The Quality management principles underlying the ISO 9000 family of standards (of which the ISO 10000 series form a part) emphasize the importance of human resource management and the need for appropriate training. They recognize that customers are likely to both respect and value an organization's commitment to its human resources and its ability to demonstrate the strategy used to improve the competence of its personnel.
The role of ISO 10015 is to provide guidance that can help an organization to identify and analyse training needs, design and plan the training, provide for the training, evaluate training outcomes, and monitor and improve the training process in order to achieve its objectives. ISO 10015 emphasizes the contribution of training to continual improvement and is intended to help organizations make their training a more effective and efficient investment.
Benefits
Some benefits of implementing the standard include:
- The standard provides guidance on training technology and organizational learning, and focuses specifically on the need for good quality training;
- Companies that already use ISO 9000 quality management systems will be able to understand and implement ISO 10015;
- Like any standard, ISO 10015 is process-based, making it simple and practical;
- Organizations that have not implemented ISO 9001 can also use ISO 10015 to increase the efficiency and effectiveness of their HR;
- SO 10015 links investments on training to organizational performance;
- ISO 10015 requires training based on pedagogical principles and organizational learning.
The Challenge
Business environment becomes grows more and more competitive every day. In order to remain in the market, organizations invest in technology, change processes and create new products, while employees must adapt to these changes just as fast as they are implemented. To meet these challenges, companies must look for ways of training and fostering learning, ensuring that it is aligned to its goals, objectives and strategies.
ISO 10015 is a highly effective tool to sustain and organize training programs. Also, ISO 10015 provides the ultimate framework for employee development within the quality management context. This framework will provide guidelines for:
- Development;
- Implementation;
- Maintenance;
- Improvement of strategies and systems for training that affect the quality of the products supplied by an organization.
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Each SoftExpert component addresses key compliance issues as shown below:
| Module |
ISO 10015 Requirements |
SE Action Plan
|
- If the procedures are followed and the requirements not met, then corrective action may be needed to improve the training process.
|
SE Problem Manager
|
- Analysis of cause and effect related to skills and training.
|
SE BI
|
- Assists in the identification, collection and analysis of appropriate data to demonstrate suitability and effectiveness in the management of skills and training.
|
SE Competence
|
- Define the competence needed for each task that affects the quality of products.
- Assess the competence of the personnel to perform the task.
- Develop plans to close any competence gaps that may exist.
- Compare the existing competencies with those required to define and record the competence gaps.
- Ensure that an evaluation takes place to verify the level of competence achieved.
|
SE Document
|
- Document competence requirements. This documentation can be periodically reviewed as necessary.
- Conduct regular review of documents that indicate the competence required for every process and the records that list the competence of every employee.
- Document organization's objectives which will be considered as inputs for designing and planning training and for monitoring the training process.
- Define and document criteria for selection of the appropriate training methods, or combination of methods.
|
SE Performance
|
- Monitor the training process to ensure that, as part of the organization's quality system, it is being managed and implemented as required so as to provide objective evidence that the process is effective in meeting the organization's training requirements.
- Inputs for monitoring might include all the records from all stages in the training process, providing the basis for validating the training process, and for making recommendations for improvement.
|
SE Process
|
- Close the competence gaps through training process redesigning or modification of work procedures.
|
SE Project
|
- Project design and planning to take actions to address the competence gaps identified.
|
SE Incident
|
- The occurrence of non-compliance may require corrective action procedures.
|
SE Training
|
- Potential training methods to meet the training needs should be listed.
- Training objectives should be based on the expected competence developed in the specification for training needs.
- Brief the trainee on the nature of the training and the competence gaps it is intended to close.
- Provide relevant tools, equipment, documentation, software or accommodation to the trainee and/or trainer.
- Receive feedback information from the trainee and the trainer, and provide feedback to managers and to the personnel involved in the training process.
- Confirm that both organizational and training objectives have been met, i.e. training has been effective.
- Carry out evaluations in the short term, for trainee feedback information on the training methods, resources used, and knowledge and skills gained as a result of the training.
- Carry out evaluations in the long term, to assess trainee job performance and productivity improvement.
|
SE Request
|
- Document and specify training needs.
- It should be the responsibility of the management to decide if and when the external or internal purchasing and resourcing of products and services related to the training process.
|
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