With the new comes new resposibilities.... I've been asked to look into revising our training program and establishing a new training matrix. Does any one have any examples I could look at?

Thanks and Happy New Years!!

Al40

With the new comes new resposibilities.... I've been asked to look into revising our training program and establishing a new training matrix. Does any one have any examples I could look at?

Thanks and Happy New Years!!

Al40

Hi Al40,

Welcome to your new role and wish you the very best :agree1:

You can have a look at Single Post View (http://elsmar.com/Forums/showpost.php?p=137831&postcount=18), where there is a wonderful colorful matrix. This is part of the Parent Thread (http://elsmar.com/Forums/showthread.php?t=14731&page=1), and has many references to the training system.

You could also use the SEARCH function to get any additional information.

how robust does the system need to be?
how many employees?
how many training subjects?

We have about 130 employees and a lot of subjects we train on.
We use this database at the core of our system:
SBS Training Database (http://www.download.com/3000-2064_4-10778240.html)
It works great, it's inexpensive ($300.00), and the guy who designed it is very helpful and accessible.

We even tap into it with Crystal Reports and put training searches on out company intranet for all managers to look at.

Of course there's a lot more to a training system than the database, but this is a start.

I find training to be a big issue in our organization too. Most companies can demonstrate that they do training but do not have any quantitative measurements to show its effectiveness.

I would love to see just one good system that showed training was planned based on some objective quantitative evidence and quantitative effectiveness results of the conducted training.

My staff and I have been revising our training program for almost a year now and I still think it’s ineffective.

With the new comes new resposibilities.... I've been asked to look into revising our training program and establishing a new training matrix. Does any one have any examples I could look at?

Thanks and Happy New Years!!

Al40Ajit recommended a good thread. :agree:

I never met a single matrix or piece of software that meets all the needs as well as it should. A matrix works fine to show training was done - but it doesn't have enough information to establish competency. Competency involves at least these two critical factors:

1. How you know what training a given person needs to perform.
2. How you know the training provided the needed ability for satisfying performance.

I would like to add this thread (http://elsmar.com/Forums/showthread.php?t=24079&highlight=training+matrix) for you to look at.

1. How do you know what training is needed? A sit-down with the manager should include a review of skills updates since a job has changed or a person is reassigned. Make a checklist of that and assign targets. Use that checklist to help plan the training activities. Do you "grow" management? A long-range plan for grooming a promising employee would include, for example, a Masters degree or Carnegie training plus project management classes, or a professional certificate.

2. That same sit down should include an airing of the manager's expectations, and an understanding of how that would be recorded. A good employee evaluation can serve nicely. The evaluation should be developed in advance, and shown to the employee so he/she knows what the expectations are. If you also measure cost of quality, that's good too - as long as you can show the training had a direct impact. Job performance, such as cycle time and number of errors resulting in some kind of rework, is also quantitatively measurable and can be linked to costs.

Training is all about human performance development. A good program will address and show supportive evidence for that.