SCORE GHANAILO-STCCI CONFERENCE

Kwamina Amoasi-AndohNational Programme Manager

ILO SCORE Ghanaandoh@ilo.org ; 0244 321 186

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- Sustaining Competitive and Responsible Enterprises

INTERNATIONAL LABOUR ORGANISATION (ILO)-A UN Agency which works with the Tripartite partners of member states to provide Decent Employment to its citizens.

Key Strategic Objectives

EMPLOYMENT CREATION

Labour Standards

Social Protection

Social Dialogue

Decent Work

Opportunities for women and men to obtain employment in conditions of freedom, equality, equity, and in a human dignity.

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What is SCORE

• SCORE means Sustaining Competitive and Responsible Enterprise.

• SCORE Training is the processes a qualified or certified SCORE Trainer facilitate and coach enterprises to undergo training in the SCORE Training Methodology.

• The processes involves classroom facilitation and onsite coaching at the enterprise level for the application and implementation of the SCORE Methodology.

What is the SCORE Trainer Training Programme?

• The SCORE Trainer Training Programme is the processes to equip qualified Business Service Providers, specialized in specific areas and experienced, with the SCORE Training Methodology to be able to facilitate and coach enterprises to undergo SCORE Training.

• A potential SCORE Trainer needs minimum qualifications and experience to go through the processes of Trainer Selection, Training and Certification to become a fully qualified SCORE Trainer.

EMPLOYMENT-Enterprise Development

The World Economic Crisis

Lost of jobs and unemployment especially the Youth

SMEs create 80-90% of employment in most countries

Many SMEs are closing down

Need to Build Capacities of SMEs to be Competitive, sustaining and responsible to create and retain more jobs

SCORE is an ILO Strategy to address the problem.

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Objectives of SCORE Training

• ILO Employment Statistics are showing increasing gap between the rate at which countries are creating and sustaining jobs and the rate at which job seekers are entering the labour market

• The difference is Unemployment and underemployment• Youth unemployment is increasing with its associated insecurity in

the world of work• ILO has developed over the years several job creation and

employment sustaining programmes to assist member States to create jobs for their citizens.

• The SCORE Training Methodology combines several of such ILO interventions in a 5-Modular Training Programme aimed to assist SMEs to grow, sustain and remain in their value-chain to create decent jobs

Based on past & present ILO programmes on LMC, working conditions and productivity

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Higher productivity and a better place to work – An ILO action manual, 1988

SIYB, EYB, IWEB & OSH Programmes (WISE etc.) since the 90ies

Programme for the Promotion of Management and Labour Cooperation (PROMALCO) in the Caribbean, 2001-2005

Factory Improvement Programme (FIP) in Asia, 2001 – 08 (Better Factories/Better Work)

CSR in the Chinese textile industry, 2008-09

ILC Conclusions on the Promotion of Sustainable Enterprises (2007)

R189 Job Creation in SMEs (1998)

Who Qualifies for SCORE?SMEs are the Target for SCORE Training• SMEs are the main job providers in the world responsible for 80-90% of

decent jobs in developing and the developed countries respectively.• SCORE therefore targets the main providers of jobs in the world – SMEs

especially those with Good Management, having potential for growth, and employing about 50-300 employees

• SCORE Training originally applied to SMEs in Manufacturing but the Modules are now being modified to apply to the Service and other Industries

• SCORE Training applies the Demand-Driven approach and management of SMEs are required to adopt the SCORE Methodology as part of management processes to reap the maximum benefits

• Several SMEs in a Cluster in a location or operating in a Value-Chain in a geographical location turn to be very successful with SCORE Training.

A modular training programme

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Module 1: Workplace Cooperation

Module 4: Managing the Human Resoureces

Module 3: Productivity and Cleaner Production

Module 2: Product Quality Management

Module 5: Safety and Health at work: A platform for productivity

Module 1: Workplace cooperation A foundation for business success

By the end of the module, you will be able to:

Understand workplace cooperation and its role in enterprise improvement

Implement steps to improve workplace cooperation through:• Better communications and information sharing

• Enterprise improvement teams

• Continuous improvement

• 5S Kaizen initiatives for workplace improvement

Establish a systematic approach to enterprise improvements and track progress through the use of KPIs

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Module 2: Quality Management Managing Continuous Improvement

By the end of the module, you will be able to:

Apply key quality concepts in TQM

Set quality goals for your business

Promote a quality assurance culture

Use different tools to analyze and solve quality problems

Increase customer satisfaction by:o reducing production defects

o enhancing product and service quality

o delivering on time

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Module 3: Productivity through Cleaner Production

By the end of the module, you will be able to:

Explain productivity and cleaner production and their importance to enterprise improvement.

Complete cleaner production assessments to identify CP opportunities and select options for improvement.

Implement CP actions using methods such as Kaizen, 5S, visual controls, right-sizing of equipment and containers, and total productive maintenance.

Measure and track improvements in workplace productivity and environmental waste and risk reduction.

Successfully integrate CP into enterprise operations and continue to improve productivity over time.

