Original Broadcast Date: Wednesday November 19, 2015
The people and the skills they develop are the greatest asset of any organization. Lab managers have the responsibility and the need to understand the skill inventory of the staff, match the needed skills to the demands on the lab, and plan appropriate development activities to enable the staff to reach their potential. Using tools such as a coverage matrix, skill matrix, training plan, risk matrix, and people development plan, lab managers can find the right balance of skills, training, and development to position their lab for long term business success.
Key points to be covered:
- Data driven skills analysis process
- Skill risk analysis
- Business potential for different skills
- Cross-training to build skills
Scott Hanton earned a BS in chemistry from Michigan State University and a PhD in physical chemistry from the University of Wisconsin-Madison. After graduation he joined the Analytical Science Department at Air Products and Chemicals, Inc. in Allentown, PA. In a 20 year career at Air Products, Scott had research roles in laser science and mass spectrometry, and lab management roles progressing from lab supervisor to section manager. Scott is now the chief scientist and laboratory operations manager for the Intertek laboratory in Allentown, PA.