IWA 2

IWA۲ & ISO10015:1999

Quality management in education

 

IWA2 guide and ISO10015: 1999 to cover issues related to the development, implementation, maintenance and improvement of educational strategies and systems that affect quality of product or service, is.

Why do we need to ISO10015?

 

Globalization and the rapid development of technology, organizational conditions and competition in the market has changed. Quality human resources, a key factor for maintaining high performance. It is necessary to invest in human resource development is ongoing. To protect this investment on training and development of human resource management, human resource development processes requires system planning, implementation, evaluation and control.

Training on the job compared to conventional training, more to meet the specific needs of their organization. These standards will help management to act in what he says.

Implementing ISO 10015 and IWA2

The implementation of this standard includes four (4) steps. A needs assessment is the first step in the standard text it is stated that:

Need assessment must be based on the needs of the current educational and training needs of personnel expected according to qualification.

How to integrate ISO 10015 with ISO 9001 and the establishment of IWA2:  

The correct implementation of ISO10015 will help the organization to take action instead of reaction (passive) in relation to the competence of personnel to carry out. Actions are proactive measures that the organization was not before the appropriate level of knowledge and powers in planning and action. To ensure the quality of training, the training process should be considered as part of the quality management system. Monitoring and improving the process in accordance with ISO10015 / IWA2 ensures the correct management and implementation of the system.

According to Deming PDCA cycle four-step process for effective training are as follows:

  • Educational needs
  • Educational planning
  • Training Run
  • Outcome measures and performance results and the effectiveness of training