HR?
QA?
Legal/Compliance?
Office Manager?

Should I make this a poll?

Wow, following you again.

The answer should be and is where I work, all of our supervisors and managers. Also secondary non-formal dept. leaders.

We're in a huge training push here, We've done analysis with other dept. leaders and the employees themselves on what we thought were their training gaps. Everyone has been working on the documentation to create effective work instruction so that we would have a consitent base to train from and supervisors and managers have taken their strong points and provided the training. We start with an outline of what's needed to train, tap the trainer, they then request whatever resources they need for the training session, trainer creates an overview, conducts the training session, answers questions, Gives them any and all work instructions that relate to the subject, edits their overview for what should be added or deleted, then they get together with someone who was at the training (other managers or supervisors frequently sit in to learn about others depts.) and develop a test, Someone goes out to the trainees on a one to one basis 1-2 weeks after training to test them on comprehension and retention.

That's how we've been doing it. So with us Everyone is involved.

Ultimately, our division controller because he is the boss of the hr dept. HR is charged with coordinating training needs and assisting in finding courses/trainers.

I follow along with what Brizilla is saying.

We don't define a training process. Training is part of pretty much every process we have here. It becomes an integral part of each process and is thereby addressed by the process being defined (i.e.; Product Realization, Measurement and analysis, Quality).

Dave

We label Training as a support process and the process owner is our HR Manager

We have a Training Coordinator who works directly for the Senior Manager of HR. The departments tell him what we need and when, and provide training sources as needed. He works with the local colleges and state manufacturing councils to then establish the training. He has found ways to get state funding for some of the training. Such as Six Sigma Green Belt, SPC, Lean Projects, etc.

HR in the three places that i have worked.

In my current company, it is HR while the previous was a big organization and had an exclusive Training Department, headed by a Training Manager and reporting to the Director of Operations

HR?
QA?
Legal/Compliance?
Office Manager?

Should I make this a poll?

Top management is the training process owner in my organization.
:thanks:

Top management is the training process owner in my organization.
:thanks:

Who ? GM / Director / VP ?

I have always identified HR as the Policy owner with Managers and supervisors having the responsibility to assure their departments employees are effectively trained. :)

In my company it is split - All of the DOT/OSHA regulated training is the responsiblity of the Director of Safety and Training - under him is a Director of Training and a Director of Sales Training that handle other facets of training. Much of the task/process specfic training is handled at a terminal (facility) level.

HR is the process owner. But Supervisors are the ones than provide the training.

Sounds like you have a good training process underway. Don't forget to evaluate the effectiveness of the training. Unfortunately passing a test does not necessarily mean the training was effective. the real test is how the results were implemented and what improvement was achieved. Take that type of evaluation slowly and don't be afraid of stumbling with it. Learn from it and move forward.
You've got a good start.
RickT

HR?
QA?
Legal/Compliance?
Office Manager?

Should I make this a poll?

...What if all people above did not know the process well enough ?

We have to be very careful when it comes to the process owner .. all leaders will not agree with me here I am sure but Who knows the process best is what needs to be anylised ...not whos job role it is to train someone....

If the process owner is the only one that knows the process well, what can you do ?

Who ? GM / Director / VP ?

Actually the managing director is the owner of training process, while Head of HR organize the external/ internal training (technical/ soft).
:thanks:

.....We don't define a training process. Training is part of pretty much every process we have here. It becomes an integral part of each process and is thereby addressed by the process being defined (i.e.; Product Realization, Measurement and analysis, Quality).Dave

I am with Scott on this. Most of the time, HR or Admin acts as the coordinator where training is concerned because they co-ordinate and are responsible for all admin/HR matters and files. Actual training is normally carried out by the respective departments or process owners who knows best on what to train, whom to train and when to train. Therefore, the apparent owner ie. HR/Admin is not the actual owner.

Usually each department manager is responsible for the training for their departments. Then, you will have HR who is responsible for trainings that involve all employees. Normally, someone (usually in HR) is appointed as training coordinator. The function of training coordinator is to follow up on the status of trainings (such as their sign in sheet, the effectiveness of the trainings, etc.), assist in finding trainers/trainings, schedule trainings, etc.

Taking that one step further. Since the standard requires that the training be effective, who is responsible to determine that effectiveness, the process owner or the manager/supervisor of the person/people being trained?

RickT

Director of HR owns the training process (part of resource management).

Other process owners are responsible to make sure that their resources are trained and competent, make resource assessments, develop training plans, etc.

I agree wholehartedly and would expect that to be "spelled" out in some manner in the process (or process description).

RickT