Reducing human error, increasing performance efficiencies and minimising operating costs will be some of the topics that will be highlighted during AUSPACK 2009 . tna will showcase the ROFLO 3 transfer and distribution system.
The tna ROFLO 3 transfer and distribution system delivers better results with few modules. By reducing the number of modules, energy costs are reduced and detrimental impact on the environment is minimised. Initial outlay and footprints costs are also lower.
The design of the tna ROFLO 3 transfer and distribution system has sustainability features that make it environmentally conscious and saves user’s money. On standard tna ROFLO 3 modules, no compressed air is used. The tna ROFLO 3 transfer and distribution system also utilises an auto-stand-by feature when product is not present, which again reduces utility costs.
According to Shayne De la Force, Chief Marketing Officer, tna’s ROFLO 3 transfer and distribution system takes a greener approach to product transfer and distribution through its low energy consumption, lower ownership/maintenance needs and costs, smaller physical space requirement, and reduction of product loss and breakage.
The tna ROFLO 3 transfer and distribution system reduces the cost of ownership for its users as the same transfer and distribution volume can be achieved with fewer modules, reduced product breakage and fewer down-stream systems. This leads to footprint, product and capital savings. Talsico will showcase their process picture maps and GoalOriented learning methodologies and tools during AUSPACK 2009.
According to Talsico, PPMs are recognition tools that can be used to replace lengthy procedural documents by using the documentation design such as clustering information, symbols and pictures.
Talsico observe that humans can only read up to four pages of instructional text before they start losing concentration and begin skimming pages. This impacts reading effectiveness. People believe that they have ‘read it’ when in fact they have only skimmed it. Information can be misinterpreted and/or read out of context.
Goal oriented learning is a structured on-the-job learning system that captures corporate knowledge, skills and behaviour and provides a process to transfer and check learning. It is based on research detailing how people learn effectively in the workplace.
Talsico observe that the two key elements of goal oriented learning are learning units and the feedback process. A learning unit identifies through learning outcomes what competent persons must be able to do, explain or exhibit in order to do the part of their jobs covered by the learning unit. The learning unit links all the resources people can use to acquire the skill or knowledge identified in the learning outcomes. The feedback process checks and corrects people as they work through the learning unit.