Q
We recently had an audit by our automotive customer
Their scoring method of us as a supplier was complex to say the least!
They marked us down for not having one person in charge of HR. We are a small organisation 22-25 people and it's not appropriate to have one person in charge of this. For example our MD will recruit and deal with issues at managerial level, our production manager does the same for production staff, I deal with any quality resource requirement (in my dreams) and we have another person who deals solely with payroll (wages, holiday entitlements etc).
My question is how can I action this when the system we have is clearly defined and appropriate to our business? We are in the UK, customer is European and came in with a one size fits all attitude.
They also questioned our definition of competence (we use skills matrix to identify staff and skill level). They also state on their report that we have no personnel files despite me telling them several times that we DO have files and then listing the types of documents which might be in there, certificates from courses, driving licences, CVs etc. They never even asked to see these files and have completely ignored any reference I made to them!
They also raised the issure that we do not store their (press) tools in a fire proof cell - despite us assuring them that the temperature would have to be immensely high to damage their tools and this event is not likely to happen given the amount of flammable stuff on site (which is stored in a different area with a brick wall between them both).
Aaaaargh!

How can I agree actions when I and my colleagues don't agree with their report!
BTW this was all discussed in the closing meeting and they've ignored any remarks we made in it.
Their scoring method of us as a supplier was complex to say the least!
They marked us down for not having one person in charge of HR. We are a small organisation 22-25 people and it's not appropriate to have one person in charge of this. For example our MD will recruit and deal with issues at managerial level, our production manager does the same for production staff, I deal with any quality resource requirement (in my dreams) and we have another person who deals solely with payroll (wages, holiday entitlements etc).
My question is how can I action this when the system we have is clearly defined and appropriate to our business? We are in the UK, customer is European and came in with a one size fits all attitude.
They also questioned our definition of competence (we use skills matrix to identify staff and skill level). They also state on their report that we have no personnel files despite me telling them several times that we DO have files and then listing the types of documents which might be in there, certificates from courses, driving licences, CVs etc. They never even asked to see these files and have completely ignored any reference I made to them!
They also raised the issure that we do not store their (press) tools in a fire proof cell - despite us assuring them that the temperature would have to be immensely high to damage their tools and this event is not likely to happen given the amount of flammable stuff on site (which is stored in a different area with a brick wall between them both).
Aaaaargh!

How can I agree actions when I and my colleagues don't agree with their report!
BTW this was all discussed in the closing meeting and they've ignored any remarks we made in it.

