In previous articles, we identified the impact that a lack of training is having on our businesses. We explored the impact that it has on individuals and how a good development programme can help you retain staff. In this article, we start to look at some of the core requirements if you are going to meet international standards.
In our experience, there are some organisations that take the attitude of ‘sink or swim’; in other words, if the individual proves themselves successful, they can stay in the job. If not, they are out.
Consider then, the benefits to adopting a process of competency development. If we lay out this process in three simple steps, it might look like this:
The benefits start to show at every step; firstly by identifying the requirements, an organisation will be able to clarify exactly what good looks like. In fact, they can go beyond good and define what excellent looks like. With these criteria, the plan for the training becomes clearer for both parties.
Training the individual to a set of clearly defined criteria will be quicker and more thorough than against some vague set of definitions. Furthermore, the individual will gain more ownership if they fully understand the rationale and purpose of the work.
At the final stage, where both parties can review themselves against the defined criteria. The individual is self-assured about their abilities and potentially able to train others. Furthermore, they will have accepted a level of performance that they will seek to achieve. On the flip side, the organisation will have gained prima-facie evidence that the individual knows the requirements of the job. In the event of a claim against the organisation for stress or injury, the organisation will be able to use this evidence as mitigation.
The ISO standards (whether its 9001, 14001, 27001 or 22301) require that organisations recognise the value of people working in the organisation and engage with them. Previous versions of standards required that organisations identify competency requirements and then set training in place; the new 2015 standards, whilst not vastly different, require that persons are competent on the basis of appropriate education, training and experience.
In practice, this slight change of requirement enables an organisation to create a plan to develop the competencies of individuals over time; components such as learning outcomes, methods to achieve the learning , and defined benefits would be identified.
In the next article, we look at how an organisation can start to go beyond this simple approach to training and unlock even more potential around organisation structure, growth and innovation.
Fortunately, help is available as we can assist you with setting out a training strategy, framework and content for your organisation.
If you are ISO 9001 certified or looking to implement a Quality System, why not refresh your knowledge and awareness of your teams with access to our ground-breaking Knowledge Base.
In addition to information about the Standard, you (and your teams) can cement and recognise your learnings. By access to our simple, effective and CPD accredited ISO9001 Awareness Training Module, you can demonstrate your knowledge and be formally recognised for your achievement.
We are confident that this will directly enhance ISO awareness, buy-in and quality within your business.
Contact Spedan to request further information about our services.