Thursday 28 January 2021

Quality One Australia


Customised Training Programs

 

Quality One Customised Training Programs

Organisational Strategy and Deliverables Organisational Strategy and Deliverables
Business Process Analysis Business Process Analysis
Legacy Identification Legacy Identification
Succession Planning Succession Planning
Personnel Skill Matrix Process Robustness Personnel Skill Matrix Process Robustness
Personnel Skill Gap Analysis Personnel Skill Process Gap Analysis
Training Prioritisation Training Prioritisation
Training Development by Role and Process Training Development by Role and Process
Training Delivery Training Delivery
Training Assessment Training Assessment
Program Feedback and Robustness Program Feedback and Robustness

Customised Training Programs Home Organisational Strategy and Deliverables

In developing a customised training program it is imperative to align the program to the organisational strategies, objectives and deliverables.

The organisational strategies, objectives and deliverables can include:

  • Identification of Key Markets
  • Identification of Key Products and Services
  • Identification of Customer Requirements and Customer Satisfaction
  • Identification of Regulatory Requirements
  • Attracting Market Share, Becoming a Market Leader, Gain a Market Position
  • Create and Launch New Products and be First to Market
  • Company Sales Growth
  • Attract Investment
  • Diversify Revenue Streams
  • Diversify Channels of Customers
  • Increase Efficiencies within the Organisation
  • Increase Quality of Products
  • Expansion of Capacity

Strategies, objectives and deliverables need to be idenified and weighted as to its relative importance which in terms of training programs and the modules within it creates the prioritised need for the module training within the broader organisational curriculum. Doing this ensures the training within the organisation is focussed on delivering the strategies, objectives, needs and deliverables for the organisation. As modules are proposed and developed they are analysed against the the organisational strategies, objectives and deliverables; organisational processes; and organisational performance gaps.
The iProgent™ application will deliver the ability for organisations to perform this analysis real time within the organisation structure. Click here to view more on the iProgent™ application.

Customised Training Programs Home Business Process Analysis

In order for training programs to be customised a mature process hierarchy is required. This would include:

  • The process chain of the organisation at each level of the hierarchy:
    • Level 1 - Stratgic or Managerial/Policy level
    • Level 2 - Operational or Procedure level
    • Level 3 - Instructional or Work Instruction Level
      • Dependant on process complexity instructions may be broken down further
  • The requirements of each of the process at each level including:
    • Roles required in each process - Swimlane distributed process maps can deliver this
    • Skills of personnel needed to deliver process outcomes
    • Assets required to run the process
    • Measureables and Metrics used to deliver process outcomes, KPI and process capability
    • Safety and Regulatory requirements in each process
  • Job Descriptions and the Personnel in each role
  • For best results the relative risk profile of the process hierarchy

Further steps in the customised training programs process will use this data to ensure targeted delivery to the organisational strategy and deliverables.

For assistance in Business Process Analysis please contact Quality One.

Customised Training Programs Home Legacy Identification

Legacy is the information within the organisation that is not captured in any formal manner. It is the data and capability that is removed from an organisation when personnel or assets leave the structure of the organisation that does not allow for access to the data to occur any longer. It is imporant for an organisation to identify where legacy data exists in the organisation, the importance of the data, the risk if the data cannot be accessed, whether the data requires capture and whether a training program is required for the legacy data gap. Data or process that is part of the Business Management System can be considered legacy data that has been already captured and is not a gap in any customised training program.

To identify areas of legacy and whether training is required in a customised training program the organisation needs to:

  • Identify Processes with greatest risk to the organisation
  • Identify Risky Processes with no ownership
  • Identify Roles/Owners of Riskiest Processes
  • Identify Processes with inadequate Skill Requirement Definition and Competency
  • Identify Processes with inadequate Work Instruction
  • Identify Personnel in roles and level of turnover in role
  • Identify Roles with no lineage to Process and Process to Work Instruction and Procedure
  • Prioritise legacy capture via risk, gap and likelihood of loss of legacy data
  • Use legacy capture to create and or update Procedures, Processes and Work Intructions
  • Identify and personnel in new Procedures, Processes and Work Instructions
For assistance in Legacy Programs please contact Quality One.

Customised Training Programs Home Succession Planning

Succession Planning is required for all high risk roles within and organisation. High risk roles are those associated with higher risk processes determined by the processes alignment to the risk factors developed from the relative risk profile of the process hierarchy. In identified succession planning roles a training program needs to be developed for that role. Were possible personnel within the organisation should be identified as potential replacements and person development plans established based on skills gap to the role. Succession Planning should consider:

  • Identify Processes with greatest risk to the organisation
  • Identify Risky Processes with no ownership
  • Identify Roles/Owners of Riskiest Processes
  • Identify Skills required for Risky Roles
  • Identify Personnel with high skill match via training matrix. Requires robust Training Matrix
  • Create personal development training programs for identified personnel
  • Train required level of personnel in personal development training programs to mitigate the risk of succession failure

For assistance in Succession Planning please contact Quality One.

Customised Training Programs Home Personnel Skill Matrix Process Robustness

A robust Personnel Skill Matrix related to the processes within the organisation is a must for mature customised training programs to be developed. This should include:

  • All processes at all levels of the organisation being known
  • Skill and competency requirements for each process being known
  • Resource and Personnel requirements for each process being known
  • Personnel Skill levels being known which includes
    • Results of Internal Training
    • Personnel Qualifications
    • RPL on process skill requirments
    • External training courses conducted
  • Dates of competency and continuance requirements
  • The ability to analyse process and personnel gaps in organisational capability in real time
  • The ability to higlight resource gaps within processes and the organisation
  • The ability to identify all personnel competent to do any process
For assistance in Robust Skill Matrix please contact Quality One.

