How can I demonstrate evidence and effectiveness of Corrective Action Training

Raffy

Quite Involved in Discussions
#1
Training

I had a problem on how I could demonstrate corrective action for training. Last time, we were audited and we have a nonconformance against training.

My problem is a minor nonconformance was raised. and it says " It could not be established what the basis of the annual training plan was since there was no analysis of the training needs".

Question:
1. How do define the training needs? :frust:
2. Is there any other way in identifying the training needs of an employee? :confused: :frust:
3. Would a job description for each employee could help identify training needs? How? :bigwave:
4. Do I need to revise or make a provision on our specs? Please comment.

Any feedback would be appreciated.
Thanks in advance,
Raffy
 
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E Wall

Just Me!
Super Moderator
#2
It is stricktly your call on how you define what is needed. From your post I'm gathering that either nobody sat down and discussed this or if someone did, they weren't interviewed in the audit process.

Attached is the form that we use to define our training matrix. You will see that the matrix lists Position and Training Type. We use R - Required and O - Optional when filling in the form. Every year, during employee evaluations, this form is reviewed.

This matrix is kept on file in HR and is available for viewing on our intranet. The personnel files hold actual training class dates and results.
 

Attachments

Randy

Super Moderator
#3
Eileen is right Raffy. You determine what you need and how you meet that need. Occasionally changes will have to be made because of process changes, new processes, incident reviews, whatever. Just have a system and use it.
 
R

Rick Goodson

#4
Raffy,

You can do a training needs survey of your employees by simpling putting together a form that lists types of training and a scale that measures their competence such as not required, none, somewhat, competent, very competent. The survey instrument can be assembled by a group of managers who have insight into the organizations future direction. The survey is then administered to all employees.

One of the problems with a self-survey is you may receive 'wants' instead of 'needs'. To counter that, the survey can then be reviewed by the appropriate individuals regarding whether the training is required or not. With this type of survey you need a close looped system so individuals get feedback on whether the training is to be provided and if not why.
 

Raffy

Quite Involved in Discussions
#5
Actually, we have a training needs analysis procedure.

But the problem comes out, is that I don't know how to use the form. And besides the analysis behind training. I haven't receive any training for the "Training the Trainers" Training. :frust:

That's why, I'm looking for other alternatives without touching the TNA, since I wasn't familiar with it. :confused:

If we read the standard, it doesn't says there that to identify a training needs, one must undergo a "Training the Trainer" Training. :confused:

Is there anything I can do without touching the TNA? Is "Training the Trainer" Training is the only training that I must undergo? Are there any alternatives? :bigwave:

Any feedback would be appreciated.
Thanks in advance.

Best regards,
Raffy
 
M

M Greenaway

#6
Raffy

ISO9001:2000 says that you have to define competency needs for all jobs. How or what format this takes is up to you.

Then you perform a gap analysis between the actual competence of your employees against the desired competency. From this you can determine training required.
 
#7
We are about one step in front of you on this. We have identified the skills/competencies for the jobs. We are planning to "grandfather" (PC - "Grandparent") our existing workers. The question has been asked, "How long is the trainng good for?" If I train someone in Feb. and then they don't work that particular machine for six months are they still qualified? I know some of you may say it is what ever you establish as the standard. :vfunny:

That's well and fine, but what are people using to support their position on what you are establishing as the time frame? Or are we going too far?

Just as another piece. We are adding to our appraisals a competency statement section.

Thanks :bigwave:
 
#8
Training has no time limits. The requirement is that people are competent. If after six months of not doing a job, I can still do it, then I'm competent, and no further training may be required. On the other hand, if after six months, I can no longer do the job, then re-training may be required. Also, I may need re-training, and you may not! Take the focus off training and put it on competency! The question is not a training issue, but a performance issue!
 
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