Training Process Manual
(QMS-ISPL-M-TRG)
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Version No |
V20 |
Prepared by |
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Date |
30-01-2015 |
Name |
Suman
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Signature |
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Date
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30-01-2015 |
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Copy No |
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Approved by |
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Issued to |
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Name |
Sai Prasad koneru |
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Signature |
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Date |
30-01-2015 |
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Document Amendment Record
A-
A-
Added,
M- Modified, D- Deleted
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Sl.No |
Date |
Version No |
Page No |
Change Mode(A/M/D) |
Brief description of change |
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1 |
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V01 |
N/A |
A |
Initial Release |
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2 |
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V02 |
1 |
D |
Section 4 – Entry criteria, Input,
Activity, Output, Exit criteria Point 4 has been deleted |
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3 |
M |
Section 6.7 - Evaluation Criteria –
Review or effectiveness – Modified the content. |
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4 |
M |
Section 6.9 – Maintenance of skill
database Added
“on a quarterly basis” in second paragraph. |
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3 |
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V03 |
3 |
M |
Section
6.4 – Program type – Modified
the contents of the program type. |
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4 |
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V04 |
3 |
D |
Section
6.3 - Program Categories – Deleted the entire section –“Program categories” |
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5 |
3 |
A |
Section
6.5 - Implementation of the Training Programs –Included the following
description- “In
case of an external trainer, the HR & General Affairs department calls
for quotations from various training organizations. Based on the training
category, the concerned department head is involved in the evaluation process
along with the HR-Manager. A combined final decision is made with the consult
of the CEO/CTO, and the order is issued to the approved organization.” |
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6 |
3 |
M |
Section
6.7 - Evaluation Criteria- Modified
the duration of obtaining the deferred feedback form from “within 45 days” to
“after 30 days and before 45 days” |
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7 |
4 |
A,M,D |
Section
6.9 “Maintenance of skill database” renamed to “Maintenance of database and skill
database” and also the paragraph is segregated as Database and Skill
database. In
Database section, the new employee’s information
from the bio-data is extracted “on a quarterly
basis” is removed. In
Skill database section, included the following information- “Using the Skill Matrix Form (QMS-ISPL-F-SMF),” at the end
of first |
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8 |
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V05 |
N/A |
M |
Modified
the deffered feedback from to include signiture of the stakeholder |
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9 |
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V06 |
N/A |
M |
1)
Modified the training attendence form with date
column and training duration. 2)
Modified the traing feedback form with inclusion of
signiture of the participant. |
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10 |
06-06-2012 |
V06 |
N/A |
D |
The Company address information is
removed from the Footer |
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11 |
30-01-2015 |
V20 |
N/A |
N/A |
Reviewed and base lined |
Table of Contents
4 Entry criteria, Input, Activity, Output,
Exit criteria
6.4 Implementation of training programs
6.8 Maintenance of database and skill
database
7 Quality system documents referred
1
Purpose
2
Scope
This process is applicable to the training activities of Inooga Solutions.
3
Terms and definitions
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Abbreviations/Terms |
Description |
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ISPL |
Inooga Solutions Private Limited |
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QMS |
Quality Management System |
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HOD |
Head of the Department |
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CEO |
Chief Executive Officer |
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CTO |
Chief Technology Officer |
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QA |
Quality Assurance |
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HR |
Human Resource |
4
Entry criteria, Input, Activity, Output, Exit criteria
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Sl.No |
Entry criteria |
Input |
Activity |
Output |
Exit criteria |
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1 |
Training needs are identified |
Requisitions from HODs |
Identification of training needs |
Training programs |
Training needs are approved by the
HR- Manager |
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2 |
Training schedule |
Training proposal form |
Conducting the training programs |
Accomplishment of the training
programs |
Programs are conducted as per the
training schedule |
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3 |
Evaluation & feedback are
obtained for all the training programs |
Participant’s feedback, evaluation
details, and the HOD’s deferred feedback |
Training Feedback |
Evaluation of
the effectiveness of the training programs |
The effectiveness of the programs
are determined based on the evaluation & feedback information |
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4 |
Generation of various training
records |
Various training documents |
Maintaining all the training
records |
Records are
maintained |
All the records are organized
systematically |
5
Responsibility
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Sl.No |
Activity |
Responsibility |
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1 |
Identification of training needs |
Technical
training needs – HOD/ project manager. Behavioral
training needs – CEO/HR- manager. Awareness
building – QA manager/HR- manager / HODs |
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2 |
Conducting the identified training
programs and conducting feedback |
HR & General Affairs department |
|
3 |
Review of the program
effectiveness |
HOD/HR & General Affairs department |
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4 |
Induction and QMS |
HR & General Affairs department, Logistics Department
& QA manager |
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5 |
Maintaining all the training records |
HR & General Affairs department |
6
Process description
6.1 Training
needs
Organization
Specific: Based on the
trends in technology and future business plans, top management identifies
technology-oriented training.
