Is a Documented Procedure required for HR (Human Resources)

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S

samsung

#12
One more doubt, here HR and Administration are two different departments. Hence Clause No.6.3 Infrastructure and 6.4 Work Environment come under whom? HR or Admin? Is there any procedure required for these clauses
Kapilo has nicely replied to your queries. One thing that I would add to clarify the clauses 6.3 and 6.4:

Infrastructure is a system of permanent facilities and equipment of an organization and includes things such as equipment, plant and buildings, power, water, utilities, vehicles, telecom etc. In short, 6.3 belongs to Resource Management involving steps such as planning, deployment, maintenance & disposition of resources which a single department cannot be held responsible for. It should come under the responsibility of each of the department concerned with any of the steps related to resource management. In general, resources are looked after by IT&S, Purchase (resource acquisition) Maintenance deptt (Mechanical/Electrical/Civil/Automation), Sanitary, Automotive, HR etc.

Work Environment encompasses conditions under which people do their job and include physical, social, political and psychological environmental factors.

Obviously the numerous activities linked to these work conditions can't be managed by a single process owner. Within the resource management process, there are therefore several sub-processes related to the management of work environment and hence different owners (not Admin or HR alone) are (or should be held) responsible for managing different tasks.

Hope this helps.
 
P

pldey42

#13
Hi There,

Is it mandatory that a documented procedure required for HR ?


I found in 6 places the usage of documented procedure in ISO 9001:2008 standard.Unfortunately I could not find such a requirement in ISO 9001:2008 clause 6.2.
Why "unfortunately"?

If your organization wants one or several documented procs for HR that's fine - and not uncommon.

Documented HR procs often define skills required to do jobs, how employees might acquire and maintain them, and how managers or supervisors sign them off. That's useful because it can head off disputes and misunderstandings. While this might satisfy 6.2.2, it's less likely that 6.2.1 will be satisfied with a documented procedure - what manager is going to read a proc of the form "allocate work to people on the basis of competency"? That's what managers do ... isn't it? That said, managers of larger departments, or areas with high staff attrition rates, might maintain a skills matrix to help allocate work appropriately.

Hope this helps,
Pat
 
T

The Specialist

#14
I am with pldey42 on this...

There is a lot of focus in this discussion on ISO requirements... Now, I know that this forum is centred on regulatory requirements and ensuring compliance, however, this is not to be confused with ‘best practice’.

IMO it is essential that rules and guidance within a company are laid out. HR is an essential function within the organisation and should have policies and procedures in place.
 

somashekar

Staff member
Super Moderator
#15
I am with pldey42 on this...

There is a lot of focus in this discussion on ISO requirements... Now, I know that this forum is centred on regulatory requirements and ensuring compliance, however, this is not to be confused with ‘best practice’.

IMO it is essential that rules and guidance within a company are laid out. HR is an essential function within the organisation and should have policies and procedures in place.
Now, I know that this forum is centred on regulatory requirements and ensuring compliance, however, this is not to be confused with ‘best practice’.
Can we request your clarification on the quoted statement. I would say this forum is not centered on any specific thing or way and encourages discussions from all angles and thoughts. In fact it brings international best practices across one platform. This forum is an openbook and has never been prescriptive to any situation.
 
T

The Specialist

#16
Somashekar, Forum Moderator;


My assertion as to the focus of the forum being (in the main) “regulatory requirement and compliance” is based on my (current) inexperience with the forum and with forum threads I have come across during my perusal!

I apologise if my comment appeared disparaging. It is not my intention to undermine the forum or any of its members.

I value the forum and the advice/discussion within it and hope to continue to impart knowledge and share opinion, where I am able.

I will think more carefully about how I word my posts in future.

To clarify my previous point; I was trying to convey a view that; whilst something may not be ‘mandatory’ in the eyes of the regulating authority, it does not exempt ‘it’ from being ‘best/standard practice’ and is therefore still of great importance/value.

Thanks for pointing out my error.
 

somashekar

Staff member
Super Moderator
#17
Dear The Specialist.
We value you as much and with your indepth thoughts on subjects, the forum stands benefitted and gets more power. The intent was to tell the visitors at large what the forum stands for. It was more seeking clarifications than any error highlighting. Lets grow stronger together ~~~ Best Wishes always...
 

SteelMaiden

Super Moderator
Super Moderator
#18
Have procedures for processes rather than function and where competency is a requirement, you may want to describe how you address it.
I think this is key. We need to have all the documented procedures required by the standard, plus any that we find necessary for our own organization. But, the main thing is that procedures cover processes, or parts of processes, not functional groups. HR is involved in many processes, some of which they are the owners, some of which they have responsibilities but may not own the entire process.
 
P

PE-2011

#19
Dear Friend,
I agree with your point.....

"HR is an essential function within the organisation and should have policies and procedures in place"

Clause No.4.2 talking about Documentation Requirements, in its subclause No.4.2.1c) speaking "documented procedures and records required by this international standard". 4.2.1 starting with "the quality management system documentation shall include...a), b), c) etc. Here it is not mentioned any word like "excluding HR", "includes Marketing". This means an organizatio have quality management system, this should be there with all.

Regards,Maheswari

Thanks for all members replied.

Regards, Maheswari
 
P

PE-2011

#20
My meaning ....

Process Plan - just you can call flow chart showing step by step start-to-end activities. It shows departmental objectives, full flow of a department from where coming input, output etc. and lastly what the records generating from the said flow in each step. To an Internal or External Auditor, when he / she see the "Process Plan" (flow chart), he / she can understand the entire activity.

Procedure - It is just like a specification or you can call just like a brief that showing how each step is working, purpose, responsibility and lastly what particular record generating specific procedure and its retention period.

I believe this is easiest to Auditee as well as Auditor to understand and examine (audit) that department's activitity. It also a easy method to prepare analysis report.

Regards
Maheswari
 
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