MSD Education Center
MSD Education Center
Purpose and Overview of the Education Center
Aerospace & Defense Systems/Safety Systems Company, has for a long time been involved in pyrotechnic devices. The company applies this expertise in the development, manufacturing, and sales of products such as inflators for automobile airbags and micro gas generators for seatbelt pretensioners (PGG), and it conducts its business operations on a global scale. Its manufacturing style is more what’s referred to as “assembly-based;” this is very different from the style applied in chemical plant manufacturing, which is known as “process-based.”
The Daicel Safety Systems (DSS) Human Development Center was established as a facility specialized in the development of human resources for assembly-based manufacturing. To keep pace with its globally expanding operations, it became a function of the company’s headquarters in 2018, when it was renamed the MSD Education Center. Also, it plays an integral role in developing the human resources who drive the growth of the Safety Systems business.
The Kanji characters used in its Japanese name signify the following intentions:
1. Collaborate across organizational and regional boundaries and grow together
2. All employees regardless of rank help each other to reach new heights together
3. Provide learning opportunities for those who provide training and those who receive training
The MSD Education Center focuses on the following four missions based on these aspirations as well as the Group’s human resource policy entitled, “People are the Foundation for Our Success,” a belief in the infinite power of our human resources and the Group’s reliance on realizing the full potential of this power.
Human Resource Development for DSS-style Manufacturing
DSS manufactures inflators for automobile airbags, and the Harima Plant is its primary manufacturing site in Japan. Under its motto, “Safety and Quality,” the company strives to strengthen and grow its manufacturing capability while basing its activities on these goals: 1) build an automated assembly line for highly efficient manufacturing, 2) develop multi-skilled workers for a flexible production line, and 3) leverage the latest IoT technology for an integrated management system. The company is therefore focused on developing human resources who contribute to achieving these goals.
The MSD Education Center has established its own structure for educational programs, including (1) position-specific programs such as training for new employees, operators, supervisors, and leaders; (2) specialized programs encompassing manufacturing knowledge and skills specific to each job type; and (3) development of certification or qualification systems for specialized or key processes.The educational programs cover the knowledge and skills required for manufacturing processes, including standard procedures based on TPS (Toyota Production System), IE (Industrial Engineering), statistical quality control, problem-solving skills, and equipment maintenance. Trainees acquire this knowledge and the related knowledge and skills through classroom lectures and hands-on experience.
In addition to the standard training rooms, we have three specialized rooms for these lectures: Assembly Dojo, Maintenance Dojo, and Safety Dojo. We use the term “Dojo” to encourage participants to view these facilities as places where they can deepen self-awareness and develop the discipline necessary for independently acquiring and practicing the targeted skills.
This dojo provides training for inflator assembly and also develops trainers for this process. New employees and contractors receive training here using simulation devices as part of their onboarding process. This ensures they have the standard level of knowledge and skills before engaging in production line operations, thus ensuring safety, quality, and operability. In addition, the space is equipped with various simulation devices, each tailored for specific product types and procedures. The devices are used to develop multi-skilled workers and contribute toward building a flexible production line. The dojo also provides training and certifications for operator trainers as well as certifications for critical roles such as visual inspectors, among other services. It consists of a lecture area for classroom lectures and a practice area, equipped with simulators and focused on practical application lectures. In short, this is a place where trainees not only can acquire new knowledge and skills but also receive certifications.。
The focus in this dojo is on the knowledge and skills required for facility maintenance. Trainees are offered basic information about electrical and mechanical engineering as well as practical application lectures on machining processes such as drilling and tapping, electrical wiring, soldering, and sequence programs.
Two types of training are conducted. The Line-Keeper Development Program (six months) is intended to train key maintenance persons for the manufacturing division. The Machine-Keeper Development Program (ten days) helps trainees develop their daily maintenance knowledge and gives them troubleshooting skills for common problems.
In the final phases of the Line-Keeper Development Program, trainees create end-to-end processes from scratch, assembling a training device from component parts, creating a sequence program for the device, and confirming its operation. Through the exercise, they learn about the focus areas for adjusting devices and acquire the practical skills for maintaining them.
In addition, trainees also go through other exercises, such as troubleshooting for intentionally introduced failures in simulation devices and teaching X-Y robots and multiple axis robots. Through these exercises, the dojo passes on the knowledge and skills to the next generation and improves facility maintenance competency.
The focus here is on safety, and training at the dojo is part of the site training for the Harima Plant. It is offered to everyone working there, including approximately 1,600 people such as employees, contractors, and Group company employees. A total of 10,000 people have attended the training since its launch in May 2017.
The Safety Dojo works toward these goals: 1) provide a sacred place where trainees learn from past incidents and gain self-discipline, 2) provide opportunities for trainees to become accustomed to factory rules and regulations, and 3) enable trainees to cultivate their awareness and accurate understanding of safety.
The dojo consists of two areas: one where materials and photos of past incidents at Harima plants are exhibited, and a training area with simulators where trainees attend lectures. There are five zones in the training area: 1) the factory rule zone, where trainees get accustomed to factory rules such as those related to customary greetings, dress codes, and pointing-and-calling procedures; 2) the basic behavior zone, where trainees learn safety basics using simulators that replicate the experience of risks; 3) the operation zone, 4) the practice zone, and 5) the safety pledge zone, where trainees chant the safety slogan.
Since the business site handles explosives, the dojo is equipped with devices that simulate explosions caused by static electricity. Trainees learn about the risks of these situations and the importance of removing electrostatic charges. The dojo is also equipped with devices that simulate entanglements, residual air pressure, and ascending or descending stairs.
During the sessions, trainees are divided into 105 teams, each consisting of 20 people, and each team is led by an instructor. Rather than trying to explain difficult concepts with words alone, the dojo encourages trainees to experience risks directly by using simulators and other equipment.
The goal in this dojo is to cultivate what we refer to as a “safety-first work culture” at the Harima Plant together with all of its workers. We try to achieve that by having each employee diligently conduct basic manufacturing activities, such as customary greetings and 3S (seiri (tidying), seiton (putting everything in order), and seisou (cleaning)) activities and triggering changes in their behavior. These changes ultimately become the standard and lead to a workplace free from occupational accidents.
Developing Global Talent
Aerospace & Defense and Safety Systems operates five manufacturing sites in the U.S., China, South Korea, Thailand, and Poland. While each location develops its own training and development programs, the MSD Training Center trains and certifies trainers specialized in critical processes and develops special skills to ensure that the same level of quality and safety are being incorporated into manufacturing practices worldwide.
Currently, there are 16 certified trainers across the globe, and each one trains and certifies new trainers locally at the various business sites.
Daicel Safety Systems (Jiangsu) Co., Ltd. (DSSC) in China, the largest manufacturing site, completed building their new training center in February 2019 and the four dojos (safety, quality, maintenance, and assembly) have launched their education programs. The dojos of Daicel Safety Systems Europe Sp. z o.o. (DSSE) in Poland are also scheduled to be completed in April 2019. We conduct training and development programs that are tailored to local cultures and the size of each business site based on the principle of safety and quality assurance and with the same Daicel Spirit.