Dear all, Please Guide me, Being an HR, How to make Various Kinds of documents and reports for ISO Audit? Which are those types of reports? Please Guide Me........ Thanking you
From India, Pune
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13From India, Pune
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Hi, below is the procedure in our company for HR as per ISO requirements. I hope it will help you.
1. Compare the competency of the employee with the competency needed for the position and analyze competency gaps.
2. Develop training needs based on the competency gaps, Skill Matrix, and on the basis of the jobs, which can have a significant impact on quality, environment, and safety. Review the training needs as and when organizational changes take place.
3. Methods to identify the training needs of personnel working for and on behalf of the organization:
a) Competency gap analysis exercise (for Jr. Executive & above category).
b) Skill Matrix exercise (for Staff & Workers on the company roll).
c) Identification of training needs based on the jobs, which can have a significant impact on quality, environment, and safety (for contractual workers & sub-contractual workers).
4. Upon receipt of the competency mapping, the overall training requirements will be revised by the HR department in consultation with the HODs and based on the functional needs an annual calendar is prepared and approved by HOD.
5. Plan the training based on the yearly training plan and also review the plan and schedule the monthly training plan as per the availability of resources.
6. Conduct the training and record attendance.
7. Evaluate the effectiveness of the training as per the training effectiveness evaluation sheet. The following types of programs will not be covered for training evaluation: Meetings with business delegations, buyer-seller meets, meetings for business opportunities explorations, AGMs, Vendor Conference, and general communication meetings.
8. Maintain records of the training/additional training.
9. Update the competency levels of the employees based on the training effectiveness.
10. Provide induction training to new entrants to make them familiar with the Quality, Environmental, and Safety Management System and the consequences to the customer of non-conformity to quality requirements (for company roll employees).
11. For skilled employees on contract or casual nature, a test should be conducted by the functional head for the competency at the time of engagement.
12. Provide OJT (on-the-job training) for personnel in any new/modified job affecting product quality. Also, inform about the consequences to the customer of non-conformity to quality requirements. Keep a record of the training provided.
13. Conduct an 'Employee Satisfaction Survey' at least once a year. Develop action plans to improve the satisfaction level and monitor the implementation thereof.
Regards,
Bharti
From India, Faridabad
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1. Compare the competency of the employee with the competency needed for the position and analyze competency gaps.
2. Develop training needs based on the competency gaps, Skill Matrix, and on the basis of the jobs, which can have a significant impact on quality, environment, and safety. Review the training needs as and when organizational changes take place.
3. Methods to identify the training needs of personnel working for and on behalf of the organization:
a) Competency gap analysis exercise (for Jr. Executive & above category).
b) Skill Matrix exercise (for Staff & Workers on the company roll).
c) Identification of training needs based on the jobs, which can have a significant impact on quality, environment, and safety (for contractual workers & sub-contractual workers).
4. Upon receipt of the competency mapping, the overall training requirements will be revised by the HR department in consultation with the HODs and based on the functional needs an annual calendar is prepared and approved by HOD.
5. Plan the training based on the yearly training plan and also review the plan and schedule the monthly training plan as per the availability of resources.
6. Conduct the training and record attendance.
7. Evaluate the effectiveness of the training as per the training effectiveness evaluation sheet. The following types of programs will not be covered for training evaluation: Meetings with business delegations, buyer-seller meets, meetings for business opportunities explorations, AGMs, Vendor Conference, and general communication meetings.
8. Maintain records of the training/additional training.
9. Update the competency levels of the employees based on the training effectiveness.
10. Provide induction training to new entrants to make them familiar with the Quality, Environmental, and Safety Management System and the consequences to the customer of non-conformity to quality requirements (for company roll employees).
11. For skilled employees on contract or casual nature, a test should be conducted by the functional head for the competency at the time of engagement.
12. Provide OJT (on-the-job training) for personnel in any new/modified job affecting product quality. Also, inform about the consequences to the customer of non-conformity to quality requirements. Keep a record of the training provided.
13. Conduct an 'Employee Satisfaction Survey' at least once a year. Develop action plans to improve the satisfaction level and monitor the implementation thereof.
Regards,
Bharti
From India, Faridabad
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Hi Aarti,
Greetings!
Please find the attached document for your reference. It will help you in the startup of a new HR department and also in the compilation of the relevant documents/records for the HR department.
Thanks and Regards,
S. Narendra Nath
From India, Hyderabad
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Greetings!
Please find the attached document for your reference. It will help you in the startup of a new HR department and also in the compilation of the relevant documents/records for the HR department.
Thanks and Regards,
S. Narendra Nath
From India, Hyderabad
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