I am currently reviewing my company's training program and I also just finished reviewing an excellent thread here regarding position descriptions for training.
HOWEVER.....let me back the cart up one moment. Does anybody have any suggestions or comments regarding how to determine positions/titles in the first place? (he asks as he throws the meat out to the piranhas )
When I started the training program a while back, I asked employees to define their titles for the tasks they perform and a brief job description. It's amazing how pomp and circumstance some people made their positions. I guess it is somewhat encouraging to note that no one used "King" or "Emperor" in their title although there were a few that came close.
Would using the philosophy of, 'Use titles and organize positions similar to what you would do if you were placing a want-ad', be too simplistic?
We are a small company where people wear many hats. Should position title/descriptions be down to the nth detail? (I have a feeling somebody is going to say "Keep it simple and do what works for you").
Also should positions such as "Security Manager" and "Benefits Manager" be included seeing they are not directly part of the quality system?
The bottom line is my training system is not working well and is performed to meet the ISO requirement versus actually used for value. IMHO it is too bogged down in detail and needs to be simplified.
That's my story and I'm sticking to it. Okay people, let me have it
HOWEVER.....let me back the cart up one moment. Does anybody have any suggestions or comments regarding how to determine positions/titles in the first place? (he asks as he throws the meat out to the piranhas )
When I started the training program a while back, I asked employees to define their titles for the tasks they perform and a brief job description. It's amazing how pomp and circumstance some people made their positions. I guess it is somewhat encouraging to note that no one used "King" or "Emperor" in their title although there were a few that came close.
Would using the philosophy of, 'Use titles and organize positions similar to what you would do if you were placing a want-ad', be too simplistic?
We are a small company where people wear many hats. Should position title/descriptions be down to the nth detail? (I have a feeling somebody is going to say "Keep it simple and do what works for you").
Also should positions such as "Security Manager" and "Benefits Manager" be included seeing they are not directly part of the quality system?
The bottom line is my training system is not working well and is performed to meet the ISO requirement versus actually used for value. IMHO it is too bogged down in detail and needs to be simplified.
That's my story and I'm sticking to it. Okay people, let me have it