Information & Training. | Quality Assurance. Quality Management.
Training Needs Assessment.
A critical element of a training process is the identification of what training needs to be performed. Without an accurate picture of training needs, then the integrity of the training process within an organization will be compromised. Therefore the “training needs assessment” needs to be effectively implemented.There are a number of stages in the preparation and implementation of a training needs assessment. Preparation relies on the organization having a clear picture of its current role and strategic direction. Unless the organization knows what it wants to achieve, it is impossible for individuals to complete specific tasks to deliver the organization objectives.
Clarity of organizational direction is achieved via having a clear Mission statement, based on an agreed pro-active strategic plan, which feeds into defined, realistic, stretching organizational objectives.
With the direction and expectations for the organization defined, then specific roles and responsibilities can be identified. Roles and responsibilities will be defined via approved operating procedures, via regulatory body requirements, via international standards, documented specifications, etc..
With each role now understood, a comparison can be made between the competence, capabilities and attitude of individuals tasked to perform specific roles, versus the requirements of the role. The competence of individuals will be identified via review of their prior education, prior training, previous experience, feedback from customers, feedback from peers, approach to allocated tasks, etc.
The gap between the expectations for the role and the competences, capabilities and attitude of those individuals tasked to perform the role, will now be the identified “training need”.
Documentation
CAPA – Corrective And Preventative Action
Calibration Certification
Change Management and Control
Quality Management Training
Product and Process Validation
Supplier Quality Assurance
Audits & Auditing
Ensuring the Quality Management System is Risk based
Etc. …. Etc. …. Etc. …
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Where a training need has been identified, it is important to ensure that the identified need is appropriate to the work area and is tailored to individuals working within an area. Not all individuals will be suited to every task within an organization. Individuals with an abrupt manner, may not be suited to interfacing with customers. A training course may not be effective in changing inherent personalities. The expectations for the role, need to be compared to the preferences and ambitions of the individual. Where possible role allocation should align with personal ambitions.
Training Plan / Schedule.
With the training needs identified, a training schedule will need to be developed and agreed. The schedule, will outline the training need identified, detail the type and extend of training to be provided, include the planned dates for the training, names of the trainer and trainees. When the schedule is prepared, all affected by the planned training, should be consulted to ensure agreement with the proposed plan.Trainer capabilities.
It is important that those tasked with providing training are themselves provided with the skill sets needed to ensure effective training can be delivered. An individual with a specific competence, may be appropriate to performing a task, however, that in itself does not necessarily equip them with skills necessary to provide training. For example, a software engineer, who excels are writing code, may not have the necessary capabilities to act as a trainer and impart technical knowledge to new staff. Therefore, trainers must be carefully selected and their training skills assessed.Training need identification will be an ongoing process. As one set of needs are addressed, a new set of needs will continue to arise. Needs may arise from multiple sources, for example:
– Trends in deviations.
– Trends in customer complaints.
– As a response to rejected batches / products.
– Changing demands on the organization.
– Non-conformities identified during internal audits.
– Changes in regulatory body requirements.
– Gaps identified in the individual’s skill base.
– Restructuring in a particular work area.
– Maintaining skills for trained personnel.
– Etc.
Where training has been performed, it is important the the effectiveness of the training itself is assessed. There are a variety of methods for assess training effectiveness, examples being:
– Confirmation of understanding by trainee.
– Questionnaires on theoretical elements of training provided.
– Practical demonstration of the task by the trainee.
– Analysis of data from a process.
– Monitoring of trends from a process.
– Process re-audit after staff training.
– Etc.
Information & Training. | Quality Assurance. Quality Management.
- The Principles of Quality Management
- The Quality Manual
- Quality Standards and Specifications
- The Quality Management System
- Revised requirements of ISO 9001: 2015
- Design Quality – Products & Processes
- Good Manufacturing Practice (GMP)
- Documentation
- CAPA – Corrective And Preventative Action
- Calibration Certification
- Change Management and Control
- Quality Management Training
- Product and Process Validation
- Supplier Quality Assurance
- Audits & Auditing
- Ensuring the Quality Management System is Risk based
- Etc. …. Etc. …. Etc. …
- Information & Training presentation >>>