Setting up of Group Training Procedure accordance with ISO/TS requirements

I

Isocyanate

#1
Good morning! :)

We are 8 Business Units that have decided to merge our Training Procedures into a Group training Procedure. All units are audited invidually by our certification auditing body. We are part of an OEM , some being 2nd tier others 1st tier. (i.e some are ISO 9001 and we are ISO/TS). We would like to formualte a generic Training Procedure (natually our manufacturing processes are different and this would be customised in certain aspects) . However, (to stop beating around the bush.. sorry) I need to set up a Training Procedure. What are the basic requirements that need to be reflected on this. We are going to use the same forms& verification checklists etc in order to streamline this. The idea is that the Auditors can audit the procedure once. Our HR is responsible for this- but this has now fallen in the hands of the Quality Department so we've decided to " take the bull by the horns".

Advice anyone?

Cheers
Isocyanate
 
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qusys

Trusted Information Resource
#2
The procedure, that is one the 7 mandatory for ISO TS, shall address all the clauses of the par. 6 of the standard. My advice is to do the procedure to support your complex organization for the training process rather than to satisfy the auditor.
Another my suggestion could be to map the procedure to identify inout, output of the process, support and linked process, key performance indicator and so on.This will help you to improvethe process and better individuate eventual disconnects point in the relations with other process or inside the same.:bigwave:
Write to me a privatemsg if you want me to share with you some procedure
 

Jen Kirley

Quality and Auditing Expert
Staff member
Admin
#3
Are your 8 Business Units going to be registered to the same standard?

TS has the unique requirement of verifying competency; how that's done has been the subject of many discussions on the Cove. I did a search of the post attachments list (see the green button in the header?) using the key words "training procedure" and came up with this list. Each is within a thread on the subject that you may enjoy reviewing.

I hope this helps!
 
#4
Good morning! :)

We are 8 Business Units that have decided to merge our Training Procedures into a Group training Procedure. All units are audited invidually by our certification auditing body. We are part of an OEM , some being 2nd tier others 1st tier. (i.e some are ISO 9001 and we are ISO/TS). We would like to formualte a generic Training Procedure (natually our manufacturing processes are different and this would be customised in certain aspects) . However, (to stop beating around the bush.. sorry) I need to set up a Training Procedure. What are the basic requirements that need to be reflected on this. We are going to use the same forms& verification checklists etc in order to streamline this. The idea is that the Auditors can audit the procedure once. Our HR is responsible for this- but this has now fallen in the hands of the Quality Department so we've decided to " take the bull by the horns".

Advice anyone?

Cheers
Isocyanate
Are we talking about how training is identified and delivered, the creation of individuals' training records - or the bigger picture from identification of competency requirements, through the above?

As Jennifer correctly states, the emphasis is now on meeting competency requirements which, from the vocab. document ISO 9000, is defined as "The demonstrated ability to apply skills and knowledge".

As with anything like this, it's far better to map the actual process, with help from those responsible. Capture the actual system, forms etc., before you make any changes to commonize and standardize the 8 units' methods. That way you will see the differences/improvements and shared activities.

Don't forget that there's three basic requirements to have people competent:

1. What they must know to be a good corporate citizen (HR, Health/safety/etc).
2. What they must know to be good at their job.
3. What they could know for job enrichment.
 
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