How to Identify the Training Needs of Personnel - 6.2.2.2 Training

M

mazura

Registered Visitor
#1
#1
Hi

Clause 6.2.2.2 Training and 6.2.2.3 Training on the Job (TS16949 requirements)

From my understanding we need to identify a process how to identify the training needs of all personnel affecting product quality.

1. From Job Description that been issued to all employees, we will identify the training needs for that personnel or department. During this stage HR will coordinate with Section Head to come out a training needs matrix for their section.

2. From that training needs matrix we will come a training plan which we will include the cost and get Managing Director to approve it.

2. Then we conduct the training. We also have identified the criteria for conducting the training.

Example : 25% - under practice, 50% - need guidance, 75% - Independent, 100% - Able to teach.

All this percentage been given to employees usually based on observation and their performance..

We also said if employees got below thatn 50%, they need to retrain within 3 months. For those achieve 75% above, will be retrain after 12 months.

3. Then we transfer all the skill into Training Skill Matrix. From that matrix Section Head will be able to see which personnel need more training or not.

This process basically is more reflect to production personnel. Do I need to include non-production personnel such as Human Resource, Finance and etc.

Kindly comment on our process so that I can improve the process.

Thanks

Mazura
 
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S

Sambasi

Involved - Posts
#2
#2
Re: How to Identify the Training Needs of Personnel

Processes such as Engineering(Maintenance), Calibration, Purchase, Stores,Sales, Marketing and HR(Training) are to included in OJT. Their activities will also affect product quality.

Finance need not be included for OJT as their activities will not affect product quality.
.
 
RoxaneB

RoxaneB

Change Agent and Data Storyteller
Super Moderator
#3
#3
Re: How to Identify the Training Needs of Personnel

I make no claims to understanding the requirements of TS, but why not include the support functions (including Finance) within the scope of training? Don't they need to be trained to ensure that proper financial processes are followed within your company?

It gets back the question of what is your organization trying to achieve? A solid business management system or merely the piece of paper on the wall that says you are registered? Is it not good business sense to detail the training for all employees?

Secondly, and I'm not criticizing your system (just curious about it), why do employees need to be retrained after 12 months? What if they still know the job, are competent and you are able to demonstrate this competency?

What if they wrote a test, or their work was examined or they were observed following the process? And if the results from this test/work/observation are satisfactory, do they honestly need to be retrained? Use your resources effectively...focus on those people that need the attention.
 
antoine.dias

antoine.dias

Quite Involved in Discussions
#4
#4
I totally agree with Roxanne. Thanks Roxanne.

On top of that it is my interpretation of the requirement that the training needs should be gathered by comparing the "achieved" competence on a certain ( part of a ) job in relation the the "required" competence.

The topic on how to document this in a competence matrix has already been discussed here several times and examples can be found in the attachment list.

Best regards,
Antoine
 
ScottK

ScottK

Not out of the crisis
Leader
Super Moderator
#5
#5
How are individual procedures tied to the training system?
Does each job description list every procedure or work instruction or policy or whatever a person needs to know?

And as far as who to train?
everyone! Even if ISO9001 focuses primarlily on production and service operations the whole company must be involved. Are there not key policies that everyone in the company must know?
Especially HR if they are the training process owners as is the case in many places.
 
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