TWI – The Key to Competence Development

TWI is not just a tool for effective training but also a means to build a strong and engaged workforce capable of fully utilizing their skills in everyday work. With TWI, companies can effectively develop employee competencies, foster a culture of continuous improvement, and boost overall efficiency. Despite the passage of time, this program continues to be widely used by organizations around the world, forming the foundation of many Lean Management strategies.

Interestingly, in recent years, TWI has gained new momentum through the use of training videos. These videos enable companies to convey the program’s key principles in an even more accessible and engaging manner, helping to streamline the learning process.

Table of Contents

1. Introduction to TWI – History and Significance in Lean Management
2. The Four Pillars of TWI – An Effective Method for Developing Competence
3. Applying TWI in Practice – Step-by-Step Implementation Process
4. The Benefits of TWI – How TWI Supports Employee Development and Organizational Efficiency
5. Summary

1. Introduction to TWI – History and Significance in Lean Management

The TWI (Training Within Industry) program plays a key role in shaping modern human resource management methods, particularly in companies that apply Lean Management principles. Its foundations date back to the 1940s when it was developed in the United States as a tool for rapidly training industrial workers during World War II. At that time, with a shortage of skilled labor, there was a need for an effective method to prepare new, often inexperienced employees for crucial production roles. TWI quickly became an indispensable means of developing competencies and boosting efficiency in organizations. Today, despite the passage of time, it still plays a vital role in shaping a culture of continuous improvement and collaboration.

The Origins of TWI – Necessity Drives Innovation
During World War II, American industry faced the challenge of supplying vast quantities of equipment and ammunition while dealing with a shortage of skilled labor. With many men serving on the front lines, factories had to employ individuals with little or no prior industrial experience. In response to this issue, the U.S. government developed the TWI program in 1940 as a standardized system for employee training and development.
The program was built around three key areas: Job Instruction (JI), Job Methods (JM), and Job Relations (JR). Each module focused on a different aspect of work efficiency: JI ensured quick and effective onboarding, JM helped streamline processes and eliminate waste, while JR developed skills in team management and interpersonal relations. These three pillars quickly yielded visible results, improving both productivity and work quality.

TWI as the Foundation of Lean Management
Although TWI was created for wartime needs, its principles and structure fit perfectly with the Lean Management philosophy that gained popularity in later decades. Lean, focused on eliminating waste and continuous improvement, sees TWI as an essential foundation for building a sustainable work culture. With TWI, companies can develop both technical skills and soft skills in their employees, which are crucial for managing processes and fostering teamwork.
In Lean Management, engaging employees in continuous improvement processes is fundamental. TWI provides specific tools that enable leaders and employees to establish high work standards and continuously maintain and enhance them. Essentially, TWI allows companies to develop human resources that not only perform tasks but also actively participate in identifying problems and implementing improvements.

Why TWI Remains Relevant Today
Despite being over 80 years old, the TWI program remains highly relevant. Modern organizations still face challenges such as rapid employee onboarding, rising staff turnover, and the need to adapt to changing market conditions. In light of these challenges, TWI offers a proven structure and approach to building strong teams. TWI processes are straightforward, well-defined, and easy to implement, making them applicable across various industries and organizational cultures.
In the era of automation and digitalization, where many companies prioritize rapid technological growth, TWI emphasizes the crucial role of people within an organization. The program underscores that employees—through their engagement, knowledge, and skills—are the company’s most valuable asset. By using TWI, organizations can methodically and thoughtfully develop team competencies, which helps build long-term stability.

TWI as a Catalyst for Organizational Culture Change
One of the key aspects of TWI is its impact on organizational culture. The program fosters a sense of responsibility and engagement, which contributes to building teamwork and collaboration. Employees trained according to TWI principles not only perform their tasks with greater precision but also feel more accountable for their roles. TWI also helps leaders better understand the needs and expectations of their teams, strengthening relationships and trust between employees and managers.

An organizational culture based on TWI principles is open to change and continuous improvement. Employees who are familiar with TWI methods can more easily identify areas for improvement and proactively propose enhancements. This engagement translates into better results and greater organizational flexibility in the face of dynamic market changes.

