Dismiss Notice
You must be a registered member in order to post messages and view/download attached files in this forum.
Click here to register.

Who Owns Your "Competence Awareness and Training" Process?

Discussion in 'ISO 9001:2015 - Quality Management Systems' started by John Michael Kane, Mar 13, 2019.

  1. John Michael Kane

    John Michael Kane Member

    Joined:
    Feb 26, 2019
    Messages:
    7
    Likes Received:
    0
    Trophy Points:
    1
    ISO-9001 requires that companies address CA&T, but I'm wondering what group within your organizations past or present actually owns that process? Is it your HR team? Operations? Or do you have a separate Training group who owns it?
     
  2. Andy Nichols

    Andy Nichols Moderator Staff Member

    Joined:
    Jul 30, 2015
    Messages:
    2,357
    Likes Received:
    1,220
    Trophy Points:
    112
    Location:
    In the "Rust Belt"
    It's going to depend on the particular structure/size/complexity of the organization, of course. However, since it can be a shared responsibility between the hiring person and the training person, it's often the training person's job to own the process.
     
  3. KyleG

    KyleG Active Member

    Joined:
    Nov 7, 2018
    Messages:
    61
    Likes Received:
    26
    Trophy Points:
    7
    Location:
    Reno Nevada
    I have multiple people help (own) our competence program, our HR director is responsible for on-boarding, initial filtering of potential candidates, she retains applications and our "SMART" goal program. The production Manager and Production Supervisor are responsible for training and updating the training matrix and planning training. there is more to it, but i dont believe you have to have one person handle it.
     
  4. RoxaneB

    RoxaneB Moderator Staff Member

    Joined:
    Jul 31, 2015
    Messages:
    641
    Likes Received:
    733
    Trophy Points:
    92
    Location:
    Ontario, Canada
    I have a new team member starting on Monday. While I am responsible for ensuring that becomes competent, aware, and trained, I am NOT responsible for the process. I am responsible for following it. The process is owned by our HR group - or a sub-team with it since they have a couple of "buckets" in their domain within my current organization.

    Going back to my driving analogy, in this case most Ministry/Department of Transportation groups are responsible for determine the speed limit postings, but drivers are responsible for following it. If a driver speeds, the driver is at fault. If the driver can prove that there was no signage (i.e., awareness), then the governmental agency may be at fault.
     
  5. Andy Nichols

    Andy Nichols Moderator Staff Member

    Joined:
    Jul 30, 2015
    Messages:
    2,357
    Likes Received:
    1,220
    Trophy Points:
    112
    Location:
    In the "Rust Belt"
    Possibly, but it'll depend a lot on "team" at the top. Ask yourself, if it doesn't work well, who would you go to for a fix?
     
  6. KyleG

    KyleG Active Member

    Joined:
    Nov 7, 2018
    Messages:
    61
    Likes Received:
    26
    Trophy Points:
    7
    Location:
    Reno Nevada
    We have a relatively small company in terms of personnel, i think each person manages their own aspect of the process. But ultimately if there was need of a process change it would be discussed with management.
     
    Andy Nichols likes this.
  7. Andy Nichols

    Andy Nichols Moderator Staff Member

    Joined:
    Jul 30, 2015
    Messages:
    2,357
    Likes Received:
    1,220
    Trophy Points:
    112
    Location:
    In the "Rust Belt"
    OK, that makes shared responsibility a lot easier.
     
  8. Yukon

    Yukon Well-Known Member

    Joined:
    Mar 5, 2019
    Messages:
    119
    Likes Received:
    5
    Trophy Points:
    17
    If your company uses the Job Description (JD) method of defining the requirements for functions then you are half way there. The JD is not to,be confused with hiring requirements but plays a part. For example if a JD requires technical education (College) i.e. Circuit Analysis, Quality Engineer than HR will have to recruit people.

    Being competent to do a production function normally involves meeting minimum criteria as defined by the JD. Management must than eusure effective training is available after which he/she is responsible for declaring the person fully competent. The process can be complex but always try to start off with a JD.

    If I can help just ask,
    Yukon
     

Share This Page