Dear all,

We are compiling a procedure for human resource control. I desperately need your suggestions or idea for this. Or anyone can provide one for reference?

Many thanks.
Holly

Dear all,

We are compiling a procedure for human resource control. I desperately need your suggestions or idea for this. Or anyone can provide one for reference?

Many thanks.
Holly

With regards to Human resources, there could be lot of procedures which can be thought of. Can you be more specific what do you mean by "Human Resource Control" ?:cool:

Qualityalways is correct, Holly.

Human Resources has many functions within an organization. What are you looking to document and why? Is this for ISO 9001 or another management standard? That might assist you in determining what you are looking to document.

For my own company, for example, we have HR-related documentation on concepts such as:

Training of new and transferred employees
Maintaining the employee training database
Payroll entry
Maintaining the supervisors database
Computer policy
Absenteeism
Harassment in the workplace
Parental leave
Fitness and wellness
Timecard entries
Benefits
Professional dues and subscriptions
Education and professional development
Succession planning
Recruitement and employee retention


And, well, the list goes on for quite a while. :)

Something to consider is to define the main processes within your Human Resources department and then create process maps for each of them.

Hi RCBeyette,

Nicely bulletted points. :applause:

In fact, I started listing some of them like you did but gave up as I thought of getting reply from holly21cn first.

Hi Holly,

First you must have your company's Human Resource policy. The policy will have headings for each item such as annual leave, annual salary adjustment etc. etc.
Then you prepare procedures based on them.

Like what the others asked, why are you doing it? If its for ISO, only a few standard aspects need to be included and bearing in mind that HR is also a specialized field having to tie in with local labour and industrial relations laws.

Regards.

Thanks for your help.

ISO 9001:2000 require: persennel performing work affecting product quality shall be competent on the basis of appropriate education, training, skills and experience.
My confusion is now we are trying to write a procedure to document the main processes owned by human resource and include it into our QMS. But some functions of HR is more about management and not related to QMS.

I want to know if you included all the documents of HR into the QMS.

Thanks a lot.
Holly

As far as our QMS is concerned, we have documented TWO (2) Procedures in our QMS. One is related to Training wherein we have written how we identify training need, how do we select a person for internal/external training, How do we select internal/external faculty for training, How we assess the training by feedback etc and finally mid to long term impact of training. This all we cover in this training document. While in second Procedure, we have elaborated Employee Motivation concern. I have posted this document on web site also.

Regards,

Manoj Mathur

Dear all,

We are compiling a procedure for human resource control. I desperately need your suggestions or idea for this. Or anyone can provide one for reference?

Many thanks.
Holly

Holly, in addition to what has been previously mentioned, here is an observation I received from one of our surveillance audits.

Human Resources, accounting and all effected departments need to document the statutory and regulatory requirements that apply to their areas. Who is responsible for updating and implementing requirements needs to be documented.

We knew who was performing these duties but it was not documented in a written procedure.

As far as our QMS is concerned, we have documented TWO (2) Procedures in our QMS. One is related to Training wherein we have written how we identify training need, how do we select a person for internal/external training, How do we select internal/external faculty for training, How we assess the training by feedback etc and finally mid to long term impact of training. This all we cover in this training document. While in second Procedure, we have elaborated Employee Motivation concern. I have posted this document on web site also.

Regards,

Manoj MathurBut where, Manoj? Can you edit your post and add the links?

Wes, I think he is referring to their in-house 'intranet'.

Regards.

I took another take at HRM procedures: the "life cycle" of an employee. The procedure deals with:

- Defining functions within the company
- assessing workforce & gap analysis
- hiring employees
- introducing new employees
- setting training for employees
- setting goals & targets for employees
- performance appraisal
- manage leaving employees (exit interview + loop to beginning of flowchart)

I took another take at HRM procedures: the "life cycle" of an employee.

Sounds interesting :)

Could be audit action item too !!!

Get rid of the word control or you will be doomed. Even though it is probably the correct term for most companies.

The detailed role and responsibilities of each function are normally listed in respective job description (written, reviewed, agreed and controlled). It may not list the specific statutory and regulatory listing. Function such as HR & accounting are governed by local laws that must be complied (as matter of fact Finance wil be subjected to financial audit).
Do we a need a another written procedure (under QMS) to explicitly state the applicable laws (which may not be directly relevant to the production of quality products)?