I-Learning is inline with requirement number 7.2 Competence which normally falls under the domain of HR department of any organization. Planning for HR process controls must include determining competency criteria, skills evaluation, identification of training needs, types of training, provision of training, how training effectiveness is evaluated, methods to communicate an awareness of the importance of quality requirements and meeting quality objectives, to all employees. Although training may end up being the best solution, don’t overlook other actions, such as changing processes, improving procedures, rotating jobs, outsourcing, or recruiting fully trained and competent people. Criteria for competency must be developed based on appropriate education, skills, training, and experience for activities, tasks, functions, and processes. The level and detail of such qualifications, skills, training, and experience will depend upon the complexity of product, process, technology and customer and regulatory requirements. It is up to your organization to determine the necessary criteria for the various functions and activities affecting product and Management System based on these factors. A “Skills Matrix” is a useful tool used by organizations to determine and manage the competency levels required by different activities and functions.
An organization may create a comprehensive training program that is fully integrated with the management system. It should begin with the identification of processes. Then the processes are described and that becomes the basis of the training program – ensuring the persons performing the work understand the processes and are competent to perform them. And as persons are chosen and assigned to processes, they are evaluated based on their previous education and experience versus the requirements of the process, and where gaps are identified, they are provided with additional training.