Training and Coaching Strategies

Transcription

1 Training and Coaching Strategies Mikael Söderman, VTEC Roderick Hoek, DAF 18 November, 2010 Mikael Söderman, Volvo Technology

2 Why Driver eco-coaching Drivers for Environment Climate change, peak oil Climate change, political power Customer needs, legislation Fuel costs, legislation Employer s demand, do a good job Employer s demand, do a good job Stakeholders The public Politics and authorities Truck/vehicle manufacturer Transport business The fleet manager The driver

3 Driving forces Energy demand Energy supply

4 Long term effects The positive effects of a technical system decrease as the users tend to go back to their previous behaviour. Additional non-technical factors are needed to maintain the positive effect. Effect Desired curve Human factors Managerial and organisational factors Not desired curve Introduction of a Ecodriving system Time

5 Bottom-up Prerequisites Cooperative technology Technology factors Managerial factors Cooperative technology: Means to integrate several different system with each other. They compile data and give direct feedback to drivers and back office. Technology factors: Means to support the training and improve the results. Managerial factors: how the work (of change) is managed in terms of goals, roles, responsibilities, incentives, resources, budget, process etc. Human factors Human factors: Understanding peoples resources and capacities, i.e. physical, mental, cognitive and behavioural properties. These factors are the basic prerequisites for the training strategies.

6 Why are we doing this? How are we going to do it? What measures what methods? Goals and Purpose Organisation Data and Communication Process Anchor the project in the organisation Incentives programs Set up the training program Theoretical education Practical training Review the work Set up new goals and challenges Continuous training and education Introduction Phase Feasibility study Information phase Education and Training phase Follow-up Summary

7 Pre-trip training Driving behaviour Best driving on route Target values for trips: litres/tonkm Idling, coasting, brake usage, number of stops Average speed Situational training On-trip training Compares driving behaviour with target values Direct, constructive & individual feedback Pro-active feedback Coaching on factors that drivers can affect! Post-trip training Compilation of performance & data Success rates, target values Make data available for drivers & company leaders Post trip data returned to the pre trip phase Fleet manager training Eco-routing system E-horizon Pre-trip On-Trip Post-trip Back-Office

8 Green routing Communication flow ecomove system Traffic management On-board Direct feedback and instructions to driver Log data Back office Fleet manager The driver Continuous feedback Incentives, training, new goals etc. Back-office Report Compilations of driving data; target values, mean values, other drivers etc. Areas of improvements for each driver, supporting actions etc.

9 Driver Coaching Strategy according to eco-driving skills Usage of systems Back-office systems On-board Ecocoaching system Vehicle performance information Tips while driving On-board HMI/GUI Incentives, motivation Training Personal, regular follow-up reports Challenging Goals On-board systems Drivers Eco-driving skills

10 Goals on different levels Individual level: Job performances, rewards, working environment etc. Organisational level: Business and financial matters, e.g. fuel cost savings. Global level: Environmental issues, e.g. reduce the emissions of CO 2 (due to climate change).

11 Goal strategy Fuel & CO 2 Service & maintenance Wear & tear Vehicle damages Goods damages Year 1 Year 2 Year 3 Year 4 Year 5

12 Individual and group dynamics Individuals compared within groups Groups compared between groups

13 Performance and consequences Show the effects from the drivers performance as direct and concrete as possible On-trip Post-trip Show the positive consequences: Individual level Group level Company level

14 Managing Change Vision + Skills + Incentives + Resources + Action plan = Change Skills + Incentives + Resources + Action plan = Confusion Vision + Incentives + Resources + Action plan = Anxiety Vision + Skills + Resources + Action plan = Resistance Vision + Skills + Incentives + Action plan = Frustration Vision + Skills + Incentives + Resources = Treadmill

15 Thank You! 08 June, 2011