Job Instructions

What Is Job Instruction?

Job Instruction trains leaders how to instruct. Teaching

people new tasks is not a skill we are born with; only
through practice can we master it. Many organizations
lead with Job Instruction since it can have an immediate
impact on productivity by quickly capturing and training
the team on the one best way of doing a job.
Instruction Method
How to Instruct?
 Step 1 – Prepare the Worker

-Put the person at ease

-State the job
-Find out what the person already knows
-Get the person interest in learning the job
-Put the person in correct position
 Step 2 – Present the Operation

-Tell, show and illustrate – one IMPORTANT STEP at

a time
-Stress each KEY POINT and its reason
-Instruct clearly, completely, patiently giving no
more than they can master at one time.
 Step 3 – Try Out Performance

-Have the person do the job – correct errors

-Have the person do the job – explain key points and
reasons
-Make sure they understand. Continue until you know
they know.
 Step 4 – Follow Up

-Put on own
-Who to go to for help
-Check frequently
-Encourage questions
-coaching
 The Job Breakdown

A Job Breakdown is created before instruction is attempted. The

instructor goes to the where the job is being done and captures
the important steps, and the key points and reasons for each key
point on a Job Breakdown Form. An important step is any activity
that advances the work. Key points are any items that could make
or break the job, injure the team member, or make the work easier
to do. Capturing the reasons for the key points and using them in
the instruction helps the learner remember the key points. The
instructor also writes down all the necessary parts, tools and
materials needed to perform the job.
 The Time Table for Training
The time table for training is the most critical component for
successfully implementing the JI 4-step method of instruction.
The leader captures his area’s required tasks on the time
table. After identifying the critical tasks, he identifies the
current skill level on each task for each of his team members.
He then can identify any urgent training needs due to
employee work performance or turnover, or from schedule
compliance or changes. The leader can then determine who
to train on what task by what date, prioritizing his training
needs and ensure proper leveling of the training load.
 BenefitsofJI
BelowaresomeofthebenefitsthatusersofJIhaveenjoyedacrossallsectors–manufacturing,services,andadministrativeenvironments.Yourorganizationcanenjoythesebenefits,too.

1. A well-trained workforce on your specific tasks and processes. BenefitsofJobInstruction

2. Shortened training curve.

3. Documentation of the institutional knowledge or “tricks of the trade” for each critical
tasks.
4. Elimination/reduction of quality errors, rework and scrap due to poor or untrained people
5. Flexibility in the workforce to due multiple jobs
6. Confident leaders and trainers in your workforce
7. Involvement of experienced team members in developing new employees
8. Training new team members or experienced team members on new jobs can become a
self-sustaining process.
APPLICATIN OF GOOD HUMAN RELATIONS
 Brian Tracy, in his book
"No Excuses!: The Power of Self-Discipline,"
seven ways to make other people feel important
Principles of Good Human Relations
1. Accept people the way they are. Because most people
are judgmental and critical, to be unconditionally accepted
by another person raises that person's self esteem,
reinforces his or her self-image, and makes that person
much more likely to accept you and follow your lead.
2. Show your appreciation for others.
When you appreciate another person for anything that he or she has
done or said, they will like themselves and you more as well. The
simplest way to express appreciation is to simply say, "Thank you" for an
idea, some good feedback, time spent together, or a task they've
completed.

3. Be agreeable.
The most welcomed people in every situation are those who are
generally agreeable and positive with others. We all have bad days but
you can try! Leaders who like to be argumentative, complaining, or
disagreeable, will have a hard time building lasting relationships and
people who look up to them.
4. Show your admiration.
People invest a lot of personal emotion in their possessions, traits,
and accomplishments. When you admire something belonging to
another person, it makes them feel happy about themselves.
Everyone has positives, and it's up to you to find them. In turn, these
positives will be reflected back on you.

5. Pay attention to others.

The most powerful way to pay attention to someone is to listen
attentively first, even ask questions, before you launch into a
monologue answering every question they might never ask. Believe it
or not, before you even say a word, you will become a more
interesting and intelligent person in their opinion.
6. Never Criticize.
In business as well as personal relationships, the most harmful force of all is
destructive criticism. It lowers a person's self-esteem, makes him feel angry
and defensive, and causes him to dislike you. If your target is someone not
present, it still causes a loss of trust in you, since your listener could be the
next target.
7. Be courteous, concerned, and considerate of everyone you meet.
When you treat a person with courtesy and respect, they will value and
respect you more. By being concerned, you connect with their emotions.
It's okay to do this! Some personalities may feel uncomfortable getting in
touch with their emotions, but at least give it effort. Consideration is the
discipline to do and say things to people that are important to them.
“Live the Life of Your Dreams
When you start living the life of your dreams, there will always be obstacles,
doubters, mistakes and setbacks along the way. But with hard work,
perseverance and self-belief there is no limit to what you can achieve.”
― Roy T. Bennett, The Light in the Heart
 Job Instructions

APPLICATION OF GOOD HUMAN RELATIONS

M ARV I N P. DE LO S R EY ES , P HD

THANK YOU