Dear all,
During my internal QMS audit, the auditor raised a nonconformity that the department doesn't have data containing the minimum required manpower for each department in the organization. I want to ask seniors, is it needed? Will it help in the proper utilization of resources? Will it reduce the recruitment load? What are the other advantages/disadvantages? Please comment on it.
Abhay Girish HR-Admin
From India, Mumbai
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52During my internal QMS audit, the auditor raised a nonconformity that the department doesn't have data containing the minimum required manpower for each department in the organization. I want to ask seniors, is it needed? Will it help in the proper utilization of resources? Will it reduce the recruitment load? What are the other advantages/disadvantages? Please comment on it.
Abhay Girish HR-Admin
From India, Mumbai
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Dear Abhay,
It is mandatory to maintain personnel records of all employees as per ISO 9001:2000 norms and procedures. The functions of HR cannot be ignored as far as QMS Audits are concerned.
Best Wishes & Regards,
Debashis
From India, Lucknow
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It is mandatory to maintain personnel records of all employees as per ISO 9001:2000 norms and procedures. The functions of HR cannot be ignored as far as QMS Audits are concerned.
Best Wishes & Regards,
Debashis
From India, Lucknow
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Dear Abhay,
Maintaining this would definitely help you in the management of recruitments. At any given time you would be able to check the manpower requirement and surplus manpower (if any) and act accordingly.
Many times it has been seen that departmental heads complain that the HR hasn't provided us the required manpower. This problem will also not occur after adopting the above.
For making such data, you should meet each departmental head and decide on the min. strength required for the department, compile it and get is approved by the management. After you have the approved list with you, design a Manpower Requisition form for your departmental heads and tell them to send it to you in case they require additional manpower than what has been approved. The requisition shall be applicable only in case of new positions and shall contain justification for additional manpower, Desired educational & professional qualification, JD, salary range etc…
Hope I have been able to reply your query. In case of any further assistance, feel free to ask.
Thanks,
Sweety Singh
From India, Delhi
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Maintaining this would definitely help you in the management of recruitments. At any given time you would be able to check the manpower requirement and surplus manpower (if any) and act accordingly.
Many times it has been seen that departmental heads complain that the HR hasn't provided us the required manpower. This problem will also not occur after adopting the above.
For making such data, you should meet each departmental head and decide on the min. strength required for the department, compile it and get is approved by the management. After you have the approved list with you, design a Manpower Requisition form for your departmental heads and tell them to send it to you in case they require additional manpower than what has been approved. The requisition shall be applicable only in case of new positions and shall contain justification for additional manpower, Desired educational & professional qualification, JD, salary range etc…
Hope I have been able to reply your query. In case of any further assistance, feel free to ask.
Thanks,
Sweety Singh
From India, Delhi
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