QUALITY MANAGEMENT SYSTEM PROCEDURE QMS – PR- 21
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ISO/TS 16949:2009 Training Approved by
Training
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QUALITY MANAGEMENT SYSTEM PROCEDURE QMS – PR- 21
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1.0 Purpose
The Purpose of this procedure “To define the activities required
for establishing and maintaining the training process.”
2.0 Scope
“To identify the training needs and ensure that entire workforce
has necessary knowledge and skills to carry out their activities and to improve
the Effectiveness & Efficiency of All company activities.”
3.0 Applicability
This Procedure is applicable to all Personnel
4.0 Responsibility & Authority
Primary HR
Secondary Dept HOD’s
5.0 References
6.0 Abbreviations:
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7.0 Amendments & Revision History
Details
Issue no Rev no Rev Date Description of Change
Page Para
00 All All New Issue
Name Signature Date
Prepared By
Reviewed By
Approved By
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8.0 Procedure:
8.1 XXXXXXX defines a process for Training and the types of training are as
listed below
Induction Training.
Employee Training (On Job Training , Class Room Training)
8.2 Induction Training
Induction training is conducted for New Recruit as it enables him to
Meeting new colleagues - Interaction with various other groups &
departments
Seeing the layout of the premises
Learning the values and aims of the business
Learning about the internal workings and policies of the business -
Policies & Practices
Learning about the roles of the job
8.2.1 A New Recruit joined the Organization; details (Personal, Professional
& Educational) will be circulated through Mail.
The process for Induction Training is followed as defined in Process
Flow Chart for Induction Training (See 9.1)
8.3 Employee Training
For selecting and implementing training process the following stages are
identified:
8.3.1 Defining training needs
8.3.2 Designing and planning training;
8.3.3 Providing for the training;
8.3.4 Evaluating the outcome of training
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The process for Training is followed as defined in Process Flow Chart
for Training (See 9.2)
8.3.1 Defining / Identification of training needs
8.3.1.1 Training needs for the employee will be identified based upon
New technology / system
Change in Business Process / System
Continuous improvement efforts
Change initiatives
Gap Between Required and Existing Competencies
8.3.1.1.1 A Training Need Form is circulated by HR Head in month of
August every year to all departments.
8.3.1.1.2 Duly Filled in Training Need Form is to be returned back by the
Department Head to HR department in the Month of September every
year.
The Training Need Form shall contain, but not be limited to, the following
information:
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Emp No
Emp Name
Name of the Training
Tentative Dates
Internal / External Training
8.3.2 Designing and Planning Training
8.3.2.1 Designing and Planning Training needs for the employee will
processed based upon
Constraints
Training Methods
Training Requirements / Specifications
Training Provider
8.3.2.2 An Annual Training Plan is derived in the Month of October of Every
Year.
The Annual Training Plan shall contain, but not be limited to, the following
information
Training Program Name
Program Objective
Duration
Target Group
Type / Kind of Program (Internal/External)
8.3.3 Providing for the training
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8.3.3.1 Training is Provided based upon the Annual Training Plan Derived
8.3.3.2 Support at Different stages of the training is provided
8.3.3.2.1 Pre-training support
Pre-training 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.
8.3.3.2.2 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.
8.3.3.2.3 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.
8.3.4 Evaluating the outcome of training
8.3.4.1 All records on training shall be maintained by HR dept
8.3.4.2 On conclusion of training, feedback from Department
HOD’s shall be obtained by HR for evaluation of the effectiveness
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of Training. The feedback data shall be maintained for further
Follow-up action.
8.4 ON-COURSE TRAINING
8.4.1 On Course / Workshop Training Topics which are received apart
from Training Plan through mail, Newsletter or any other media will be
taken into consideration for training apart from regular Schedule.
8.4.1.1 After receiving the On Course Training Topic Process is
followed as defined in Process Flow Chart for On Course Training
(See 9.3)
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9.0 Process Flow Chart
9.1 Process Flow Chart for Induction Training
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9.2 Process Flow Chart for Training
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9.3 Process Flow Chart for On Course Training
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10.0 Document & Records
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Doc no /
Retention
S.no Record Name Format Medium Location Responsibility
Period
No
01 Training Need Form
02 Annual Training calendar
03 Induction Training
Schedule
04 Training Feed Back Form
05 Training Effectiveness
form
06 Skill Matrix
11.0 Process Effectiveness Measures / Performance Indicators
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S.no Indicator UOM Freq Responsibility
01 Trends in training hours.
Trends in % of employees Covered
02
under training programmes
Trends in inclusion of new training
03
programmes
Trends in no. employees covered
04
under problem solving
Trends in customer Complaints due
05
to in adequate training
Trends in NC’s reported in Internal
06
Audit’s
Increasing trend in suggestions
07
(employee motivation)
Decreasing trend in customer
08
complaints.
09 % of Training Completed as per Plan
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