First, make a training plan.
Laboratories need to determine their own training needs according to their own development needs and past experiences and lessons, and make training plans according to the training needs. The difficulty lies in the determination of training needs. In order to better determine the training needs, the laboratory should first set challenging, measurable and achievable goals, generally including quality goals and development goals. With the goal, the gap is obvious and the training needs are clear. Secondly, the laboratory should summarize and analyze the problems found in the past period of time, and identify the training needs of the laboratory mainly by analyzing the control of 4.9 nonconformity detection, 4. 10 improvement, 4.1corrective measures and 4. 12 preventive measures adopted in the past. It can be seen that the identification of training needs is a systematic work. If the laboratory does not do the above links well, it will directly lead to the effectiveness and sufficiency of training needs identification. After the training demand is determined, it is necessary to make a feasible training plan according to the existing resources and actual situation of the laboratory. Identifying training needs and making training plans are generally carried out during the 4. 15 management review in the laboratory, and the training plan becomes the output of management review activities and needs to be implemented in the laboratory.
Second, improve the training records.
Perfect training records are an important guarantee for orderly and effective training of personnel. Laboratories are often confused because they don't know what records are needed for training, and even lead to the consequences of unqualified laboratory accreditation review. According to the author's practical experience, the training records of the laboratory should include: training plan implementation records, training sign-in records, employee training history records, training assessment records and training evaluation records. The difficulty lies in the training assessment record, because some training contents cannot be assessed by specific means (such as theoretical examination or on-site demonstration), so it is necessary to make clear which training items do not need to be assessed when making training plans; The focus is on training evaluation records. Article 5.2.2 in ISO/IEC 17025 requires the evaluation of the effectiveness of training activities, but laboratories are often more concerned about whether the personnel have achieved the expected purpose after participating in the training. Therefore, the training evaluation record can combine the evaluation of the effectiveness of activities with the evaluation of the effectiveness of personnel training, that is, it is stipulated that the proportion of personnel who have participated in training to achieve the expected purpose of training is regarded as the effectiveness of this training activity.
Third, a clear task.
After the training, the laboratory needs to authorize relevant personnel according to the training assessment and evaluation records, and the authorization of personnel needs to be clear and correct. The commonly used authorization methods include issuing "personnel skill table" and issuing employment certificate.
Fourth, continuous improvement.
The laboratory should establish a personal file for each employee, collect and summarize each employee's training records and existing ability certification materials, on this basis, make each employee's training purposeful, continuous and systematic, and truly realize the development of laboratory personnel.
The above are personal opinions, welcome to discuss!