Evaluating Training Effectiveness - 6.2.2 Competence, Awareness and Training

[Douglas E. Purdy]

In the Process of Developing (MIND MAPS)

I am interested to learn how some companies are evaluating the effectiveness of training in respect to the new requirement in ISO9000:2000.
We have always monitored the effectiveness of external training, but only on the "effectiveness" of the training course and not on the actual "effectiveness" of the training in regards to the employees and the benefits recieved.
I look forward to the input.

Here are two Mind Maps reflecting our Human Resources Development (HRD) and Competency Standards. Right now we are not looking to include the Job Classification Scales for Hourly or Salary nor are we including Performance Reviews. We are only identifying the skills, tasks, and/or operations that hourly employees are responsible to perform / execute and determining their competency status via the competency standards we have identified. The evaluation with the employee during their Competency-Performance Training will be documented on a Competency Profile, an idea I took from a Forum Contributor.

Doug

 

[Raffy]

Thank You

Hi Guys,

Thank you for the attached files.

 

[upliftpro]

Re: 6.2.2 Competence, awareness and training - Evaluating the Effectiveness of Traini

I have never posted before but i am a loyal fan of the site.I thank all members for their input it has really has elevated my understanding of ISO requirements.

 

[DrM2u]

Re: 6.2.2 Competence, awareness and training - Evaluating the Effectiveness of Traini

Anyone with some ISD (Instructions Systems Design) background can tell you that the effectiveness of the training program is usually evaluated at four levels:

Level 1: training program: trainee feedback about likes and dislikes related to the training program itself (content, method of presentation, teacher, manuals, pace, logistics, etc); says nothing about training effectiveness

Level 2: transfer of knowledge: evaluates what the attendees have learned in the program; it is usually administered before and immediately after the training to compare/quantify knowledge before and after (the usual test at the end); indicator of short-term training effectiveness only

Level 3: application of knowledge: evaluates the implementation and application of knowledge to practice; usually evaluated at 2 wks, 1 mo, 3 mo, etc via visual observation of the learner aplying the knowledge; a good indicator of longer term training effectiveness

Level 4: impact on organization; evaluated after a longer period of time to measure the impact of the new knowledge on the whole organization; used to justify the investment and quantify the ROI for training; not many organizations go to this level; probably the best indicator of training effectiveness

I hope this helps. I'll be happy to elaborate on this or on identifying training needs if needed.

 

[DrM2u]

Re: TS 16949 Training - HR in charge - Need help!

I work in HR in an automotive company we are now starting to implement TS16949. I am having a hard time getting started. I'm responsible for training (competence, awareness etc) section. I am also in charge of employee motivation. If you have anything that will help me get started pls. post it as an attachment. I am looking for any forms, flowcharts work instruction (training on the job), training procedure. I know it will help me to get started. Thanks a million.

I have posted in the http://elsmar.com/Forums/fileslist.php a form titled 'Job Description - blank' that I use to identify the duties, responsibilities, authorities & necessary knowledge for specific jobs. I hope it helps.

 

[AndyN]

Re: 6.2.2 Competence, awareness and training - Evaluating the Effectiveness of Traini

How does it support competencies? There's often too much time and effort expended on training, when 'competency' should have been the focus, first, before diagnosing that someone needs training...

This is often lost on folks, because it's too easy to say "You/We/I need training.."

 

[upliftpro]

Re: 6.2.2 Competence, awareness and training - Evaluating the Effectiveness of Traini

View attachment compentencies checklist.pdf

View attachment Competency and Skills Assessment Record[1].pdf

View attachment COMP CHECKLIST.pdf see if this helps

 

[Sam Lazzara]

Re: 6.2.2 Competence, awareness and training - Evaluating the Effectiveness of Traini

I have developed a training record form (attached) that has check-boxes for the trainer to record leading and lagging indicators of training effectiveness.

The leading indicators are on the left, and lagging indicators are on the right.

By leading indicators, I mean indicators that can assessed at the time the training is performed.
By lagging indicators, I mean indicators that can be assessed AFTER the training is performed, via other quality system controls.

You will notice that 2 boxes are pre-checked since I think they always should apply (at least for in-house employees). Other boxes can be checked as applicable.

Sam Lazzara

 

[DrM2u]

Re: 6.2.2 Competence, awareness and training - Evaluating the Effectiveness of Traini

How does it support competencies? There's often too much time and effort expended on training, when 'competency' should have been the focus, first, before diagnosing that someone needs training...

This is often lost on folks, because it's too easy to say "You/We/I need training.."

:truce: The OP's question was about methods to measure or quantify effectiveness of training, not methods for training needs analysis.

I agree that a competency assessment should precede any training intervention in order to identify an employees level of qualification and the training needs. The needs can vary from individual to individual or can be common to a group, depending on what triggers the need (i.e. new job duties, new technology, etc). A competency assessment should also follow the training event in order to measure any changes in knowledge or qualifications (a.k.a. training effectiveness). It is up to the organization to decide when to perform the new assessment (see Level 2 & Level 3 in my previous post).

 

[Raffy]

hi everyone,
we are planning to be re-certified to ts16949 by April 2010, however, our training on the said updates was put on hold, now my concern is "Does non-training to the transition course for TS16949: 2009 will be a nonconformity against us?" because we are having some problem in justifying the need for the said transition course. Or do we really need to attend to the said transition course? Can we do it ourselves, by studying the requirements of the standard through brainstorming and try to interpret it using our common knowledge? please advise.
With regard to Clause 6.2.2 Competence, Training and Awareness, will these non attendance to the said training course be charged against that requirement? please advise.
thank you very much in advance for the usual prompt attention you will give this request.
best regards,
raffy