Training

A level of training - Basics - allows for the creation of a consistent, flexible and long-term understanding of the basics of the relevant management system and associated standards.

When to choose this level of training?

If you want:

• to understand the basics of the relevant management system and the general requirements of the relevant set of standards;
• to gain the understanding and practical application of principles, vocabulary, basic concepts and premises on which the relevant ISO standards are based;
• to gain the basis for further development of knowledge and skills in the chosen discipline, but also in the field of management system and ISO standards in general.

Who chooses this level of training?

In most cases, this level of training is preferred by entities marked with green:

B level of training - Implementator (manager/ specialist for implementation) - enables acquisition of key knowledge and skills in practical implementation of specific solutions during the establishment, implementation and maintenance of relevant management systems in accordance with the requirements of the corresponding standards.

When to choose this level of training?

If you want:

• In addition to understanding the management system, be able to actively participate in establishing solutions tailored to specific organizations - including processes, procedures, records, decisions, policies, and other solutions - either through independent or team work;
• to prepare for the tasks of a manager, consultant and/ or employee within a team that has been actively involved in the establishment and implementation of the management system;
• to be able to implement the solutions and adjust them to the needs of an appropriate part or management system as a whole;
• acquire knowledge and skills to align your organization and/ or other organizations with the applicable requirements of ISO standards and prepare them for further certification.

When to choose this level of training?

In most cases, this level of training is preferred by entities marked with green:

C level of training - Internal auditor - with knowledge regarding the requirements of the relevant standard, it also enables acquiring key knowledge and skills for successful preparation and realization of the audit of the organization, which enables long-term maintenance of the desired levels of the management system.

When to choose this level of training?

If you are (or expect to be) appointed as a manager, consultant and/ or employee within a team that has (or will) participate actively in the internal audit processes of the management system.

If you want:

• In addition to the competencies necessary for the establishment and implementation of a management system, you also have the skills necessary to adequately check the management system in your organization - either as a manager, an internal consultant or an employee within a team involved in maintaining and improving the management system;
• To be able to successfully plan, implement, control and improve checks in accordance with relevant criteria and good practice of checking (auditing).

Who chooses this level of training?

In most cases, this level of training is preferred by entities marked with green:

D level of training - External auditor - is adapted to the needs of auditors * who carry out checks of partner and other organizations ** and enables the acquisition of key skills and knowledge for successful planning, realization, control and improvement of check in accordance with relevant criteria and good practice of external check.

* Often these checks are carried out by the auditors' team leaders.

** The check of partner organizations belongs to so-called - checks on the other side - and by its nature it is external in character.

When to choose this level of training?

If you want:

• that in addition to competencies that include previous levels of training, include both knowledge and skills in the auditee's domain of the other party, and
• In addition, you will also gain the competencies that enable you to perform the activities of a team of auditor teams in relation to the relevant management system, whether it is:
  • only for the needs of your organization,
  • With the aim of expanding your organization's services as part of its services and providing consulting services related to the implementation and verification of the management system, or
  • In order to direct your career towards an independent professional consultant and/ or an external auditor.

Who chooses this level of training?

In most cases, this level of training is preferred by entities marked with green:

Transitional training enables the acquisition of key skills and skills for the successful preparation and implementation of the "transition of the management system", i.e., its alignment with the new editions of the corresponding standards.

When to choose this level of training?

If you want:

• to understand the requirements, concepts, frameworks, and models of new releases of standards, compared to older releases of standards;
• to gain competencies that will enable you to effectively and efficiently align management systems that conform to older releases of standards with the requirements of new releases - be it for the needs of the transition of the management system.

Who chooses this level of training?

Depending on whether a personal primary goal is information or training, these trainings are attended by different roles and candidate profiles, which are typically characterized by experience with management systems in line with previous releases of the corresponding standards.

Individual training

Individual training takes place in the conditions in which the consultant-lecturer works one-on-one with the candidate.

The advantage of this type of training is that the consultant-lecturer can fully focus on working with one candidate and, in the extent that the training program allows, further assist the candidate in understanding the specific problems that she can face in her work.

The candidate can discuss with the consultant-lecturer the specific problems that the candidate faces regarding the topics covered by the training, without having to worry about personal or company confidential information.

Group training

Group training is tailored to work in small groups.

The advantage of this kind of training in which the size of the group is not a limiting factor (since it is done in small groups) is that individual work involves group work, where the consultant-lecturer and other candidates, in the extent permitted by the training program, exchange their experiences.

Public training

Public training is training that take place within the regular training of the GSC, which are timely published in accordance with the regular and special training calendar, in a classroom at a location that the GSC uses specifically for training needs.

Each candidate can attend these trainings - whether it is an individual or a member of one or more organizations - based on a previous registration.

The advantage of this type of training is that they take place in specially adapted locations for training candidates, which are outside of the organizations premises, thereby reducing the potential hindrance that may occur on the candidate's job, which often limits the learning effects. At the same time, since the nature of these trainings is primarily group-based and that candidates often come from various organizations, it creates the opportunity to network and work with people who have experience in related or other fields.

Public Training is timely announced in the GSC Training Calendar.

Organizational training

Organizational training is a training tailored specifically to the needs of your organization. It can take place:

• at your location (in-house training) or
• at another convenient location outside of your premises, which we or you have adapted to the training needs.

For these trainings, it is characteristic that the organization has control over the structure of candidates participating in the training, whether it is a candidate, group members or teams, with or without the participation of members of their partner and other organizations.

The advantage of this type of training is that time frames and locations can be scheduled to suit the needs of candidates. Since these trainings are not open, they are already formed to suit specially selected candidates, they can be targeted and tailored specifically to the needs of specific teams (to the extent that the training program permits, the so-called tailor-made approach). Candidates, usually members of one or more teams of the organization, can share the specific problems they face in relation to training topics, without worrying about confidential information or the reputation of the organization, and the potential closeness and mutual knowledge of candidates can be an excellent basis for advanced learning in the team.

These trainings can increase the cost of travel and/ or accommodation of a consultant-lecturer and/ or candidate (in the case where training is outside the premises of the organization), but does not require the cost of travel and/ or accommodation that candidates can have if they attend public training.

Distance learning

Distance learning is carried out by communication via the Internet and is adapted to work in conditions that do not require the presence of candidates in the classroom.

The advantage of this type of training is that it offers great freedom for candidates to choose a work environment because it allows them to attend training even when they are not able to attend the location where the pre-prepared classrooms training take place.