2. The Four Pillars of TWI – An Effective Method for Developing Competence

TWI, or Training Within Industry, is built on four pillars that together form a comprehensive system for developing employee competencies and enhancing organizational efficiency. These pillars, designed for rapid and practical training, focus on imparting essential skills crucial for quality, safety, and team dynamics. The four core components of TWI are: Job Instruction (JI), Job Methods (JM), Job Relations (JR), and Job Safety (JS). Each serves a unique function, but together they create a cohesive system supporting team development and productivity.

Job Instruction (JI): Structured Job Training
The first pillar, Job Instruction (JI), aims to teach employees how to perform specific tasks quickly, accurately, and effectively. This method is especially useful for onboarding new hires or training workers who are transitioning to new roles.
The JI method consists of four key steps:

1. Prepare the Worker – Before training begins, the instructor explains what the task involves and why it is important.
2. Present the Task – The instructor demonstrates the task step-by-step, explaining each detail.
3. Practice – The employee performs the task under supervision, with the instructor providing guidance and corrections.
4. Follow-Up – Once the employee has mastered the task, they perform it independently while the instructor observes and offers final advice.

Through JI, employees not only learn how to perform their duties correctly but also understand the significance of their work. This approach fosters responsibility and confidence, which are essential for quality and productivity.

Job Methods (JM): Improving Work Processes
The second pillar, Job Methods (JM), focuses on analyzing and optimizing work processes. The goal is to reduce waste, increase efficiency, and find simpler, more effective ways of completing tasks. JM helps identify unnecessary steps and eliminates them, leading to increased productivity and reduced workload.
The JM method involves four main steps:

• Review the Current Method – Analyze current procedures and identify potential improvements.
• Ask Four Key Questions::
  • Why? – Are all steps necessary?
  • What? – What can be changed or simplified?
  • Where? – Is the task being performed in the best location?
  • When? – Is the sequence of actions optimal?
• Develop a New Method – After analyzing, design a more efficient way of performing the task.
• Implement the New Method – Test and integrate improvements into daily processes, boosting efficiency and eliminating waste.

JM encourages employees to actively participate in process improvement, which not only enhances productivity but also fosters engagement and accountability.

Job Relations (JR): Building Strong Team Relationships
The third pillar, Job Relations (JR), focuses on managing interpersonal relationships. Good relationships between employees and leaders are fundamental for smooth and efficient operations. JR helps leaders handle problems, resolve conflicts, and build a positive work environment.
JR is based on four core principles:

• Build Good Relationships – Leaders should establish and maintain positive contact with each team member.
• Recognize Problems Early – Proactively addressing conflicts prevents them from affecting productivity.
• Analyze Situations Thoroughly – Before making decisions, understand the causes and context of the issue for fairer solutions.
• Take Thoughtful Actions – After gathering information, leaders should take actions that are clear and accepted by the team.

JR enables leaders to develop their management skills, fostering trust and motivation among employees. Good communication and strong team relationships lead to greater efficiency and lower stress levels, ultimately reducing staff turnover.

Job Safety (JS): Ensuring Workplace Safety
The fourth pillar, Job Safety (JS), was added in response to the growing importance of occupational health and safety. JS focuses on minimizing risks and ensuring that all employees are aware of safety protocols.
The JS process includes several key stages:

• Identify Hazards – Analyze potential risks related to the task.
• Educate Employees – Teach safety procedures and health guidelines that must be followed at every stage.
• Assess Risks and Take Preventive Measures – Implement procedures that minimize accident risks.
• Monitor and Improve Safety Standards – Continuously review and refine safety practices to adapt to changing conditions.

JS helps organizations protect employee health and safety while fostering a culture of responsibility. Workers who feel safe are more engaged and productive, enhancing the company’s reputation as a responsible employer.

3. Applying TWI in Practice – Step-by-Step Implementation Process

Implementing the TWI program within an organization is a process that requires careful planning, commitment from management, and consistent execution of each stage. With the right approach, TWI can become an effective tool that not only boosts work efficiency but also helps build a strong organizational culture rooted in continuous improvement. In this chapter, we will walk through the key steps for implementing TWI in a company and explore how to approach this process to ensure maximum effectiveness.

