What are some ways to demonstrate Effectiveness of Training?

#21
I couldn't justify making it more complex than it is, based on one aspect - that of internal auditor training - which has apparently failed. For the vast majority of businesses, all over the world, someone can define competencies for those who do work affecting product/service quality. In which case it is just as simple and I laid out.

In the case of internal audits, which aren't institutional to the vast majority of businesses, there are few providers who know what internal auditor training should be. A significant proportion of training is nothing more than external auditor type training. Often, the training is delivered and modelled on what the trainer sees CB auditors doing. Even the accreditors of such training don't fully understand the difference (or if they do, it's not apparent in their approval of the materials). And, of course, many, many CB auditors don't see anything wrong when they got the same type of training... This is a far more complex situation than determining competency for a shop floor operator, in manufacturing, for example...
 
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bobdoering

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#22
It really is fairly simple:

You define required competencies for people to do a job
You have those people demonstrate their competencies
If some areas are lacking, you decide what to do about it, including training
When the training is done, the person demonstrates their (newly found) competency

It's not rocket science, people...
I am sure if that was the case, there would not be such a renewed interest in this, as in AITF 16949. Generally, they glom onto things that have been an ongoing issue and add more requirements to address them.
 

bobdoering

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#23
I intentionally didn’t speak of measuring the effectiveness of training in general, but of that of specific training instances. Every training instance is just an act, it’s not supposed to be an all-encompassing mission. It’s objectives are what you define them to be. If you define easily-measurable objectives, it will be easy to measure and then determine whether the act was effective.
And that is the rub. Define a measure that is adequate for objective evidence that the training is effective. People are looking for such benchmarks to move their training into standards compliance.
 
#24
I am sure if that was the case, there would not be such a renewed interest in this, as in AITF 16949. Generally, they glom onto things that have been an ongoing issue and add more requirements to address them.
It seems to me that IATF 16949 (off topic though this is) has become a "dumping ground" for lots of issues affecting the auto industry which aren't strictly product quality. I'm not aware that training has come in for special treatment, has it?
 

Ronen E

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#25
You can't really look at the training in isolation to determine effectiveness -- ie; a test or something.
Yes you can, and I think you should. It’s easier (and more effective ;)) to set the building blocks right first. If you don’t do it, and you later have a problem, how will you know where it stems from? Go back to investigate the basics?... Then why not do it upfront?

You should take it one step further and look at the application of that training to the persons job.
That’s probably right, but as you said it - that’s the “next step”.
 
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Ronen E

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#26
I don't know. Annual reviews are a convenient time to document competency issues. But in reality, I would hope, that "review" is on going. I mean we generally know who is good at what and who needs improvement in areas as we do our daily job. So if a person is floundering at a particular task, I would hope the evaluation and training (or whatever) would take place before the annual review.
You guys seem to be focusing only on recurring training or fixing performance problems, but some training is just teaching staff something new, like an introduction of a new method or a new piece of equipment, or even an introduction to a new product. In these cases you can’t yet say, based on actual production-floor (or similar) performance, if the trainee is “competent”. Yet in my opinion you’d still be interested in knowing whether the training was effective, ie whether you’ve achieved the objectives you’ve set for this activity. If you don’t do that you might be wasting resources (and you probably won’t know it till later).
 

Ronen E

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#27
And that is the rub. Define a measure that is adequate for objective evidence that the training is effective. People are looking for such benchmarks to move their training into standards compliance.
I’d never look for evidence that “the training is effective”. I’d look for evidence that defined objectives have been fulfilled. This is what “effectiveness” means to me, and it’s not limited to training.

Of course it can’t be done if you don’t take the time, effort and attention to formalise bite-size, measurable objectives upfront, every time. Saying “The trainee will have fully understood the issue” is not a useful objective.
 

Jen Kirley

Quality and Auditing Expert
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Admin
#28
You guys seem to be focusing only on recurring training or fixing performance problems, but some training is just teaching staff something new, like an introduction of a new method or a new piece of equipment, or even an introduction to a new product. In these cases you can’t yet say, based on actual production-floor (or similar) performance, if the trainee is “competent”. Yet in my opinion you’d still be interested in knowing whether the training was effective, ie whether you’ve achieved the objectives you’ve set for this activity. If you don’t do that you might be wasting resources (and you probably won’t know it till later).
Training should be part of every process realization effort, and arguably in every change management evolution. That is, for new skills needs and updated skills needs. I see a few people train by reading procedures and completing tests, but most include a demonstration if it's shop floor process related. That could be why 8.5.1 includes a sub-clause for competency.
 

Randy

Super Moderator
#29
Hi everyone,

What are some ways to demonstrate effectiveness of training? Does read-only training suffice? Or do employees have to take tests/quizzes to demonstrate their understanding? Thank you.
Demonstrate effectiveness of training? A ball of smoking aluminum at the end of a runway opposed to a nice airplane taxiing to the gate.
 
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