You could anticipate that the ISO 9001:2015 standard would include the human resources procedure criteria because managing the people within a business is a crucial component of the Quality Management System (QMS).
Unsurprisingly, even while it does not mandate the development of a human resources policy, the standard does include rules regarding how you must manage human resources in your firm. Aegis.qa explains what to include in your ISO 9001:2015 human resources audit checklist by reading this article.
What is said about human resources in ISO 9001:2015?
Although human resources is not a requirement in the ISO 9001:2015 standard, two key subclauses discuss how to manage the personnel in your QMS. These primary clauses lie within clause 7 of the standard’s support section.
Clause 7.1.2 Individuals:
According to this brief sentence, you must choose the persons you will require for two different activities. You must first identify the personnel needed to run the QMS processes, which include all steps involved in meeting client expectations, from communication to delivery.
To achieve product and service conformance, you must first identify the people required to generate the products and services and modify them to fit the target market’s needs. The standard specifies that you must give these individuals after assessing the kind of persons needed for your QMS.
Clause 7.2 Competence
The ISO 9001:2015 standard’s most comprehensive set of standards for the human resources process is contained in this clause. Four sub-clauses follow a four-step process to make sure people are aware of what they need to know:
Determine competence: What abilities and knowledge are required for employees to carry out their organizational duties? This includes everyone under your supervision who has the potential to impact the operation and efficacy of the QMS.
The ISO 9001:2015 criteria frequently mention determining the competence for processes. You must determine what individuals need to know before the tasks are started for them to be performed correctly.
Make sure individuals are competent: Now that you know the information and abilities needed, how can you make certain people competent before they begin working? It must match what you have determined necessary, although it can be done by education, training, or experience.
Develop competence: Any human resources manager will tell you that finding the ideal applicant for every position is uncommon, as some skills or knowledge are frequently lacking. So, what are you going to do if this is the case? Will you provide the employee with training to close the skills gap? What kind of training—internal or external, formal or on-the-job—will be provided? Most importantly, how will you ensure that the decision has given the person the necessary competence?
Maintain the evidence: What concrete evidence is required to demonstrate people’s competence in the end? This could refer to the job description that identifies the competencies and the training materials gathered for an employee to show how to carry out duties related to his employment. These are frequently the records kept by human resources about the company’s employees.
To assure the quality of the product or service, concentrate on the necessary abilities. The most effective strategies to guarantee that all requirements to satisfy customer requests are met without having to document every step in the process are to concentrate on the competencies necessary by employees, identify these competencies during hiring, and train to complete employee competency. The easiest approach to guarantee that clients receive what they need to keep them coming back more frequently is by frequently recruiting good, competent personnel.
What belongs on the audit checklist for human resources?
It’s crucial to remember that any audit checklist must consider the organization’s processes in addition to the criteria of the ISO 9001:2015 standard. The human resources method demonstrates how your company has understood and applied the standard’s requirements. Because of this, these choices are included in the QMS and are also subject to auditing.
Don’t let the human resources policy limit your options. When creating the method of human resource, one thing to remember is to avoid being overly precise. You decide among your abilities are skills and knowledge of the management system standard.
To check that your business is doing what the standard demands and what has been established to be necessary to make human resources function for you, ensure that your audit checklist includes the requirements from both sources.