Dear HR Fraternity,
I have a fair expertise in implementing ISO 9001:2000 principles. I would like to hear from the team if I can help solve any queries in implementing ISO 9001 principles.
With regards,
ravikanth46@rediffmail.com
From India, Delhi
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1I have a fair expertise in implementing ISO 9001:2000 principles. I would like to hear from the team if I can help solve any queries in implementing ISO 9001 principles.
With regards,
ravikanth46@rediffmail.com
From India, Delhi
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Hi Rahul,
Thank you for your message. I am currently working as an HR Incharge in an ISO 9000 certified company. I am interested in learning more about training evaluation in accordance with ISO norms. If possible, could you please share any templates you have for the evaluation of training?
Looking forward to your response.
Regards,
Rahul
From India, Bangalore
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Thank you for your message. I am currently working as an HR Incharge in an ISO 9000 certified company. I am interested in learning more about training evaluation in accordance with ISO norms. If possible, could you please share any templates you have for the evaluation of training?
Looking forward to your response.
Regards,
Rahul
From India, Bangalore
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Dear Mr. Rahul,
I understand that you would like to know how to evaluate the training program. Please find below some information.
For effective training and learning evaluation, the principal significant questions should be:
To what extent were the identified training needs objectives achieved by the program?
To what extent were the learners' objectives achieved?
What specifically did the learners learn or be usefully reminded of?
What commitment have the learners made about the learning they are going to implement on their return to work?
And back at work,
How successful were the trainees in implementing their action plans?
To what extent were they supported in this by their line managers?
To what extent has the action listed above achieved a Return on Investment (ROI) for the organization, either in terms of identified objectives satisfaction, or, where possible, a monetary assessment.
Organizations commonly fail to perform these evaluation processes, especially where:
The HR department and trainers do not have sufficient time to do so, and/or
The HR department does not have sufficient resources - people and money - to do so.
Obviously, the evaluation cloth must be cut according to available resources (and the culture atmosphere), which tend to vary substantially from one organization to another. The fact remains that good methodical evaluation produces good reliable data; conversely, where little evaluation is performed, little is ever known about the effectiveness of the training.
Evaluation of training
There are the two principal factors that need to be resolved:
Who is responsible for the validation and evaluation processes?
What resources of time, people, and money are available for validation/evaluation purposes? (Within this, consider the effect of variation to these, for instance, an unexpected cut in budget or manpower. In other words, anticipate and plan contingency to deal with variation.)
Do let me have your feedback on the information I have provided. If this suffices your request, I still believe that you have to implement and then understand how effective it is.
With regards,
Ravikanth Balijapalli
From India, Delhi
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I understand that you would like to know how to evaluate the training program. Please find below some information.
For effective training and learning evaluation, the principal significant questions should be:
To what extent were the identified training needs objectives achieved by the program?
To what extent were the learners' objectives achieved?
What specifically did the learners learn or be usefully reminded of?
What commitment have the learners made about the learning they are going to implement on their return to work?
And back at work,
How successful were the trainees in implementing their action plans?
To what extent were they supported in this by their line managers?
To what extent has the action listed above achieved a Return on Investment (ROI) for the organization, either in terms of identified objectives satisfaction, or, where possible, a monetary assessment.
Organizations commonly fail to perform these evaluation processes, especially where:
The HR department and trainers do not have sufficient time to do so, and/or
The HR department does not have sufficient resources - people and money - to do so.
Obviously, the evaluation cloth must be cut according to available resources (and the culture atmosphere), which tend to vary substantially from one organization to another. The fact remains that good methodical evaluation produces good reliable data; conversely, where little evaluation is performed, little is ever known about the effectiveness of the training.
Evaluation of training
There are the two principal factors that need to be resolved:
Who is responsible for the validation and evaluation processes?
What resources of time, people, and money are available for validation/evaluation purposes? (Within this, consider the effect of variation to these, for instance, an unexpected cut in budget or manpower. In other words, anticipate and plan contingency to deal with variation.)
Do let me have your feedback on the information I have provided. If this suffices your request, I still believe that you have to implement and then understand how effective it is.
With regards,
Ravikanth Balijapalli
From India, Delhi
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Hi, ravikanth46,
Your input is very comprehensive and nice, though the differentiation between what is urgent and what is important can sometimes be confusing.
Best regards,
If you want more information, you can also visit: [ISO 9001 questions](http://iso-90012008.net/iso-9001-questions/)
Best regards
From Vietnam, Bac Ninh
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Your input is very comprehensive and nice, though the differentiation between what is urgent and what is important can sometimes be confusing.
Best regards,
If you want more information, you can also visit: [ISO 9001 questions](http://iso-90012008.net/iso-9001-questions/)
Best regards
From Vietnam, Bac Ninh
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ISO 9001-2000 Quality Management System Design.pdf
ISO 9001-2000 Quality Management System Design.zip