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Module 4: HR Management

By the end of the module, you will be able to:

Identify gaps in current and future HR needs

Explain how good HRM matters for productivity and quality

Implement structured procedures and policies that support an effective HR system regarding the HR Cycle:

o recruitment, induction and training

o compensation & promotion

o discipline and dismissal

o non-discrimination policy

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Module 5: The ILO OSHE at the Work Place Train on Basic OSHE Management System

o OSHE Policy formulation

o Identify hazards, assess risks, develop and implement controls

o Identify relevant legal and other requirements, i.e. industry standards, rules and regulations, ILO Conventions and ensure compliance

o Report, investigate incidents/accidents, identify the causes and implement corrective/preventive actions

o Regularly evaluate overall performance of the OSHE MS through regular site inspections, internal audits and management reviews

Develop OSHE Projects and implement them

Report Results: Templates, Before and after Pictures

SCORE Training process

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FactoryAssessment

Classroomtraining

½ day assessment visit to understandthe state of the factory

2 day classroom training to introduceadvanced manufacturing practices

Enterprise visits

Enterprise visits to assist factories to develop and implement good practices by coaches

8 w

eeks

How to carry out SCORE Training Programme in Enterprises

• Application to participate in SCORE Training received

• Enterprise Walk-through to verify the legibility of an enterprise

• Brief the CEO to understand the SCORE Methodology and benefits to support the training

• Conduct the Baseline Visit (Visit 0)

• Conduct the two-day Classroom Training on the Module content with exercises

• Conduct Factory Visit1 and train the EIT to develop their EIP

• Conduct factory Visits 2-4 to consult, coach and train the EIT to implement the EIP

• Report results to CEO and ILO and/or the Implementation Association supervising the Training

Certification processes for potential SCORE Trainers

Trainer Application and CV

Trainer Selection: Use the Trainer Selection Form which requires basic qualifications and experience with points awarded using the Trainer CV

Trainer Performance at the TOT is also evaluated and awarded using a developed template

Trainer performance at the Enterprise Training and Reports are also evaluated using a developed template

The results of these 4-steps evaluation are used to certify trainers as SCORE Qualified Trainers

Core Elements of SCORE Training- The Trainer as Coach and Facilitator

The Trainer is the Change Agent in SCORE Training. A competent Trainer working with cooperating management and willing workers produce good results

The trainer facilitates the training of the EIT to understand the SCORE Methodology and how to apply them in the enterprise

The trainer coaches management and workers at the enterprise toscore continuous improvement

The trainer can also serve as a consultant to management on specific issues that he/she has the competencies

Trainers with background qualifications and experience in Production, Quality, OSHE and HR tend to become very good trainers in these Modules.

Core Elements of SCORE Training- Enterprise Improvements Teams

The Enterprise Improvement Team (EIT) is a group deliberately put together composed of workers, supervisors and management to work for the continuous improvement of the enterprise based on the SCORE Methodology

The EIT Leads in the implementation of the Enterprise Improvement Plan (EIP)

Shares learning from SCORE classroom training with other workers

Meets on a regular basis (weekly) to

o Monitor EIP implementation

o Solve obstacles and problems

o Encourage team work

Key factors for EIT success

Leadership & management

support

Membershipstability

Training

Paid time

Recognizingachievements

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SCORE relies on methodologies tested and refined in many countries

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China - A knitting firm

introduced anti-

discrimination policies and

transparent hiring practices

Results: Improved morale

and reduced absenteeism

by 12%

Sri Lanka - A garment

factory introduces 5S

and quality assurance

Results: 50% reduction

in defects in 4 month

and improvements in

staff motivation

Vietnam - A factory

producing steel structures

established factory

improvement teams

Results: Raw material

wastage decreased by

60%, on-time delivery

increased by 24% within 9

months

Productivity improvements

allowed for wage increases

by 40%

India – A metal works

firm implements

production changes

Results: scrap materials

reduced by 80%

Indonesia – An auto-

parts firm reduces

defects by 50% in 3

months

Rationale behind SCORE

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For example

• Increased profitability

where workplaces are safe,

wages are paid in time, and

workers can raise concerns

• Increased productivity

where workers receive

basic training

• Decreased productivity

where workers are

concerned with verbal

abuse

• Compliance strengthens

relations with buyers and

brings more attractive

business

Fortune 500 companies

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238 of 500 largest companies in the world in 2004 did NOT appear on the same list of 2014. 48% turnover in just a decade!

2014 list

Even the largest companies with vast resources at their disposal struggle to remain competitive over an extended period of time.

Rank Company

1 Wal-Mart

2 Royal Dutch Shell

3 Sinopec

4 China Petroleum Corporation

5 Exxon Mobil

6 BP

7 State Grid Corporation China

8 Volkswagen

9 Toyota

10 Glencore

Rank Company

1 Wal-Mart

2 Exxon Mobil

3 General Motors

4 Ford Motors

5 General Electric

6 Chevron Texaco

7 Conoco-Phillips

8 Citigroup

9 IBM

10 AIG

2004 list

Sekondi Takoradi Chamber of Commerce and Industry Collaboration

GEISCon 2015

Selection of STCCI as ILO Collaborator and Partner

MOU

Trained 12 Trainers for Western and Central Regions

Trained 17 Enterprises with STCCI in Central and Western Regions

15 of the Enterprises have been vey successful in implementing their Enterprise Improvement Plans EIP

Certification today for Module 1 of SCORE Methodology24

SOME BASIC RESULTS FROM GHANA

SCORE has operated in Ghana for the last 5 years and 120 Enterprises are trained; 109 have implemented their EIPs with the following results:

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Improved Worker-Management cooperation,

reduction of defects 38% on average

Reduction in Wastes 42%

Implemented 5S in all the 109 enterprises

Reducing cost 25% on average

Increased in Productivity averaging 18%

Changed managements’ negative attitudes towards

workers

RESULTS CONT….

Increased Employment averaging 25%

Employees and managements are happier

due to Workplace Cooperation

Changed worker attitudes towards work

and responsibility

Mainstreamed Gender at the Work place

of the enterprises26

SCORE

THANK YOU

FOR YOUR ATTENTION

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