Who should create training associated with changes to the procedures?

B

bonnieblue

#1
Maybe this is what you are looking for.
hey everyone! there is one thing i do not see in any of these examples and its one of the things giving me fits. do any of your procedures speak to who should create training associated with changes to the procedures and the level of training that is appropriate? we are currently experiencing the "hot potato" effect with who should take responsibility for creating, executing, and recording the training.

we have 3 levels of training - read and understood, electronic presentation (create a ppt and put it in an email), and live presentation (sit face to face with people and train)
i am having a hard time creating a "user friendly" definition of when each type of training would be required.

i may also be guilty of spoon-feeding my users a little...:rolleyes:
 
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A

Alex Kobzar

#2
...who should create training associated with changes to the procedures and the level of training that is appropriate?
In my experience it usually was a responsibility of every Manager to identify training needs and to ensure that her/his subordinates are provided with appropriate training...
 

Stijloor

Staff member
Super Moderator
#3
In my experience it usually was a responsibility of every Manager to identify training needs and to ensure that her/his subordinates are provided with appropriate training...
In addition the manager should verify that anyone affected by the change is competent in whatever the document changes require.
Training by itself does not ensure competency.

Stijloor.
 
S

SpongeMouse

#4
...its. do any of your procedures speak to who should create training associated with changes to the procedures and the level of training that is appropriate? ....:rolleyes:
i aggree to the post by the peeps.

adding to that, from what we implement, the one who handles the training with the changes procedures is the document controller. also, they are the one who handles and the level most suited, either the level is applicable to the operation only, the supervisors and the management. though there more fields in terms of generic approach to the training due to the fact that, as you state, "traing associated to the procedures".

the reason for the doc controller appointment is that they are the section wherein all of the changes request for the procedures & forms are being handled.

what we did is simplified all those to cater to the generic approach.

hope to satisfy you queries:bigwave:
 
S

selena15

#5
Hi Cove
nice starting week
for your question bonnieblue
As the folks have said, each manager is responsible to handle the training for his subordinates if the changed procedure covering their tasks.

Also as stijloor said if the competancy is meet and if need, somme specific trainning is provided if the changes are bringing more risk during the work or what ever, in order to make the concern pepole habilitate to do it.

Usually, the changes before to be written into the procedure, are discussing between all the concern during the meeting, the safety walkdown, as way to inform and also to get the idea from all. and also it can be, if possible, added in the induction presentation.

But in my IMHO, the trainning is handled by the Human ressource responsible with the collaboration of the concerned manager. Because, this manager know if his people need additional official training or he can catch them during one meeting; and in case of need, the HR responsible is the one which can provide the appropriate person to cover the need of trainning.

Hope this help
Selena
 

E Wall

Just Me!
Super Moderator
#6
In our organization this is managed in a cross-functional team approach. We are pursuing TS certification so when reviewing requirements and best case for us, this was the best solution we could find.

When the document approvals are complete a training document is generated along with the update for posting and provided to the supervisor or manager of the folks affected to be completed with sign-off and returned (this gets initialed by me so I can track training completion by changes, then original goes to HR for training records). In the case of an upper-level document that only staff uses, I send out an e-mail that is clearly identified and indicates this is a required training record. Delivery confirmation is maintained and then onus is on the staff to request assistance if they are unclear on the change.
 

somashekar

Staff member
Super Moderator
#7
In our organization this is managed in a cross-functional team approach. We are pursuing TS certification so when reviewing requirements and best case for us, this was the best solution we could find.

When the document approvals are complete a training document is generated along with the update for posting and provided to the supervisor or manager of the folks affected to be completed with sign-off and returned (this gets initialed by me so I can track training completion by changes, then original goes to HR for training records). In the case of an upper-level document that only staff uses, I send out an e-mail that is clearly identified and indicates this is a required training record. Delivery confirmation is maintained and then onus is on the staff to request assistance if they are unclear on the change.
The functional heads who are responsible for the procedure implementation are also responsible for training about the procedure and changes in procedures as and when they come about. Taking production department for example, we here maintain a skill matrix of processes vs people and each person is mapped with a status like not trained / under training / trained / can also train. Any changes like in a work instruction change for example is taken to the concerned personel and same made aware to all users by the functional heads through the "can also train" personnel (usually a supervisor) . This need for training is captured during the document amendment notification approval and necessary actions planned, executed and recorded.
 

Caster

An Early Cover
Trusted Information Resource
#8
.. Any changes like in a work instruction change for example is taken to the concerned personel and same made aware to all users by the functional heads through the "can also train" personnel (usually a supervisor) . This need for training is captured during the document amendment notification approval and necessary actions planned, executed and recorded.
This is a good approach, and I like how responsibility is assigned to the closest supervisor.

I have come to hate the word "training" in the last decade, it has been the source of many debates I would guess similar to what the original poster is going through.

Changes to a Work Instruction may only require "awareness", not full blown "training". (example We are putting new covers on the TPS reports). Communication during a shift meeting may be enough.

Around here, once the word "training" gets spoken, people start looking for trainers, the HR department, the doc clerk, classrooms, tests, and a whole bunch of complexity.

As has been said, ISO uses the word competent and somehow that gets warped into everyone needs to be "trained".
 
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