Step 1: Preparing the Organization for TWI Implementation
The first step is to thoroughly prepare the organization for the TWI rollout. This is a crucial phase where management needs to commit to the program and clearly define the goals they aim to achieve. The key elements of this step include:

• Needs Analysis: Understand what specific challenges TWI is intended to address. Is there a need for better training of new employees? Are there inefficiencies in current work methods or issues in team relations? Properly identifying these needs helps focus on the most critical areas.
• Securing Management Buy-In: Gaining the support of top management and key leaders is essential for a successful implementation. Leadership must not only understand how TWI works but also actively promote and champion its adoption.
• Resource Allocation: TWI requires dedicated resources, such as trainers’ time, training materials, and tools to monitor progress. Ensuring the availability of these resources is essential for effective deployment.

Step 2: Selecting and Training TWI Instructors
TWI instructors play a vital role in the implementation process, as they are responsible for conducting the training sessions based on each TWI pillar. Selecting the right instructors is critical. Ideal candidates are those who:

• Have in-depth knowledge of company processes.
• Possess strong interpersonal communication skills.
• Demonstrate patience and a commitment to effective teaching

Once the instructors are chosen, they need comprehensive training on the TWI methodology. Instructors should not only grasp the theory behind each pillar but also learn how to conduct training sessions in alignment with TWI principles. It’s essential for instructors to be capable of both conveying knowledge and building trust with employees.

Step 3: Launching TWI Training Programs
Once the instructors are ready, it’s time to start training employees. It’s advisable to begin with one of the TWI pillars that best addresses the company’s most pressing needs. The process should follow these principles:

• Focus on Specific Needs: For instance, if efficiency is a concern, start with Job Methods (JM). If there are challenges with team dynamics, prioritize Job Relations (JR).
• Consistency: Training should be regular and scheduled in a way that doesn’t disrupt daily operations.
• Progress Monitoring: Continuously track the outcomes of training sessions to quickly address any challenges and adjust the approach if necessary.

TWI training should follow a “learn-by-doing” approach. After the theoretical introduction, employees should immediately apply their new skills in practice, receiving real-time feedback from instructors.

Step 4: Embedding TWI into Daily Operations and Continuous Improvement
One of the key aspects of TWI is its integration into the day-to-day practices of the organization. It’s not just a one-time training but a continuous approach that requires ongoing application. To achieve this:

• Practice on the Job: Employees should consistently use their newly acquired skills in their daily tasks, with managers and instructors monitoring their progress.
• Regular Meetings and Feedback Sessions: Organize regular meetings to discuss the results and benefits of TWI. This helps analyze which improvements have been implemented and identify future steps.
• Adaptation and Flexibility: TWI should remain adaptable to the changing needs of the organization. Ongoing monitoring and analysis will allow for continuous improvement and fine-tuning of the program.

Step 5: Assessing the Impact of TWI Implementation
The final step involves evaluating the effectiveness of the TWI program. Regular assessments help determine how TWI has impacted the organization and highlight areas that may still need improvement.

• Performance Analysis: Gather data on the results achieved after implementing TWI. Has it helped achieve the goals of improving efficiency, quality, or team collaboration?
• Employee Feedback: Encourage employees to provide feedback on the program, sharing both strengths and areas for improvement. Their perspective is invaluable for future enhancements.
• Ongoing Development of Instructors: Continuous training and skill development for TWI instructors will enhance the quality of training sessions and ensure that best practices are upheld

4. The Benefits of TWI – How TWI Supports Employee Development and Organizational Efficiency

The Training Within Industry (TWI) program brings significant benefits to organizations, both operationally and culturally. Its implementation enables companies to train employees quickly and effectively, resulting in enhanced productivity and improved work quality.

TWI allows new employees to master their tasks more swiftly, making them fully productive team members in a shorter time. The Job Instruction (JI) and Job Methods (JM) modules help streamline processes and standardize work, leading to error reduction and cost savings.

Equally important is TWI’s impact on employee engagement. Through Job Relations (JR) training, team dynamics improve, fostering better collaboration and a positive workplace atmosphere. Enhancing the culture of safety through Job Safety (JS) builds trust and loyalty, ultimately reducing employee turnover.

5. Summary

Training Within Industry (TWI) is a proven employee development program that has long supported organizations in boosting efficiency and engagement. Built on four pillars—Job Instruction, Job Methods, Job Relations, and Job Safety—TWI facilitates faster onboarding, improves quality, and fosters a culture of continuous improvement.
The benefits of TWI include increased productivity, reduced error rates, better team relationships, and enhanced employee loyalty. TWI is not merely a training method but a strategic approach that helps companies create a stable, sustainable work environment focused on developing people and driving operational excellence.