Hi,

I have query regarding clause no 6.2.2 Competence awareness and training.

During 2008 - 2009 fiscal year we have not conducted any training but we have identified and records are maintained by the HR Dept.

But during 1st serveillance audit, auditors have raised NC. The NC details are as follows:

Training calender not followed. No training carried out since April 2008. Training for _______________ employee was not identified and not provided inspite of the remarks given in the Pre Employment Form.


How should I go about this? Please help me out in this regard.

What are the parameters to be considered while preparing Training calender, and if anbody has a sample of a Training Calender and the Evaluation of Training effectiveness reports for reference, please send me.

Please do the needful in this regard.

Kind Regards,

Basavaraj Hongal
QA Coordinator

Welcome to the Cove! :bigwave:

I looked at the list of related links at the bottom of the page and thought this thread (http://elsmar.com/Forums/showthread.php?t=25512) thread might help.

The thread has two links in it: one to another thread, and another to a list of attachments that was found by clicking on the Post Attachments List (green button in the header) and searching using key words audit schedule. Training schedules are similar.

Using these search methods you may be able to find answers to your next questions more quickly.

What are the parameters to be considered while preparing Training calender

Before you prepare your training calendar, you must first analyze if all of the employees in your organization have the competency do be doing the job they are doing. If you determine that employee X must have Y course or Z ability, then it should be identified in a training plan/calendar.

see 6.2.2 a) and b)

It sounds to me like your pre employement form is implying employees will have training per your training calander. We use job descriptions to identify knowledge skills and abilities needed. If we hire someone that is lacking in any of these they are signed up for training. We dont have a "calander". Hope this helps.

There is no specification for a training calendar in the schedule, so if you've been given an NC over a training calendar and a lack of adherence to it, you must have it written into your QMS. Perhaps the employee's pre-employment form remarks, and the lack of training followup is what got you into trouble.

By the standard, employees are to be competent on the basis of appropriate education, training, skills, and experience. You have to determine the required competencies for your employees for the work to be performed that affects your product's quality, and how you intend to have them meet this competency (whether hiring them into the company as already meeting/exceeding your requirements or hiring them in and then training them to meet your requirements. You should have records on the employees, in either of these 2 cases.). You also have to evaluate the effectiveness of this. If the action is not sufficient, you have to take further action, like additional education/training, record this, and evaluate its effectiveness. You also have to make personnel aware of the relevance and importance of their activities and how they contribute to the achievement of your quality objectives.

You can do the above in any way you desire, as long as it fulfills the standard's obligations. We don't have a training calendar, per se. Potential employees are hired in, based on our pre-employment requirements, and then given any additional training/education we deem necessary for them to achieve the desired competence for the position(s). That is documented with training forms and employee evaluations during training. Once they are deemed competent by management, they are released to the occupation, and further evaluation is captured under our Plant Rules book and disciplinary action (we are a union shop, and formal employee evaluations, after coming into the union, are verboten). If an employee transfers across departments, they must be trained and evaluated for that department. All this is captured in records. For new employees, and then on an annual basis, there is also mandatory safety training and education on the company QMS and the relevance and importance of each employee's work activities for the company's QMS, objectives, and customers. Also records on this activity.

That's how we set it up for our QMS, and it works very well. YMMV. In any case, if you documented that a new employee was hired in and was scheduled to receive X training, and you have no records of this training or its effectiveness, you have a major NC, I would think. To fix it, set it up where your employees ARE getting the desired training, ARE evaluated, ARE made aware of the relevance and importance of their activities and their contribution to the achievement of quality objectives, and all of this IS documented.

Joe

In our organization no training have been conducted but we have planned the training for the employeres. So in this case what should we need to do?

You should have a process for how training will be done for new employees...your management review notes can reflect how you are going to get current employees up to date. The main thing is to document what they are trained on and have them sign.
Effectiveness of the training can be determined by testing/ observation of the trainer/ audit results/ or whatever type of determination it is that your company decides should be used. Just have it documented.

Get rid of the calendar and focus on competence development. You can give folks 1000 hours of training, but if I were to audit you and determine that people cannot demonstrate the ability to apply their education, knowledge and/or skills you'll be doing a corrective action.

You're looking the wrong way

Hi Folks,

I think Randy is right here. Training can be based on many things but ideally should be on risk and benefit to an organisation (as this should bring in the greatest productivity and therefore money!).

You are making a rod for your own back having such a regimented system. There are many ways to do this without allowing an auditor the opportunity and dare I say excuse to find something.