Training

Forum Post: Re: Is BOMI worth it?

Michael Anderson — Mon, 13 Aug 2012 15:24:00 GMT

Some consider membership as a necessary evil in order to progress along certain career paths, others consider membership as an integral part of thier development, the question is what do you want from membership, how do you want to progress, how do you want to interact and engage as a facilities professional. Then you will be able to answer your own question!

Forum Post: Re: RCM2 Introductory Class - Jun 12-14, 2012

Tammi Pickett — Thu, 31 May 2012 18:53:00 GMT

For more information, contact Tammi Pickett at 843-814-3795 or tpickett@peopleandprocesses.com.

Forum Post: Maintenance and Reliability for Managers - 4 Part Series

Tammi Pickett — Thu, 31 May 2012 18:52:00 GMT

People and Processes, Inc.

Hyatt Place - Houston, TX

July 17-19, 2012 - Week 1

Aug 21-23, 2012 - Week 2

Oct 2-4, 2012 - Week 3

Nov 13-13, 2012 Week 4

About our Maintenance and Reliability for Managers Training

This four-part curriculum is a fully integrated series designed to educate and provide hands-on interaction for the implementation of proactive maintenance and reliability behaviors in your manufacturing / facilities work environment. The interrelated parts of the curriculum are accomplished in four separate 3-day workshops with time between each workshop allowing the participants the opportunity to put into practice the knowledge gained from each preceding workshop. The workshops are structured to guide the participants, step-by-step through the implementation process of a reliability improvement process.

Training Objectives: Your Return on Investment (ROI) for attending this training series is your ability to define, plan and implement improvements using the tools and knowledge gained from your interactions in each session.

Who Should Attend: This series is perfect for corporate programs, utilizing project teams from multiple plant sites or for individual plants seeking a guide to improving their asset reliability. The key benefit is the networking and sharing of experiences with the fellow class participants, either at a corporate level or between union and non-union organizations across facilities and manufacturing environments.

For more information, contact Tammi Pickett at 843-814-3795 or tpickett@peopleandprocesses.com.

http://bit.ly/PeopleMRM

To register:

www.peopleandprocesses.com/.../cart.php

Forum Post: Re: Maintenance and Reliability for Managers - 4 Part Series June 14-16, 2011 Florida

Don Fitchett — Thu, 10 Nov 2011 05:16:00 GMT

Tammi (& People and Processes) are always providing such great resources. Thanks

Forum Post: Maintenance and Reliability for Managers - 4 part series

Tammi Pickett — Tue, 18 Jan 2011 17:36:00 GMT

Knoxville, TN

1.Feb. 23-25, 2011

2. May 3-5, 2011

3. Jul. 26-28, 2011

4. Sep. 13-15, 2011

8.4 CEUs

A comprehensive 4 part series highlighting the A to Z of Maintenance and Reliability to help reduce costs and drive equipment reliability across the organization.

For more information, contact me at 843-814-3795 or tpickett@peopleandprocesses.com.

Forum Post: Maintenance Planning and Scheduling

Tammi Pickett — Tue, 18 Jan 2011 17:34:00 GMT

Knoxville TN

Feb. 21-22, 2011

1.4 CEUs

Why Plan and Schedule, roles, Planning concepts,Scheduling approaches, measuring to improve, & continuous improvement processes.

For more information, contact me at 843-814-3795 or tpickett@peopleandprocesses.com.

Forum: Training Discussions

Anonymous — Wed, 22 Dec 2010 17:51:00 GMT

This forum is designed to create dialogue among facility, maintenance, and engineering managers — not sales and marketing professionals. Managers can share their experiences related to training with their colleagues.

Forum: Training Products & Services Marketing

Anonymous — Wed, 22 Dec 2010 17:51:00 GMT

This forum is designed for managers seeking out promotional materials related to training. This is the only forum in which manufacturers and service providers should participate.

Files: Training Media

Anonymous — Wed, 22 Dec 2010 17:50:00 GMT

Forum: Training

Anonymous — Wed, 22 Dec 2010 15:39:00 GMT

Forum Post: Re: Related Courses

Angela Lewis — Mon, 22 Nov 2010 20:01:00 GMT

If you are interested in a Facility Management degree, check out the EuroFM or North American Facility Management Degree guides.

