Posts: 6
From:Saginaw MI USA
Registered: Jan 2001

posted 17 January 2001 02:50 PM            

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I am looking to prove my training effectiveness, without having to write a test each time we do training. I have a Manager Responsible for Training that is Training happy, every internal audit finding sends the foreman out to re-train. Does anyone have a typical Evaluation form, or any other sugestions. My Reg Audit Jan 25th & 26th, I will be testing my lab personnel on SPC Monday to satisfy, but I would like to havesome other ideas.
Thanks to all in advance.

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Posts: 26
From:Seattle, WA USA
Registered: Oct 2000

posted 17 January 2001 06:50 PM               

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Are the people doing their work as they were trained to do? If so, the training provided is effective. This can be verified using:
internal audits,
suitable metrics,
and peer/supervisor review.

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Posts: 622
From:Lapeer, MI USA
Registered: Oct 2000

posted 18 January 2001 08:46 AM               

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ANND,

Do you have any internal audit results, management review records, or employee review records that could help show training effectiveness?

Good luck with the Audit!

ASD...

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Posts: 6
From:Saginaw MI USA
Registered: Jan 2001

posted 18 January 2001 01:05 PM            

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Thanks that helps.

That is the way we had intended to go but my Auditors keeps bring up an eval. like the one I did on him. I know my employee evals are not clear enough yet but I can clear that up.

Thanks again.

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Posts: 4119
From:West Chester, OH, USA
Registered:

posted 18 January 2001 01:16 PM               

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I always point out customer returns data and results (data) of inspections and tests. If folks are not doing their job correctly (whether as a training issue or as a work instruction issue) both of these should be flagging the problem(s).

Take soldering. If you train someone and inspections / tests and customer returns investigations do not point to soldering problem(s), it is obvious that the soldering training was (is) effective.

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posted 24 January 2001 11:13 AM              

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We make mention in our Training procedures that we define peer/supervisor evaluations as the measurement of training effectiveness - and follow that with a line at the bottom of the eval forms that speaks to effectiveness, including identifying any future training needs and stating that the effectiveness of this training will be evaluated at the next scheduled performance evaluation

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posted 24 January 2001 12:55 PM              

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I have to chime into this training issue I am a staff member at UAH in alabama and am always troubled with the lack of investment most companys apply to any training. So be it ISO or lean its better to train your employees and lose them than to not train them and keep them. Remember training is the only business expense that dosent depreciate after its used. Thanx [email protected]

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