Identification of Training Needs = People Performance?

qualprod

Trusted Information Resource
#1
Hi everybody

I have heard of a practice in ISO 9001 which is named " Identification of training needs" which runs yearly or a every six months, the idea is to identify needs of trainings for people.

I wonder what relationship it has with the measuring the performance of people? Which is first? the measurement and from there is gotten the needs for people who need to improve something? Can someone explain this?

Other, Does ISO 9001 requires measuring performance of people? I know it is good to have it but is it really a requirement to comply?

Thanks for your inputs
 
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AMIT BALLAL

Trusted Information Resource
#2
What ISO9001 requires is determining the competence required. Then evaluate current competence of a person and the gap between required and current competence becomes competence gap which we consider as a training need.

What we mean by competence is whether the person is able to perform the activity required (Demonstrated ability to implement knowledge and skills). Eg. Doing inspection. So, indirectly it means measuring/monitoring performance of people. If the person is not able to X activity, then it can result in a competency gap - which can be considered as a training need.
 

leftoverture

Involved In Discussions
#3
Yes, I agree with Amit. Determining competence can be done in many ways but the main thing is not to make it too complicated. We maintain a training checklist for each position, and when new technology or new methods are needed, we develop special training for those or we update the training checklists. That works for us.

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qualprod

Trusted Information Resource
#4
Thanks Amit and Leftoverture

When doing the gap competence , do I have to compare in people exactly against what I have defined as required in the job description, regarding to education, training, experience and skills?
Or could I evaluate other issues which are not included in the job description?

I noticed that in this version (2015) the standard doesn't mentions skills,

Please give some inputs, thanks
 

AMIT BALLAL

Trusted Information Resource
#5
Thanks Amit and Leftoverture

When doing the gap competence , do I have to compare in people exactly against what I have defined as required in the job description, regarding to education, training, experience and skills?
Or could I evaluate other issues which are not included in the job description?

I noticed that in this version (2015) the standard doesn't mentions skills,

Please give some inputs, thanks
Yes. 2015 version doesn't mention skills anywhere. It only asks about competence.

Why you want to do competence gap assessment for the competencies other than mentioned in Job descriptions? If those competencies are important, then why not reflect it in the job descriptions?

The person have to be competent to the job. Any approach is fine.
 

leftoverture

Involved In Discussions
#6
You need to keep your competencies up to date (they can change with new technologies,etc) and then train to them. So if to are using your job description to list the training needs (competencies) then you will need to assure a review cycle to keep those job descriptions current and then train to them. Remember to keep it simple though.
 

qualprod

Trusted Information Resource
#7
Thanks guys
Have you seen other type of evaluations?, I saw one named 360, I think they are designed for other purposes to evaluate people, most of the times, in big corporations and maybe they are managed out of a qms, please talk about this
 

leftoverture

Involved In Discussions
#8
Yes, we have used 360 evaluations here, and training needs could be a part of that, but we did not do them specifically for that purpose.

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Ninja

Looking for Reality
Trusted Information Resource
#9
Trying to combine employee performance review for advancement or raise, with training records or measurement of training effectiveness seems like a confusing, losing battle to me.

Reference to being trained to accomplish all job responsibilities, referencing training from performance review...sure.

Referencing performance review as a measure of training or training effectiveness...sounds like a lot of pain.

Being trained to do something...and actually doing it well...are not the same thing.

Doing it well requires training, but training does not necessarily lead the other way.

I would shy immediately away from combining systems for identifying training needs and people performance. They are too dissimilar, though they overlap in one area.
 

qualprod

Trusted Information Resource
#10
What is the purpose to manage it separated of ISO?and what is the purpose of the 360? What relationship it has with the detection of training?
Thanks
 
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