Understanding the HR Department's Role in ISO: What Are the Key Responsibilities?

Role and Responsibilities of the HR Department in ISO

What is the HR department's role and responsibility in ISO? Please send me the form and format of HR department documentation.

Thank you.

Regards

Prime Roles and Responsibilities of HR in ISO

The prime roles and responsibilities of HR in ISO include training, which is a mandatory process. Other processes like recruitment, appraisals, etc., are optional. Training plays a vital role in any organization to maintain the skills of all employees as per industry standards.

Mandatory Documents for Training

The mandatory documents that you should maintain regarding training are as follows:

- Skill Matrix
- Training Calendar
- Training Schedule
- Training Records
- Training Needs Identification Form
- Training Feedback Form
- Training Effectiveness Evaluation
- Training Attendance Record
- Competency Matrix
- Personnel Training Record

If you need any more documents, those are optional.

Regards

Role of the HR Department in ISO

The main role of the HR department in ISO is crucial because all training is arranged by the HR department. They are responsible for deciding which employees require training. The HR department also maintains the following data for ISO:

• **Training Need Identification:** Identifying the employees who require training.

• **Yearly Training Calendar:** Listing all training sessions scheduled for the year.

• **Training Attendance Sheet:** Documenting the employees participating in the training.

• **Employee Training Calendar:** Scheduling training sessions for each month.

• **Training Feedback Form:** Collecting feedback from employees regarding the training sessions.

• **Training Record:** Recording the participation of employees in training throughout the year.

• **Personnel Induction:** Conducting orientation for new employees by all department heads.

• **Performance Appraisal Form:** Employees fill out this form during the increment process.

These forms are completed by the HR department as part of the ISO standards.

Thanks & Regards,

Vipin Chauhan
Executive HR
[Phone Number Removed For Privacy Reasons]
C & S Electric Group

Thank you for your knowledgeable responses. In my experience, we need to create process sheets for all HR processes such as talent acquisition, learning and development, performance management, joining, and induction. Each year, we must measure improvements in all processes regarding quality, cost, process enhancement, etc.

Please provide your suggestions on how to acquire more knowledge on this topic.

Thank you for your knowledgeable responses. Based on my experience, we need to create process sheets for all HR processes such as talent acquisition, learning and development, performance management, joining, and induction. Every year, improvements should be made in all processes in terms of quality, cost, and process enhancement. I would appreciate your suggestions on gaining more knowledge on this topic.

Starting with Recruitment and Selection

Starting from the recruitment and selection process, followed by joining and induction training, it is important to focus on ISO standards. Conduct pre and post-job questionnaires or evaluations by Heads of Departments (HODs) to create an employee skill matrix for a specific period, such as six months or a year. Provide on-the-job training (TRG) for new employees and certify them for their work capabilities.

During the on-the-job training period, HODs should identify employees' training needs and discuss potential topics with employees. Develop a list of training topics based on the identified needs of each HOD.

Assign senior employees within the company as trainers based on the training topics list. Create a training plan aligned with the topics and seek approval from top management. Develop a monthly training plan based on the yearly training plan.

Conduct actual training sessions and maintain records (attendance cards, immediate feedback, evaluation questionnaires). Reschedule training for employees who do not understand or miss sessions, and if trainers are unavailable. Update employees' training history cards based on attendance records.

Monitor the implementation of training and evaluate if employees are applying their learning. Report observations to HODs for review and further training scheduling. After evaluation, update the employee skill matrix and align it with their work responsibilities.

Implement the 5S plan, audit documents, observations, and 5S implementation sheets to ensure organizational efficiency.

I hope these steps help in enhancing HR processes effectively.

Warm regards

If I am wrong, please correct me. What Sayalo posted is exactly right. Every company has its own process notes (Procedures & Proceedings). When an audit comes, the auditor will proceed with the process note. In common ISO, the focus is mostly on training and development of employees. For instance, when an employee joins, induction is a must. Additionally, when a new process or product is introduced, an induction program must be provided to all. Documents and record maintenance also play a significant role in ISO.

Regards