T
AndyN,
There is clearly divided opinion on this.
This was my original standpoint (earlier post):
“…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.”
Of course, this is only an opinion I have formed based upon scenarios I have played out in my mind about the potential issues with lack of HR procedure.
My opinion is not in support of any foundation in regulation about the requirement for HR procedure under ISO:9001.
My thinking comes from standardisation of HR processes… to eliminate confusion or doubt with regard to personnel management, expectations, discipline etc…
I can only offer my view…!
There is clearly divided opinion on this.
This was my original standpoint (earlier post):
“…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.”
Of course, this is only an opinion I have formed based upon scenarios I have played out in my mind about the potential issues with lack of HR procedure.
My opinion is not in support of any foundation in regulation about the requirement for HR procedure under ISO:9001.
My thinking comes from standardisation of HR processes… to eliminate confusion or doubt with regard to personnel management, expectations, discipline etc…
I can only offer my view…!