenge yourself and grow Diversity And with approximately 30000 employees spanning 20 countries around the world our culture embraces our employees unique backgrounds and encourages differing perspectives to help create a truly global workforce The Cooper Standard team reflects the customers that we serve around the world helping foster the working partnerships that allow them to do their job most efficiently and effectively We not only support minority partnerships within our own company but encourage larger corporations to partner with minority businesses to help create a broader pool of qualified business partners

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