The requirement for organizations to keep training records has been expanded to include records of education, experience, training and qualifications. Employees must understand the relevance and importance of what they do and how they contribute to the achievement of the quality objectives. Organizations must evaluate the effectiveness of the training they provide. A common complaint within many organizations is a lack of resources. This complaint usually relates to not having adequate time and staff to complete tasks.
Some organizations take great care in laying out resource plans.
When the bottom line tightens, training is usually the first resource to go. Unfortunately, this is a double-edged sword, because people still need training when taking on new responsibilities or implementing new systems. First, organizations must ensure that employees are aware of how their activities contribute to achieving organizational goals. Competency must be identified up front. If this is done properly, and the company can develop a definition of competency for the various positions in the organization, they can use this information for hiring, determining employee's needs, advancement opportunities and training.