posted 30 May 2000 10:56 PM               

what about training hours? how do i set up a training hour quota and meet it?

posted 31 May 2000 12:18 AM               

Lots of good training stuff at the following website:
www.qualitymag.com/training/index.html

Including spreadsheets you can download for planning and justifying training.

posted 31 May 2000 10:39 PM               

Anyone have any luck?

posted 04 June 2000 05:38 AM               

I suppose everyone might have different ideas about this, but IMHO there are about four basic types of training that are necessary for any type of project implementation wether it be ISO or QS, Baldridge or simply process improvement.
A. Problems Solving (With the usual quality Tools; Ishikawa, Brain-Storming, Gap Analysis etc)
B. Team-Working
C. Communications.
D. Negotiations

I include negotiations because i have been impressed at how it teaches people to prepare themselves for discussions and seek to reach the best solution for all parties.#

With these basic tools, the employees are much better positioned to take on any project.

Regards

------------------
Andy B

posted 04 June 2000 11:25 PM               

thanks for the info. but how do i go about providing such training for the lower management?
are there any courses out there offering such training? shall i rely on peer training then?

posted 06 June 2000 12:45 AM               

I have found for example that internal auditors trained by myself are immediately effective in the field, whereas externally trained auditors take about 2 half day sessions to educate them on the actual auditing and reporting requirements of their company's QMS.

A sample supervisor/managers course of mine is on the FTP files "ADITRNGDOC.doc"
A sample staff awareness course of mine is on the FTP files "employee awareness 1098.doc"

I hope this helps.

posted 06 June 2000 01:30 AM               

thank you so much for the reply. but how do i get a copy of the samples that you have mentioned?

do you do training effectiveness evaluation after providing training to your employees? what type of training is most popular in your organisation? who gets trained the most in quality issues?

hope you don't mind providing the info.

posted 08 June 2000 10:26 PM               

1. The sample files I refer to are available from the FTP files at this web site. On the QS9000 cayman islands home page is the button/icon to enter this forum, below it is the button for the FTP files, click this button and look for the files I mention, which you can view or download.

2. Effectiveness Evaluation. Yeah, I've used a variety of standard forms over the years to obtain trainee feedback on courses with a range of categories. I can email you some examples. I've been mentally reviewing this aspect for some months, with a view to greater measurement/quantification of effectiveness, and reporting accountability.

3. Most popular training. To categorise I suppose I'd have to say quality and safety. A lot of this gets back to implementing new systems, new procedures, revised procedures. I suppose this gets back to my point of training people in the requirements of YOUR system, rather than systems generally (generalist training often frustrates people, as they know what should be done but don't know how it should be done in their organisation). I suppose you can add induction training to the "popular" list, as everyone should have it. (I have a sample induction procedure and manual I could send)

4. Who gets trained the most. Management courses are longer, but staff courses consume more hours because they amount to more people attending the courses, and more courses being run to cover everybody!

To get back to your original posting:

5. How do I know what kind of courses? These are identified via training needs analysis as part of performance review, plus as part of system implementation and system maintenance (revised procedures). So don't (for example) run SPC courses if you don't have a real need for them, and a practical plan of action to implement/expand SPC activities in the business. Additionally outside forces create training needs, e.g. new equal opportunity (equity & diversity) legislation. This also gets back to ROI which I'll touch on in a moment.

6. Training hours and quotos. Unless you have a directive or legislated requirement on training quotas, I don't see that quotas are relevant, after all you only train when there is a distinct need, it is the most effective means of accomplishing a goal, and when a viable return on investment (ROI) can be demonstrated.

7. Computing training costs and showing that training is beneficial? I have a fair bit of info compiled on this topic (ROI of training) from various sources, including: http://www.egroups.com/group/roinet/info.html
It's a bit like (and indeed part of) "cost of quality", where you need to establish rules to tangibly quantify the benefits, and report on them, in order to justify a business case for proceeding with a particular training course. Once again, let me now if you want this (considerable) info.

I'm going for a lay down now!