Reference no: EM133335013

Case Study: By its nature, the railroad industry can be a dangerous one in which to work. Consequently, railway workers must be equipped with the knowledge, tools, focus, and skills to work safely. At BNSF Railway, safety is of the utmost importance. As new hires come on board, BNSF provides training through multiple methods, including on-the-job training in the field with input from experienced employee mentors and safety assistants or safety coordinators. Formal training is provided for many positions at the company's Technical Training Center (TTC) in Overland Park, Kansas, as well as in the field.

Newly hired conductors at BNSF, for example, have an interim period before they are officially hired. Candidates must successfully respond to a panel interview. During the interview, BNSF's interviewers communicate the challenges of working for a railroad, along with BNSF's safety vision. Candidates also must pass safety and rules exams, and complete either a 13- or 15-week intensive training program (depending on the location), which includes both classroom and on-the-job training. The program culminates in a final exam that, when passed, qualifies students as conductors.

United Transportation Union (UTU) training coordinators help with the first week of training and pair students with experienced conductors who mentor students during the on-the-job training segment. Once the new hires are paired, the experienced conductors play a significant role in conductor training, teaching 9 to 10 weeks of the 13- to 15-week program. "I particularly focus on deadly decisions-and consequences of at-risk behaviors," says one of the UTU's training coordinators.

To further integrate a new conductor, a division's UTU training coordinators provide enhanced safety training specific to the conductor's location. This includes an overview of the local terrain and environmental extremes that a potential employee is likely to encounter. In Montana, for example, trainers help employees understand the challenges of operating through the mountains and in winter conditions.

Of course, the training at BNSF isn't just for new hires. For those on a managerial track, the company offers mentoring, safety leadership training, and an annual company-wide initiative called "People Leader Training." It is designed to develop the leadership capabilities of employees via a competitive railroad simulation and a 12-week online program that utilizes case studies, social learning, and gamification principles. BNSF also cross-trains its transportation trainers. They become qualified to train locomotive engineers and conductors, as well as provide training on simulators and rules and remote train control. This effectively increases BNSF's training capacity while also expanding individual trainers' areas of specialty.

Question: What methods does BNSF use as part of its comprehensive training system for new hires? How do the methods differ for employees on a managerial track?