7.2.1 Competence—supplemental
The organization shall establish and maintain a documented process(es) for identifying training needs including awareness(see Section7.3.1) and achieving competence of all personnel performing activities affecting conformity to product and process requirements. Personnel performing specific assigned tasks shall be qualified, as required, with particular attention to the satisfaction of customer requirements.
EXPLANATION -
Organization must have procedure for Training Needs Identification and Training for all Employees.
Training Needs Identification - Identification of Training Topics by Department Head for his team members which is required to perform tasks.
Employee should have competency regarding Product and Process which he/she dealing with in an organisation. He/she should be qualified to perform tasks for which he/she was appointed by Organisation.
If he/she is not qualified then Organisation should have plan to qualify them.
Following are some examples of Training Procedure,
NEW JOINEE SELECTION AND TRAINING
1. Manpower request shall be generated by respective department and informed to HR
2. Based on the Competency Matrix the new employee shall be recruited.
3. HR to update the List of Employee on recruitment
4. For staff, training related to HR and department specific training shall be provided and record to be maintained in Induction Training for staff
5. For operator and inspector, Training related to HR shall be given. Further training shall be provided till the level for which they are recruited as per skill evaluation criterion
6. Skill evaluation shall be done for operator and inspector within 5 to 10 days based on skill evaluation paper.
7. Passing Criterion is 60%
8. If Fail then Retraining shall be given immediately
9. If Pass Update skill matrix in soft
10. Conduct the trainings as per training plan and record the details of imparted training in training attendance record.
11. Update Training Attendance details in Employee Training History sheet to generate employee wise history for given trainings.
PROCEDURE OF TRAINING FOR STAFF
1. HR shall prepare the list of training topics with discussion with respective department head and identify the TNI (Training Needs Identification) once per year in TNI format
2. Employee shall self-evaluate the training need in TNI form and submit to HOD
3. HOD shall verify the TNI Identified by employee and make correction/suggestion and submit TNI to HR.
4. HR shall prepare the Annual Training Plan for Staff based on TNI.
5. As per the training plan,HR shall ensure all training are conducted by DH & Respective Person and record the detail in Training Attendance sheet.
6. If case of External Training, HR will hire external consultancy as per requirements.
7. Effectiveness of the training shall the self-evaluated immediately after the training by employee and 7 to 15 days after the training by respective HOD in Effectiveness cum Feedback Form and declare if retraining required or not.
8. In case of failure in either case, Retraining shall be planned.
1. TNI shall be plotted by respective HOD for all operator and inspectors based on the skill matrix once per year in TNI form and submit to HR
2. HR shall prepare the Annual Training Plan for operator and inspector based on TNI
3. As per the training plan, HR shall ensure all training are conducted by DH & Respective Supervisors and record the detail in Training attendance sheet
4. After completion of syllabus, the effectiveness of training shall be checked within 7 to 15 days by respective supervisor in Training effectiveness sheet.
5. Passing Criterion is 60 %
6. In case of failure retraining shall be planned by HR in annual training plan
7. If Pass then the skill matrix shall be updated in soft.
PROCEDURE FOR SKILL MATRIX AND EVALUATION
1. Skill Evaluation Criterion to be made for all the operator and inspector level wise with minimum required level defined for working on machine or workstation
2. Based on the criterion the skill matrix shall be plotted through Evaluation Paper.
3. Passing criterion is 60%
4. Skill Evaluation Plan to be made to verify the skill of operator and inspector on timely basic.
For Operator : 6 Month
For Inspector and Special Operator : 3 Month
5. In case of failure retraining shall be planned
6. List Displayed in HT department. Skill Evaluation Plan to be made to verify the skill of operator and inspector on timely basic.
7. Special Operator : 3 Month
8. Skill Matrix shall be updated at a frequency of 6 month in hard.
Please comment if you have any query.
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