Managing quality has been one of the hot topics in the business world for a few decades. Companies, especially ISO registered companies tend to maintain a high quality of their products or services. You may have heard of many ways to improve quality within an organization, but improving quality through effective training must be a new one for you. Let’s find out how it can work for you:

The 6.2.2 clause of ISO 9001 is about competencies and training. Though the clause doesn’t directly refer quality here, there is still a valid logic of producing high-quality products/services with the help of competent and trained people.

Managing training is also an important factor when it comes to quality. To maintain high quality, you need to acquire some distinguished training practices to achieve your desired results. You need to acquire a simple yet comprehensive approach to managing training within your organization. However, before you implement anything, you should analyze the abilities and competencies of your employees to pick the best ones from them.

The following three steps can help you complete your training process like a pro.

Where do you want to see your company in the coming years? This is the question you must answer at the time of working on your training needs. You need to plan effective strategic goals to come up with the best training practices.

Meanwhile, you also need to know the competencies of your staff. This knowledge will help you identify the gap between your employees’’ competencies. The information that can help you judge the competence gap may include employees’ performance appraisals, training requests, certification requirements, non-conformities, and legislative requirements.

Planning is indeed an important part of any work. You need to plan the training based on your identified training needs. Training can be provided through official education, workshops, training courses, self-learning, on-the-job training, and online criteria.

Training requires people, time, finances, and resources. You can take all these things into account while planning for the training. Moreover, it’s not enough to send your employees to training. The main target should be to check if the main goals of the training are accomplished.

Evaluation is the most important part of training because it tells you whether your training has been successful or not. It provides you the right information regarding your goals. Through evaluation, you can come to know whether you have successfully closed the competency gap or not. For the real effects of your training, you should make both short and long term evaluations. The first one can provide you a potential input regarding the competence gap while the later one can give you an idea of the effectiveness of your training.

Evaluation is the most important part of training because it tells you whether your training has been successful or not. It provides you the right information regarding your goals. Through evaluation, you can come to know whether you have successfully closed the competency gap or not. For the real effects of your training, you should make both short and long term evaluations. The first one can provide you a potential input regarding the competence gap while the later one can give you an idea of the effectiveness of your training.