How to Evaluate Internal Resources for Training

Q

QAMTY

#1
Hi all

When providing training to our people, normally we hire an external company
The chosen company was selected as supplier based on 7.4.1 ("Evaluate suppliers based on the ability to supply products...") we also re-evaluate this company in order to be sure it is complying with our requirements.
But in the case of provide technical training to our people by internal people, basically is to teach/share technical skills for manufacturing practices.
Is it needed to evaluate our internal workers (although they are not a formal trainers)? they are workers who will share knowledge based on a powerpint presentation.
We will apply an exam, in oder to ensure th effectiveness.
Are there special requirements to comply with versus 7.4.1 (ISO 9001 2008)?

Thanks for your advice.
 
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ganglai

Registered Visitor
#2
Hi my two cents here.
competence assessment can be based on experience, qualification and training when assessing competency of employees.
It can be applied to competence assessment for trainers as well. The trainer can be trained by another competent personnel to gain the competence, or be competent because of his/her own experience and knowledge, or the qualification / licence he /she has.

Happy to learn more on this topic.
 
Q

QAMTY

#4
Thanks Howste
In this case, we only needd to teach technical practices to manage an equipment.
In your opinion what is needed to have in control in this issue?
Maybe to update the competence records for the trainee?
And do we need to apply an exam to ensure the effectiveness even if it is very simple and short training (3 hours )?
Thanks again
 

AMIT BALLAL

Trusted Information Resource
#5
Thanks Howste
In this case, we only needd to teach technical practices to manage an equipment.
In your opinion what is needed to have in control in this issue?
Maybe to update the competence records for the trainee?
And do we need to apply an exam to ensure the effectiveness even if it is very simple and short training (3 hours )?
Thanks again
You can identify the trainers based on their competence, no need to maintain any records (Except their competence matrix, records of education, trainings and experience certificates). If you want, you can just add competence of giving training on the skills he possess in that internal trainer's competence matrix (Optional).

Determining effectiveness of every training is required and essential. Otherwise we won't be able to know whether the training really fulfilled our objective.


Having an exam can be one of the technique for measuring effectiveness of training. Its upto you how you determine effectiveness of training.

It can be through Q&A session at the end of training / throughout the training, based on participation of trainee in training, feedback from his immediate supervisor/boss about the effectiveness of training, based on feedback from trainer and trainee, etc.

Most effective method is to check how he implemented the training (Based on feedback from his senior / by verifying physically / by checking actual records of implementation (If any)).

I hope it helps!

:2cents:

Thanks,
Amit
 
#6
In our company is not just about the trainers effectiveness in delivering the training and test at the end of it

Its the ongoing effectiveness outside the classroom

Have just watched us go through same issue on our re accreditation for ISO

  • The Lead auditors was linking the training to findings from internal audits of the department using the machines
  • how the line managers checked that the training was effective in the workplace, were CAPAs or non conformances raised in relation to the misuse, etc
  • Did line management watch the staff use or perform the task to check they were following the correct procedures
This was the hardest part for us to demonstrate true effectiveness
 
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