What to do and how to do it
The following key actions will help you develop your training programme:
Carry out a training needs analysis
Look at the roles of the key personnel identified in previous steps to help you identify what kind of training is needed on an individual basis. Through job descriptions, records and interviews you can identify the current skills of the individuals and compare these with the skills required to carry out the role satisfactorily. In this way you can identify the training needs.
Define your training objectives
Decide the target areas for training and who needs to be trained. This may include specialist training in particular plant, equipment or systems such as M&T. Managers may also need to be trained in aspects such as including energy in purchasing criteria, and even external contractors may require training.
Develop training programme and materials
Training may be carried out in a number of ways. These range from formal ‘classroom’ training to on-the-job training. Also decide whether it is to be delivered by in-house staff or external suppliers.
Carry out training
If you have a Personnel section, then they may be able to help or if there is a Training section, even better. They could provide help on facilities, materials and administrative aspects such as maintaining records of the training.
Evaluate the outcome
Evaluation methods include: feedback questionnaires or examinations, observations or inspections; interviews with staff; and monitoring of performance on-site.
Tip: include energy knowledge in staff recruitment criteria.
Tip: try to build on existing training and include energy aspects in other areas such as quality control or health and safety.
Possible problems and how to deal with them
Starting from scratch
Build on existing knowledge rather than starting from scratch. This will also help employees to take new knowledge on board, and avoid conflict with what they already know. Find out individuals’ expectations for the training and try to tailor the training to meet these. Participative training or self-directed learning will have more chance of success.
Badly defined training needs
Training needs that are badly defined will result in training delivered at an inappropriate level for the audience. Training needs analysis is crucial to establishing the correct training level and forms the basis for the whole programme. This analysis also audits existing knowledge upon which to build - as outlined above.
How long does it take to complete this step?
Your training programme is likely to be an ongoing process, however, this depends on your training aims and objectives. Preparing a training course can take several weeks and delivery can be spread over a number of days, depending on the type of training.
How do I know when I have completed this step?
This Step is completed when:
- Responsibility for managing training programme has been assigned and a training plan has been developed.
- Key personnel have been identified for training.
- Training needs analysis has been carried out.
- Training programme has been established that addresses the knowledge and skills needed to achieve energy savings in key areas.
- Delivery of courses has been carried out.
- Training has been evaluated and training needs are periodically reviewed.
What do I do next?
Feedback the monitored results of savings projects to management for input into the review of Energy MAP. Carry out a post-project evaluation for reinforcing the process of continuous improvement within your organisation.
Once personnel have been trained, the next step is to start cutting energy use by including criteria for minimising energy use when designing, purchasing, operating and maintaining significant energy users.