Training management system certification

Certification level and evaluation system

Training management system certification usually adopts the assessment method of passing/failing, and the following dimensions are the core:

Training demand analysis: systematically identify the gap between organizational strategic objectives and employees' abilities, analyze the post competency requirements, collect personal development needs, and determine training priorities.

Training scheme design: training target setting, training content planning, training method selection, training resource allocation and training time arrangement.

Training organization and implementation: pre-training preparation, training process management, training resource coordination, training record keeping and training process monitoring.

Training effect evaluation: reaction level evaluation (student satisfaction), learning level evaluation (knowledge and skills mastery), behavior level evaluation (work application) and result level evaluation (organizational performance impact).

Monitoring and improvement of training process: supervision mechanism of the whole training process, identification and correction of problems, continuous improvement measures and optimization of training system.

Certification process

Training management system certification is usually divided into the following stages:

Application and acceptance: submit application materials (business license, system documents, etc.), and the certification body will conduct application review to confirm that the organization has the basic conditions for certification (the system has been in operation for 3 months, internal audit and management review have been completed, and there is no record of serious dishonesty).

First-stage audit (document audit): conduct document audit and site preparation evaluation, review the compliance of training system documents with standard requirements, and confirm the adequacy of second-stage audit preparation.

The second stage of audit (on-site audit): conduct on-site audit, including personnel interview, document inspection, on-site inspection of training, verification of training effect, evaluation of compliance and effectiveness of the system, and identification of nonconformities.

Certification decision and certification: certification certificate will be issued after the technical review is passed, confirming that the organization meets the standard requirements, and the certificate is valid for three years.

Supervision and audit: conduct supervision and audit once a year after obtaining the certificate (the interval shall not exceed 12 months) to confirm that the system continues to meet the certification requirements.

Re-certification audit: Re-certification audit is conducted before the certificate expires, and the certification qualification is extended, usually for three years.

Certification value

Standardize the training process of human resources: help organizations understand and analyze training needs, design and plan training, provide training, evaluate training results and monitor and improve the training process to achieve training objectives.

Improve the input-output ratio of training: emphasize the contribution of training to continuous improvement, make training a more effective and efficient investment, and systematically improve the quality of training.

Enhance market competitiveness: certified enterprises can get extra points in bidding, which is conducive to improving the probability of winning the bid; Win the trust of customers and related parties, and enhance the brand image of enterprises.

Promote organizational transformation and upgrading: help organizations transform from traditional extensive management into learning and innovative organizations, and provide systematic methods and tools for the establishment of enterprise independent training system.

Optimize the talent structure: ensure that talent training is highly compatible with the strategic objectives of the enterprise, optimize the organizational talent structure, promote the dynamic optimization of the training system, and form a virtuous circle.

Enhance employee satisfaction and work enthusiasm: pay attention to employees' training needs and development opportunities, provide rich and diverse training resources and opportunities, and enhance employees' sense of identity and engagement in the organization.