Project
Specific: Identified
in the PMP by project manager.
Individual
Specific: Based on the
appraisal of the employees, training needs to upgrade the skills of the
employees are identified.
6.2 Training
categories
Training is
classified into the following categories.
1) Technical training: - Programs organized in technical
aspects.
2) Behavioral training: - The training need could be identified
as skill, knowledge, and attitude or
personality development.
3) Awareness building: - These programs are organized basically
to build awareness in the
employees. Induction programs, seminars, discussions
etc. come under this category.
6.3 Program
type
Internal:
- The employee nominated by CEO/CTO/HOD/HR-Manager of Inooga
Solutions conducts the training.
External:
- The HR-Manager identifies and selects the external faculty. The training can
be conducted either outside or in the Inooga
Solutions premises.
6.4 Implementation
of training programs
Based on the areas identified, as training needs, the
CEO/CTO/HOD/HR-Manager identifies and nominates the trainer. Initially the HR
& General Affairs department identifies an internal trainer within the
organization whose skill and knowledge matches with the training requirement.
If the same is not available an external trainer is hired.
In case of an external trainer, the HR & General Affairs
department calls for quotations from various training organizations. Based on
the training category, the concerned department head is involved in the evaluation
process along with the HR-Manager. A combined final decision is made with the
consult of the CEO/CTO, and the order is issued to the approved organization.
The respective department heads make nomination of employees
for the training programs. The list of nominations is forwarded to the HR &
General Affairs department who in turn intimates the employees of the scheduled
program date and time.
Based on requirement for skill enhancement and future
growth, the organization sponsors employees for various external training
programs.
HR & General Affairs department consolidates the
training requests received and prepares a training calendar. This is reviewed
periodically and updated to ensure that the requirements received subsequently
are addressed.
6.5 Induction
program
Every
employee who joins Inooga Solutions is given an
induction program within 30 days of his/her joining. This program makes
the employee aware of the relevant information about the organization, the
people, the procedures and the QMS being followed by the company.
6.6 Evaluation
criteria
Every
training program except the awareness/induction program has an evaluation
criteria and a defined mechanism to evaluate the participants. The evaluation
is done using the training evaluation form (QMS-ISPL-F-TEF) and if the rating
scale is less than 3, then necessary steps are taken to improve the quality of
the programs.
Feedback is
taken from the participants for every program (QMS-ISPL-F-TFB) except for the
awareness programs.
Effectiveness
The effectiveness of the training is determined based on
participant’s evaluation and the deferred feedback form (QMS-ISPL-F-DTF) from
the respective HODs. Upon
implementation of the training provided, the concerned HOD informs the same to
HR & General Affairs department through an email. Based on this, the
HR & General Affairs department takes the deferred feedback from the
respective HODs after 30 days and before 45 days.
6.7 Training
records
Employee
training records are maintained to keep track of the various training programs
attended by the employees.
6.8 Maintenance
of database and skill database
Database
Whenever an employee joins Inooga
Solutions, the related information is extracted from his/her bio-data and added
to the database.
Whenever an employee leaves Inooga
Solutions, his/her record is deleted from the database within a week.
Skill Database
HR & General Affairs department maintains the
information regarding the skills of all the employees in the organization. The
information is included in the skill database using the Skill Matrix Form
(QMS-ISPL-F-SMF), and includes the qualification, experiences etc.
The database is updated on a quarterly basis and upgradation of skills of the employees is done after
implementation of the training provided. HR consults the HODs/employees before
updating the skills information.
Reference is made to the skill database for identification
of personnel required for PMP.
7
Quality system documents referred
Nil
8
Records
|
Sl.
No |
Required Record |
Custodian |
Retention Period |
Record ID |
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1. 1. |
Training
Proposal Form |
HR
& General Affairs department |
1
year |
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2. 2. |
Training
Attendance Form |
HR
& General Affairs department |
1
year |
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3. 3. |
Training
Feedback Form |
HR
& General Affairs department |
1
year |
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4. 4. |
Training
Evaluation Form |
HR
& General Affairs department |
1
year |
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5. 5. |
Skill
Matrix Form |
HR
& General Affairs department |
1
year |
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6. 6. |
Deferred
Training Feedback Form |
HR
& General Affairs department |
1
year |
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7. 7. |
General
Induction Feedback Form |
HR
& General Affairs department |
1
year |