MAPS-Capital Region: Training for Triumph – Unleashing Excellence in GxP Manufacturing

This event, hosted by the WIB-Capital Region Career Mentorship, Advisors, Peers, and Sponsorship (MAPS) team, focused on the importance of effective GxP (Good Practice) training in the manufacturing sector. The event featured a presentation by Sneha Saggurthi, who emphasized the transformation of training from a perceived low-return investment to a crucial element in maintaining high standards and preventing errors.

Key Highlights

1. Initial Perceptions of GxP Training
   • Common initial views include seeing training as a time-consuming necessity with minimal ROI.
   • The reality is that inadequate training can lead to misunderstandings, mistakes, and safety incidents.
2. Building a Strong GxP Training Program
   • Stages of Training:
     • Stage 1: Onboarding/New Hire Orientation.
     • Stage 2: Technical Training.
     • Stage 3: Upskill/Developmental Training.
   • Tailored Training Approach:
     • Customized to specific departments and job roles.
     • Implemented through Learning Management Systems (LMS) for record-keeping and compliance.
3. 30/60/90 Day Plans
   • Structured training plans to ensure timely and relevant training.
   • Aligns training completion with job role priorities and sets clear expectations for new hires.
4. Training Methods
   • Computer-Based Training (CBTs): Efficient but risks low engagement.
   • Instructor-Led Courses (ILCs): Interactive but less flexible.
   • On-the-Job Training (OJTs): High retention but resource-intensive.
5. Voice of the Customer (VOC)
   • Engaging stakeholders to tailor training programs based on feedback and needs.
   • Using the Kano Model to prioritize training features that can either meet basic expectations or exceed them to delight users.
6. New Hire Orientation (NHO)
   • Establishing a strong first impression and integrating new employees into the company's culture.
   • Essential components include IT setup, HR onboarding, and an introduction to company processes and expectations.
7. Technical and Upskill Training
   • Emphasizing hands-on and process-based training for job-specific skills.
   • Continuous learning and development opportunities to expand employee competencies.
   • Integration of soft skills and leadership training to foster a holistic development approach.
8. Qualified Trainer Program
   • Development of effective trainers through structured programs.
   • Focus on adult learning principles, communication skills, and practical training scenarios.
9. Community Resources
   • Highlighting local resources like biotech boot camps and training institutes to support ongoing employee development.

Conclusion: The event underscored the importance of a well-structured, responsive training program that adapts to the needs of both the employees and the organization. By leveraging various training methods and tailoring programs to specific roles and feedback, companies can enhance their operational excellence and employee satisfaction.

Submitted by Sarah Boynton