| Abstract Scope |
Training and development of technical and operational staff are often undertaken as knowledge improvement exercises with success criteria based on information retention. A better approach is to strategically position training and development to balance resources, risk, and financial performance. This can be done by: (1) Using experienced smelter experts to review current plant performance and identify, then quantify, technical/ financial opportunities, (2) Aligning senior management on a strategy for organizational performance to deliver the critical business needs and opportunities, (3) Enhancing training materials with site information, (4) Interactive training to develop solutions/build confidence, (5) Developing and executing plans to deliver target outcomes, with all levels of management aligned, (6) Working with teams to clarify roles and accountabilities to embed gains, (7) Mentoring, coaching and providing expert, on-demand advice to develop capability, and (8) Sustaining improved performance by verifying individual/team results. This approach is demonstrated using working case information. |