Training Competency and Effectiveness Documentation

[Nav]

OK, how are folks dealing with the HR standard 6.2.2 and the documentation/effectiveness of training? I am a training shop of two (Me and I) and I want to do this this right but if someone has a good, yet simple, process I would love to hear about it. We are using AS400 Optimum for our personnel system, but Access or some other data base tool could be an option.



Thanks

[HFowler]

Nav,

We use ABRA software for our personnel system, but you're right, an Access database would also work if you have time to develop something.

Job descriptions will help us:
a) determine the necessary competence ...

We maintain a record of training provided.

We have discussed 2 or 3 different ways to:
c) evaluate the effectiveness of action taken.

Depending on the action taken:
- an exam could be given after training,
- defect trends could be monitored, or
- although more subjective, evaluation of effectiveness could be noted as part of an employee's performance appraisal.

Anyway, you'll get plenty of ideas here,
Welcome to the Cove Forums.

Best Regards,
Hank Fowler

Originally posted by Nav
:
OK, how are folks dealing with the HR standard 6.2.2 and the documentation/effectiveness of training?

Nav,

Do a search with the word "Competency". There's a lot of threads about it. Then do a search with the word "Training". There's tons of stuff on training. Upper right hand corner of your screen, just in case you didn't know. I use it all the time, before I let these experts have a whack at me.

[Jamie]

We have implemented a lot of the things Hank has.

We have Job Descriptions for Administrative, Management and Engineering personnel and for Production personnel we have Job Training Checklists that they have to complete once hired.

Any training completed after the hired date is recorded on an Employee Training Record and maintained in that personnel file. Depending upon the training the employee may be tested. Most effectiveness is verified and recorded on our Performance Appraisals at the employee's annual review. Our internal Auditors do not have access to completed performance appraisal forms. When an outisde auditor comes in they'll be there for him/her.

[db]

quote:
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Originally posted by Nav
:
OK, how are folks dealing with the HR standard 6.2.2 and the documentation/effectiveness of training?

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Where is the documentation of effectiveness requirement? c) says “evaluate the effectiveness of the actions taken”, and e) requires you to maintain records of education, training, skills and experience” One could argue that the documentation of effectiveness of training is built in, but I don’t see it that way. If I have a competency need and fill that need by either hiring, or training, the evaluation might be nothing more than keeping the person on that job (or removing them from that job).

Job descriptions will help identify the competency requirements (maybe), and a formal Skills Management Process might help meet all of the requirements, but for small organizations, you do not have to add any additional loads to your documentation. Even records, the key word there is “appropriate”. I would not generate any additional records just to satisfy the auditor. If your system is working, don’t constrict it with additional requirements that are not there.

All of course IMHO

[E Wall]

Originally posted by Nav ...OK, how are folks dealing with the HR standard 6.2.2 and the documentation/effectiveness of training?...

At our company: For each position here we have a skills and qualification requirement form used during hiring evaluations and annual performance reviews. For Manufacturing positions this is then followed up by OTJ training which includes training evaluation by both the area supervisor, the training coordinator, and the new employee. For other positions - it is less structured. The manager over positions is responsible for detailing the goals for his/her staff and annual evaluations of performance to those goals (as well as any specified by the employee).

We also use an Access database for employee history, including a training section which can be used to track by either subject/training class {facilitator, date held, who attended, synopsis} or by employee {what training they had and when}. This has been effective for us.

Eileen

[emgall]

We're a small organization, less than 50 people, that fears any additional paperwork like the plague.

We kicked around various ideas to substantiate the effectiveness of training such as post-training testing, supervisor evaluations, and others. Finally settled on an idea I picked up at a local professional society meeting where the speaker was an ISO auditor. We will use the results of internal audits to substaniate training effectiveness. Making sure that somehwere in the audit report there is a phrase such as "for those audited at this time, training in this procedure has been effective..." or "..additional training reccomended".

Note, we haven't gone through our certification audit for 9001:2000 yet, so I don't know how our auditor will view this.

[Marc]

Internal audits are one of several good sources, but I would make sure you don't limit yourself to one methodology. I doubt that internal audits alone would fly.