Guide to the current ISO 10015, for Training (as an internal alternate to LPMS ISO 29990):


Training as part of "competence", this ISO guideline address issues relating to assist organizations in establishing and maintaining an effective training scheme:


Identifying and analyzing training needs,

Once identified and analyzed, design and planning (training),

Provide the resources and needs to realize training,

Qualify the result of training,

Monitor and improve the training scheme,


Identification, development and preplanning for training:


The prior pointers are action-addressing issues for "competency".


Identification and initial considerations - the information herein follows, provides consideration in addressing issues relevant to the selection of training methods and sources for planning.


Some of the key aspects for development and from thereon planning require that consideration be given to:


  • Organization's business policy and objectives,
  • Skills, knowledge in view of personnel competency,
  • Organization's culture
  • Access and availability of training professionals
  • Provision of resources, and
  • Consideration given to legal requirements


Methodology and selection:


Methodologies and techniques in use need relating to the objective being pursuit (medium and long range), available resources and other aspects unique to each organization.


Some of the applicable methods known are:


  • Internal program and workshops
  • External courses
  • On-the-job (training)
  • Self-taught (training)
  • Distance learning (such as One-On-OneSM)
  • Interactive methods
  • Workteams and experiences


Prior to or concurrently with selection of applicable method, consideration must be given to date and location, cost, population group focus, level of competency, training methodology and follow-up, diploma - certification.




Consideration is given to and when planning, herein identified:


  • Organisation's training objectives (concurrent with business objectives),
  • Define the needs of training and others,
  • Whom to train and develop,
  • Provision of resources and timing.


Once training consideration is given to above the organization may reasonably obtain inputs on their investment (return-on-the-investment, ROI). To value this "ROI" information may be gathered and analyzed measuring participants' level of satisfaction, transforming information into knowledge, and continuing applicability of training assisting in efficiency and thus achieving ongoing effectiveness.


Planning outcome generates a plan to follow thus providing guidance to pursuit and achieve the training objectives.




ISO 10015,  
 Guide for TrainingHome Portal...