Developing an ISO 9001 Quality Management System (QMS) requires a lot of effort to create a system, change employee behavior (management and workers), and obtain the desired results.  Many companies have successfully built an ISO QMS, passed their initial registration audit, and later failed to maintain all of the documents, records, and quality process activities.  Creating an ISO QMS is one thing but maintaining it can be just as difficult for your organization.

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Start by considering what the product is that you produce as an organization and what core processes are needed to produce that product.  In the case of education, the product is learning or a change in behavior as a result of learning something.

Now look at quality in light of behavior change.  What do you design and develop that causes behavior changes.  Certainly that would include teaching methods, but also the curriculum, course length, how the day is structured, homework, grading, extracurricular activities, grade levels, meals served, etc.

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Interactive learning style helps students become familiar with using the ISO 9001 Standard as criteria for auditing, the importance of an audit program along with basic auditing principles.

St. Louis, MO – February 27, 2009 – Bizmanualz, Inc., a business publications, training and consulting company based in St. Louis, MO, today announced the launch of a completely redesigned version of its ISO 9001 QMS Internal Auditor Training course.  This ISO training course demonstrates requisite auditing skills to beginning auditors, and is also valuable to experienced auditors and quality managers looking for a refresher course or the opportunity to discuss innovative approaches.

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Question of the month: How does work environment contribute to effective learning/training?

In July, the focus of our articles was on learning and how it benefits the organization. Learning is often perceived as expensive, time consuming, and even disruptive. While this perception may be fairly accurate for the immediate short term, the long term benefits of learning is well established and cannot be ignored.

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There are claims made in so many trade journal articles and web page texts about how to make “training stick.” (Or, in the vernacular – “training transfer”)  In spite of so many claims, really only a small percentage of internal and external learning will be successfully applied to improve work. 

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In our last article we discussed why creating a culture of learning in an organization is important. One reason is that an organization that values learning is very likely to be an organization that more readily embraces change, including improved technologies and methods. Also, while job-related training is important, a broad approach to encouraging all kinds of educational opportunities really promotes a learning culture.

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Do you feel like training is too expensive or perhaps you cannot afford the lost work time, or maybe you do not want to send your employees on a “mini-vacation.” To some degree these views make sense to those focusing on near term results, such as the production numbers for tomorrow or sales figures for the month. However, does such a view make sense for anyone seeking long term growth and success?

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Question of the month: Under what situations can training be financially justified?

The email articles in August talked about workplace training programs. Highly trained and competent employees are great assets to any company. These employees grow and change as

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Last week we discussed some tips to enhance your company’s training and training programs. This included a whole lot of “do’s” and a few “don’ts” to providing good training sessions and programs.This week we will discuss the results of good training classes and programs.

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Last week we discussed why companies do and do not invest in training programs for employees. We discussed some strengths and weaknesses of training programs, along with some examples of each. This week we will discuss some aspects of “how” to provide good training.

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