Friday, February 28, 2014

Effectiveness Of Training

Training for a license is different than training for job performance. Training for a license is to establish performance skills in accordance with a standard and conform to regulatory requirements. SMS training is job performance training. Training for job performance is to further develop performance skills to become a specialist in one area, or a selective few areas. An Enterprise is establishing these skills responsibilities by defining roles and responsibilities within the organization and assigning to specific licensed personnel. 
Training for a specific instrument is a test. Learning how to play an instrument backwards with loss of hand is job performance.
When a person is training for a specific license they are evaluated by the standards to the bar of performance levels. If these levels are reached the person is issued a license. The license requirement does not take into account how effective the training process was, but just takes into account if the training requirements were met and if the candidate was able to perform at the time of the test. It is possible to pass 100% of candidates at anytime for a one time test with an ineffective training system. However, it may not be possible to pass anyone of these same candidates for ongoing job performance tests by applying an incompetent training process. 
Training is to place a person in an environment where everyone speaks the same language.
For a  validation process to measures the effectiveness of training an Enterprise first establishes processes to identify training requirements so that personnel are competent to perform their duties. It is possible that more than one training process must be established for separate identified duty requirement.
 These training processes are blueprints that include established objectives, goals and parameters. The delivery of training is what a validation process  measures for effectiveness.
 A validation process to measure effectiveness of training must come from collected data from the candidates. This data collected is then analyzed if it met the objectives, goals and parameters of the blueprints of the training program.

By applying this data collected in a Statistical Process Control (SPC) it is possible to establish if the process is in control or require a Corrective Action Plan for effectiveness.