ISO 9001 - Training Record Content Requirements

[swappyd]

Help!

I'm right in the middle of trying to put 9001 in where we work.

Many of the Senior Managers want ISO but without the box ticking.(read without having to do anything)

Also We are going for the Design section of the standard as that may have a bearing on answer..

With regards to training records what actually needs to be on it?

It has been pointed out that some functions e.g finance & procurement have been recruited for their skills and are not likley to require further training do these people need records?

Do the design team need a record to show with their previous experience and degrees / Phd's are competant?

It has taken me three years to get this far so I really want to see this through to teh end!

Thanks

 

[Michael_M]

Training can be shown through 'training records' or by job title (so long as the job title shows the requirements).

I am not sure if this answers your question fully, but might get you started.

 

[Mikishots]

Help!

I'm right in the middle of trying to put 9001 in where we work.

Many of the Senior Managers want ISO but without the box ticking.(read without having to do anything)

Also We are going for the Design section of the standard as that may have a bearing on answer..

With regards to training records what actually needs to be on it?

It has been pointed out that some functions e.g finance & procurement have been recruited for their skills and are not likley to require further training do these people need records?

Do the design team need a record to show with their previous experience and degrees / Phd's are competant?

It has taken me three years to get this far so I really want to see this through to teh end!

Thanks

Yout training records would show how the staff member is deemed to be competent to the requirements set out in the role accountability (or job description). If the role accountability requires degrees, then you need to show this.

 

[Sidney Vianna]

It has been pointed out that some functions e.g finance & procurement have been recruited for their skills and are not likley to require further training do these people need records?

Do the design team need a record to show with their previous experience and degrees / Phd's are competant?

The standard requires people to be competent for their respective functions. Training is ONLY required if it assists with the establishment of competence. Academic education and qualification MIGHT be a (typically self imposed) requirement for certain positions that affect product conformity. IF THAT is the case, your organization should have the records (e.g. diplomas, transcripts, etc.) and evidence to attest that the individuals performing in that capacity have the proper qualifications.

 

[Big Jim]

In Support of Sidney's post, you are better of thinking "competency" rather than "training".

The first basic requirement is that people need to be competent.

Second, is that the organization needs to determine what those competency requirements are. That is often shown on a job description but it can be as simple as a list of skills (competencies) needed for each position. This includes anyone that is either directly or indirectly involved with product quality (pretty much everyone).

Third, you need to show how those competencies were acquired or achieved. This is where training often comes in, often even on-the-job training.

Fourth and Lastly, you need to keep records of how the competencies have been met.

For long term employees that were already there when implementing a quality management system for the first time, a widely accepted practice is to "grandfather" them in, saving the need to try to re-construct training records. This practice does not relieve you of determining what competencies are needed though. For that you still need something like job descriptions or competency lists.

Management personnel, particularly upper management seldom learn the needed skills from on-the-job training. For those competencies, you are likely to need job applications, resumes, diplomas, certificates, and the like. These are the things that show up on job descriptions for topics like education requirements and job experience.

There is usually some sort of mix of competency records, with shop level employees tending to be mostly on-the-job training and and management mostly from past experience and education.

I hope this helps.

 

[krishkaar]

Training Records generally include:
Name of the employee
Designation
training topics
date attended
Duration
Feedback given by trainee
Assessment by Trainer
Training effectiveness- as per the procedure in the QMS document(s)
Anyother relevant info.

The idea of a Training record is to compile the details so-as-to assist in assessing the competency analysis at the end of a prescribed period.
This will also help in drawing further training required if any as per the Gap Analysis-Required vs acquired'.