Customised Training Programs Home Personnel Skill Process Gap Analysis

Personnel Skill Process Gap Analysis can be conducted when an organisation has maturity in their processes and the skills required to deliver them, the number of personnel required to conduct the processes, the comptencies of the personnel to run the processes and the training requirements in order to train personnel for each of the processes they conduct. Personnel Skill Process Gap Analysis should include:

  • All processes at all levels of the organisation being known
  • Skill and competency requirements for each process being known
  • Resource and Personnel requirements for each process being known
  • Personnel Skill levels being known which includes
    • Results of Internal Training
    • Personnel Qualifications
    • RPL on process skill requirments
    • External training courses conducted
  • Analysis of Personnel Skills by Role matched to Process Skill Requirements
  • Percentage Report of Role DNA is created - this can be cross referenced to the risk profile of each process which leads to training prioritisation.
For assistance in Personnel Skill Process Gap Analysis please contact Quality One.

Customised Training Programs Home Training Prioritisation

Training Prioritisation is considered when gaps in the competency and skill of personnel is identified based on process skill requirements. Training Prioritisation should consider:

  • The individual personnel gap based on the process skill requirements of their role
  • The number of personnel required to run the process
  • The cross functional levels available from other personnel running other processes
  • The size of the gap in the personnel skills and required skills for the process
  • The level of risk in the process based on the Risk Profile of the process
  • The time gap required to gain competency in the required skill sets
  • The future strategy and direction of the organisation
For assistance in Training Prioritisation please contact Quality One.

Customised Training Programs Home Training Development by Role and Process

Training Development by Role and Process delivers the units of work for a curriculum to be developed mapped to the organisation and the processes required to deliver its products and services. The development of training needs to include:

  • Skill requirements of the process
  • The process in isolation and where it is placed in the organisational process hierarchy
  • The methods of delivery of training for the process
  • The assessment and competency requirements of the training which should be attached to the risk level of the process
  • The level of expertise required by the trainer and assessor
  • A cross reference of training materials to skill and competency requirements to ensure all required elements are covered
  • A view of the training module in the organsational curriculum and training matrix
For assistance in Training Development please contact Quality One.

Customised Training Programs Home Training Delivery

Training delivery can be organised in any of the following manners which should be decided in the training development phase:

  • Face to Face - Lecture style
  • Online through a learning management system or Technology Based Learning
  • On the job training through coaching and mentoring
  • Group Tutorials
Each style can include:
  • Simulations
  • Role Playing
  • Workplace Projects
  • Films and Videos
  • Case Studies
  • Planned and Pre Reading
Where training is specifically orientated towards the delivery of a process or the use of equipment within a process reference to organisational policy, procedure and work instructions should be made in the training. Competency and skill requirements should also be related to the needs of the process which need to be outlined in the training assessment. For assistance in Training Delivery please contact Quality One.

Customised Training Programs Home Training Assessment

Training assessment needs to be developed in conjunction with the training and needs to deliver:

  • Evidence of Competency either written, verbalised or observed. Evidence can come in the form of:
    • Examination - open and closed
    • Work based portfolios and projects
    • Questioning and Interviewing
    • Third Party Evidence from previous roles and or study
    • Verbal Presentations
  • Recorded evidence that all required competencies have been assessed
  • Has an assessment tool that reduces and removes any variation between assessors assessing the same item. Assessment Tools would typically include:
    • Elements of the assessment - The essential actions or outcomes which are demonstrable and assessable
    • Performance Criteria - The required performance level in relevant tasks and skills to demonstrate achievement of the element. This should be linked to the level of risk acquired by the process the training assessment is based upon.
    • Performance Evidence - Specifies the skills to be demonstrated relevant to the product and process.
    • Knowledge evidence - Specifies what the individual must know in order to safely and effectively perform the work task described
    • Assessment conditions - Specifies the conditions under which evidence for assessment must be gathered, including any details of required equipment and materials; contingencies; specifications; physical conditions; relationships with team members and supervisor; relationship with client/customer; and timeframe.
  • A recognised prior learning (RPL) criteria where applicable for assessment that can be conducted without having to conduct training.
Assessments need to be directly linked to the requirements of the processes that training is attempting to deliver. If this robustness link is broken the will be no sound way to ensure the training program is delivering the requirements of the organisation. For assistance in Training Assessment please contact Quality One.

Customised Training Programs Home Program Feedback and Robustness

Training programs need real time feedback on the capability and robustness of the training set up and content in order to deliver the requirements for the organisation. This can be achieved through:

  • Results of Assessments
  • Results of individual competencies across the organisation and cohort
  • Delivery of work placed portfolios and projects as a direct result of training
  • Correlation between process capability measures and levels of competencies set and obtained for each process
  • Correlation between process cycle times and the levels of competencies set and obtained for each process
  • Level of defects encountered by the process covered in the training
  • Closing of the competency gap that may exist in the organisational requirements to deliver process
For assistance in Program Feedback and Robustness please contact Quality One.

Forthcoming courses

8D
11 February 2021 [More...]
8D
22 February 2021 [More...]

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Quality One Australia was first established as Quality Associates Australia in 2005 due to an overwhelming response for its partner company, Q1 - Quality One USA to provide quality training, consultation and facilitation services to various industries throughout the South East Asia region.  We rebranded in 2018 to more closely align with our US partner.

We specialise in end to end process and quality management from initial education, training, curriculum and certification ( Lean Six Sigma , 8D , FMEA, APQP, SPC etc. ) through to the implementation of quality management, electronic management and business and process improvements across your organisation. We deliver change, improvement and solutions to organisations locally, throughout Australia, across the Asia region and globally through our Q1 network.

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