There are also several on-line programs.

North American FM Degree guide: http://www.ifmafoundation.org/scholarships/na_fmguide.cfm

EuroFM Degree guide: I have a PDF I can send you... contact me if interested. (Can't find a good link through a quick Google search right now).

Angela

Forum Post: How do you want your training delivered?

MajorMark — Fri, 12 Nov 2010 22:17:00 GMT

In my years in this industry, I have learned that continual exposure to training is essential to success. With the varied types of equipment, power sources and technologies that we are deluged with daily, no one person is capable of remembering all of the key aspects of each variable we are charged with maintaining or managing. There are many sorts of training opportunities available for us to participate in. From brief lectures, multiple-day hands-on seminars, DVD's, books, tapes, to on-line forums and webinars, we are all faced with many choices. Does watching a recorded presentation enable us to troubleshoot a complex technical issue, or should our learning be enriched through interaction with an instructor and/or peers?

I have always held that people learn more through their fingertips than they do through their eyes and ears; meaning that I prefer a hands-on opportunity to learn above all other methods of delivery. Does that make me different from the rest of the world?

I'm hoping that you'll share some of your personal perspectives in answering the question posed here. As a strong advocate for continuing education, I look forward to hearing from you.

Never stop learning!

Forum Post: How do you want training delivered?

MajorMark — Fri, 12 Nov 2010 22:12:00 GMT

I'm hoping that you'll share some of your personal perspectives in answering the question posed here. As a strong advocate for continuing education, I look forward to hearing from you.

Never stop learning!

Forum Post: Re: Looking for Education

Steve — Tue, 02 Nov 2010 13:56:00 GMT

Check out BOMI.edu for a look at their SMA program. It is a little more involved than 2 or 3 days but it is great training and recognized industry wide. When you finish the courses you will receive a designation and diploma for your efforts adding to your credentials/experience.

National Association of Power Engineers is another resource. Google them in your area.

Lastly, some area colleges offer good courses for what you are looking for.

Good hunting!

Forum Post: Effective Maintenance Means Higher Efficiencies - Training Helps

MajorMark — Tue, 19 Oct 2010 18:06:00 GMT

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Plant operators, building maintenance personnel and service technicians are continually faced with the convergence of the many technologies that are currently employed to operate our buildings' mechanical systems. From emerging wireless technologies, the millennial integration of electronic systems, all the way back to the pneumatic schemes of the 1940's, 50's & 60's, we expect our staffs to maintain all of these systems within operational standards at all time.

With the cacophony that is "automatic building controls", it's a good idea to allow your personnel to participate in refresher courses from time to time. Encouraging your staff to participate in training helps to demonstrate YOUR interest in their performance. It demonstrates to them that you understand their workload, and are willing to help them to stay on top of their game, technologically speaking. Of course there's the added benefit of the higher efficiencies you'll realize as result of their ability to interface, at a higher level, with your mechanical and electrical systems. Now, we're talking true green!!

Here are a couple of opportunities for your staffs to dip in to the well of knowledge of a couple of different controls technologies: https://www.neccdelivers.com/trainingscheduleREG.asp.

Consider sending them. Don't ever hesitate to invest in their continued education. Your investment will pay you great dividends.

Forum Post: Re: How to get started toward LEED certification

neda — Thu, 16 Sep 2010 19:31:00 GMT

If you're interested in certifying your existing building, there are a couple things you will want to think about before getting starting.

There are several prerequisites and requirements that LEED requires before a building can even attempt certification. These are Minimum Program Requirements (MPRs) and Prerequisites.

For example, one of the MPRs are that your building has to be at least 50% occupied. More information on MPRs can be found at this link: http://www.usgbc.org/ShowFile.aspx?DocumentID=6715

Also, a few important prerequisites to consider are: is your building Energy Star rated at or above a 69 score? How much water are your plumbing fixtures consuming and is the owner wiling to invest capital for a retrofit? I would suggest going through the scorecard provided by the USGBC to see where you building stands, and what needs to be pursued to go for certification. Here is the link to the scorecard: http://www.usgbc.org/ShowFile.aspx?DocumentID=5722

If you have any questions, I would be happy to help. You can email me at neda@theleedingedge.com

Forum Post: Create a learning organization, just take time to consider how people learn by Jeff Shiver, CMRP, CPMM

Tammi Pickett — Fri, 10 Sep 2010 18:01:00 GMT

Before you attempt to ask people to learn something new, you should take a few minutes to diagnose their needs and how they might learn best. See, not everyone learns the same way, at the same rate, or has the same background or experiences that you do. At the end of the day, you aren’t the one learning, they are. Let me share a few experiences with you to highlight the point.

