5 replies to this topic

[Mohan@]

How to evaluate training effectiveness

[Simon]

It depends on the goal of the training e.g. You have a lot of non-conformance for personnel not wearing hairnets, so you do training on purpose and correct wearing of hairnets.  Has the number of non-conformances for this issue reduced.  If so then the training worked.

 

You can check things like that, but also after each training there should be a knowledge test to see if they learned and perhaps follow up on the shop floor with discussions and questions to see if the operators remember.

[Dr Vu]

Simon is right  and his suggestion is  the best one out there

 

Also

1) quiz ( which doesnt tell you much  but satisfies auditors)

2) interview ( same as the quiz)

3) evaluate them as they perform task a) without telling them b)  after telling them you are doing it

 

 score them and record and repeat

[milagr]

After you score and record, you will be able to know the frequent defaulters and may be arrive at root cause which need not necessarily be training.

 

We too carry out interviews in local language for associates that cannot write in English or there is a translator that assists with understanding the questions

[Plastic Ducky]

We just had our SQF audit two weeks ago. The subject of documenting OJT (on the job training) came up. Our environment is very technical (Flexography=Printing, Laminating, Slitting, Pouching for food products) so OJT is the overwhelming majority of what we provide. New employees are trained in a mentoring system until deemed competent. The auditor suggested that the verification of sufficient training be achieved simply by "observation". Upon deeming a employee competent to perform job duties on their own, prior to that first shift flying solo, they are to sign off on a bullet list heavily generalizing the processes of their job duties (again, the atmosphere is so technical it is essentially a trade in itself to run some machines proficiently) and then signed by the supervisor as well. Occasional, one would imagine that mistakes are made and with mistakes comes corrective actions. If the corrective action is human error and further training is required, the employee will be forced back into an addition period (to be determined) of mentoring. The end of this re-training will be verified by the same form there-by closing the loop with documentation on the retraining and corrective action response as well. All forms are kept in the employee's file.

[Mohan@]

Ok.

 

As I understood:

 

Effectiveness by interview, quiz, questionnaire or also by observation.

Further onsit/shop floor activity.

 

thanks