@D Roy
The ISO 10015 standard defines training as a 4 stage process:
Stage I: Define the training needs
The training process should be initiated after a needs analysis of the organization has been conducted and
competence-related issues have been recorded.
1. Defining the needs of the organization
The organization’s quality and training policies, quality management requirements, resource management and
process design should be considered when initiating training, as an input to ensure that the required training
will be directed toward satisfying the organization’s needs.
2. Defining and analysing competence requirements
Competence requirements based on organization’s future needs relative to its strategic goals and quality objectives, including the required competence of its personnel should be documented.
3. Reviewing competence
A regular review should be conducted of documents that indicate the competence required for every process and
the records that list the competence of every employee.
4. Defining competence gaps
A comparison of the existing competencies with those required should be made to define and record the
competence gaps.
5. Identifying solutions to close the competence gaps
The solutions to close the competence gaps could be found through training or other actions of the organization,
such as redesigning processes, recruitment of fully trained personnel, outsourcing, improving other resources, job
rotation or modifying work procedures.
6. Defining the specification for training needs
When a training solution is selected to close the competence gaps, training needs should be specified and
documented.The specification for training needs should document the objectives and the expected outcomes of the training.
Stage II: Design and plan training
The design and plan stage provides the basis for the training plan specification.
1. Defining the constraints
Relevant items which constrain the training process should be determined and listed. The list of constraints should be used in the selection of training methods and training provider and for the development of a training plan specification.
2. Training methods and criteria for selection
Potential training methods to meet the training needs should be listed. The appropriate form of training will depend
on the listed resources, constraints and objectives. Criteria for selection of the appropriate methods, or combination of methods, should be defined and documented.
3. Training plan specification
A training plan specification should be established in order to negotiate with a potential training provider the
provisions of specific training processes, e.g. delivery of specific training content. A training plan specification is appropriate in order to establish a clear understanding of the organization’s needs, the training requirements, and the training objectives that define what the trainees will be able to achieve as a result of the training.
4. Selecting a training provider
Any potential internal or external training provider should be subject to critical examination before being selected to provide the training.
Stage III: Provide for training
It is the responsibility of the training provider to carry out all the activities specified for the delivery of the training in the training plan specification.
1. Providing support
a. Pretraining support
Pretraining support may include such activities as:
- briefing the training provider with relevant information;
- briefing the trainee on the nature of the training and the competence gaps it is intended to close; and
- enabling contact to be made between the trainer and trainee.
b. Training support
Training support may include such activities as:
- providing relevant tools, equipment, documentation, software or accommodation to the trainee and/or trainer;
- providing relevant and adequate opportunities for the trainee to apply the competence being developed; and
- giving feedback on task performance as requested by the trainer and/or trainee.
c. End-of-training support
End-of-training support may include such activities as:
- receiving feedback information from the trainee;
- receiving feedback information from the trainer; and
- providing feedback information to managers and to the personnel involved in the training process.
Stage IV: Evaluate training outcomes
The purpose of the evaluation is to confirm that both organizational and training objectives have been met, i.e.
training has been effective.
1. Collecting data and preparing an evaluation report
An evaluation report might include the following:
- specification for training needs;
- evaluation criteria and description of sources, methods and schedule for evaluation;
- analysis of data collected and interpretation of the results;
- review of training costs; and
- conclusions and recommendations for improvement
Note: These is an excerpt of the standard. For more detailed descriptions, please refer to the actual standard. Alternatively you may hire a consultant like us to guide you through all these stages and to create a documented system that can be followed consistently.
Regards,
Yashodhan K. Sawant
CEH | LA - ISO 9001, ISO 27001, ISO 22000, ISO 14001
yashodhan@processlogixconsulting.com