I’m often asked to engage with individuals or groups in a coaching fashion to help them address or overcome some issue that the organization is facing. It was during one of these sessions that I was sitting with two front-line supervisors that were discussing the lack of motivation of some of their team. As a side note, when supervision and leadership issues like this come up, I always try to get people to look in the mirror first; a moment of reflection to see if they themselves are the issue. Anyway, they went on to cite how they had developed a ton of procedural documentation that existed in the computer. They complained that the people would not go and pull up the information to facilitate the job and errors were being made. Probing later in the conversation, I asked how the team handled email activities. Basically not at all was the reply. One laughed and recalled a story about one of their reports recently getting an email from his daughter. He threw up his hands and asked the Supervisor how he could reply back to her. The Supervisor short on time and knowing the level of difficultly required to effectively answer, simply told him to “call Susan”, the worker’s daughter. He was implying for him to pick up the phone. The worker looked at the computer and loudly told the computer to “call Susan” expecting fully that the computer would allow him to respond to her email in that fashion. True story! And this supervisor is the same one expecting that gentleman to open procedures constantly to do the job and without training to improve those skills. While the individual most definitely can learn, it will not happen overnight.

Back when I was a practitioner (which was only a very few years ago, mind you), I worked beside individuals who were every effective at doing the same repetitive types of maintenance and production jobs every day. Talking with them, you would have assumed that they had at least a high school education. In the end, some did and some didn’t but that didn’t take away from the fact that that they were hard workers. I started noticing that some individuals tended to distance themselves from computers and manuals as an example. When I started digging deeper, I found out that they could not READ. No these were not old-timers; one was in his mid-30’s and a high school graduate. They were masters at hiding what most would consider a handicap in today’s society. They had learned to adapt and survive. You can image how that impacted their ability to take on new tasks or learn from equipment manuals when a new machine came in. When they completed a work order, you didn’t expect much detail in the closing statements. As a side bar, when things like this are discovered; you really need to work with Human Resources to help the individuals raise their skills in these areas.

Separately, there are a surprising number of people with learning disabilities; many of whom were never diagnosed at an early age. Learning disabilities are problems that affect the brain’s ability to receive, process, analyze, or store information. There are many different types. It’s never too late to seek out help. One supervisor I know shared that his children struggled keeping up in school until he learned of their disability. He spends thousands of dollars every year in special learning programs designed to teach those with the disabilities on how to better comprehend the material. It really paid off for his children. I know of one mechanic who is great on his tools but really struggles with reading documents. When you give the individual a document with a lot of text, the words reverse themselves when he attempts to read it. As such, he doesn’t do well on tests as an example and it’s hindered his ability to advance in the workplace.

I encourage you to create a learning organization. Just keep in mind that not everyone learns the same way or at the same speed so take a few minutes to consider your methods prior to starting. Put processes in place to measure the results and allow people the opportunity to apply what they learned immediately.

What other recommendations do you have in creating a learning organization or addressing how people learn?

Forum Post: Re: Continued Education - so many paths!

Don Fitchett — Fri, 09 Jul 2010 15:55:00 GMT

I agree, slashing trainign budget is just as bad as letting go 20+ year experienced employees. They are just shooting them selves in the foot, worsning the company's ability to compete. And I am not just saying that becuase I work for an industrial trainign provider.

Forum Post: Re: industrial maintenance training instructors needed

Don Fitchett — Fri, 09 Jul 2010 15:47:00 GMT

Hi Jed: Have you considered sub-contracting out to other industrial training companies? Like our company could handle your PLC training needs for you.

Forum Post: Re: Electrical Training?

Don Fitchett — Fri, 09 Jul 2010 15:43:00 GMT

Not sure about facility managers, but their maintenance staff should be interested in electrical training.