Slide 45 of 200

Note that there are different types of training. You must address all types. The ‘typical’ Big Five are:
Orientation - Basics given when someone starts their employment.

On-The-Job - An example would be training on how to run a machine.
Systems / Procedure Changes - Whenever a procedure or system is trained, this has to be ‘communicated’.
Individual Needs - Generally training which will help in the future. An example would be managers training for someone
Elective

Records: No records, it never happened. Training records and their control is absolutely a top priority and will, not maybe, WIL be assessed during the registration and subsequent audits.

On The Job

Individual Needs Assessments

Determine Job

Affecting Quality

Determine Qualifications

and/or Training Necessary

To Perform Job

Training Needs

Documented

Document

Requirements

In Job Description

& Job Posting

OJT - New Hire Schedule

Employee

Trained?

Assign New or

Existing Employee

To Job

Trains Employee

No

Employee Performs

Assigned Job

Determine Individual

Training Needs

Departmental Manager

Updates

Training Record

Yes

Employee

Scheduled For

And Attends

Training

Employee

Trained?

No

Yes

Yearly

Review

Department

Manager

Supervisor

Supervisor

Supervisor Or Specialist

Not all systems are manufacturing systems. There are many support systems which you may be auditing as well.

Example Training System - A Support System

The Juran Trilogy	The Deming PDCA Cycle	QMS Implementation	FMEA Information	APQP Information
Auditing Information	8-D Problem Solving	Statistics	Error Proofing (Poka Yoke)	Brainstorming
Identifying Waste	Pull Systems	Lead Time Reduction	Planned Maintenance	Quick Setup
Discovering Change	Process Capability - Cp vs. Cpk	Histogram Animation	Process Loop Animation	Taguchi Loss Function
		Fishbone / Cause and Effects Animation

All Y'All Come Back Now, Y' Hear?

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