In the context of pharmaceutical and medical device manufacturing, regulatory compliance is a critical aspect of business.
The FDA, in particular, expects companies to maintain effective training programs for all employees that cover topics such as hazard communication, safety data sheets (SDSs), and GMPs (Good Manufacturing Practices). But how do you develop an effective training program?
Here are five essential components:
When developing training programs, it is important to state the objective. This can be in the form of a question or statement about what you want employees to know and understand after completing the training.
The point of this is so that you can measure whether or not your training has worked as intended.
For example, "How do I handle a customer complaint?" would be too vague because it doesn't tell an employee what they're supposed to do with those complaints after they've received them; "I should never argue with customers" would be too broad and unrealistic because sometimes arguing with customers is necessary for resolving their issues—a more appropriate answer would be something like "I should take steps when possible to resolve customer complaints internally before escalating them."
The objective needs to also reflect both company-wide goals as well as individual departmental goals; therefore it's important that every training course aligns with these objectives as much as possible without being too repetitive across departments (which could have negative effects on employee morale).
Although the importance of employee training is well-understood, many companies still fail to deliver effective education. This can be a costly mistake, as employee training is one of the most significant factors in determining whether or not a company will achieve FDA compliance.
To ensure that your company's employees receive high-quality compliance training, here are some tips on how to develop effective training programs:
Provide training in the appropriate format: You must design your curriculum with your audience in mind; it should incorporate activities that engage participants and allow them to learn by doing rather than just listening or reading. For example, if you're trying to teach employees about how certain procedures should be performed at your facility, consider incorporating hands-on practice into your classes so that people can see for themselves how things work (or don't work).
Make sure it's relevant: A good rule of thumb is always ask yourself "What does this have to do with our business?" If you're presenting information about a new regulation or policy being implemented at your plant, think about what changes need made based on this new requirement; try asking yourself questions like "How does this affect us?" and "What should we do differently now?"
A training program is only as effective as its ability to reach every employee. The best way to ensure that every employee can retain what they’re learning is by using a variety of teaching methods and tools. For example:
Use quizzes and tests at the end of each module or session. These should be short, objective assessments that test comprehension of the material covered in a given section. Make sure there are no questions about anything other than what was covered in that particular module; this will help prevent employees from getting distracted or losing focus on what the goal of their training program is supposed to be.
Use demonstrations during classroom time whenever possible (and practical). Whether you’re teaching new employees how to use equipment safely or showing experienced workers how better ways/equipment affect product quality control and compliance, demonstrations help reinforce learning by showing instead of just telling—and they also encourage participation and interaction among students while keeping them engaged with your presentation throughout its duration. *Use role playing during classes where new employees learn specific procedures related to their jobs (e.g., clean room entry protocol), which will both allow them practice at following these protocols correctly while also giving those already familiar with such procedures an opportunity refresh their memory before being tested later on when it matters most: during production shifts or after hours when time isn't readily available for review sessions.*Use case studies about real-life situations involving past mistakes made by companies similar but not identical
Documentation should be clear and concise. Documentation should be easy to read and understand. Documentation should be easy to interpret, making it possible for others to use the documents as training materials without having access to the original source or additional information (e.g., if a record is kept in an electronic format).
The type of information that can be documented includes how many employees participated in each training session; who presented that training; what was discussed during those sessions; when each session took place; who attended each session; what materials were used during those sessions; how many people completed the post-training evaluation survey; how many people passed/failed on their evaluation assessments (if applicable)
To ensure your training programs are effective, you need to understand the regulations and guidance as well as feedback from employees.
The key to developing effective training programs for FDA compliance is understanding the material. It's important that you understand what the regulations mean, how they apply to your company, and how they affect your employees' daily lives. Once you've done this, you can create a program that will help your team comply with FDA regulations without sacrificing quality or productivity.