Sei sulla pagina 1di 4

DOCUMENT NO.

: SYSTEM PROCEDURE

REV

DATE

MOD NO

PAGE NOS

CHANGE SUMMARY

INITIAL / PARTIAL / REISSUE

RECOMMENDED BY:

Read Access : All network System Users REV NO: DATE : TITLE: COMPETENCE, TRAINING AND AWARENESS
Uncontrolled when printed. Check for its validity prior to using the document.

ISSUED BY : MR PAGE NO: 1 of 4

DOCUMENT NO.: SYSTEM PROCEDURE

1.0 Introduction: This describes the procedure to identify competence of personnel by way of Qualification, training and awareness experience. It also identifies the training needs to provide the same to all personnel performing activities affecting Integrated Management system. 2.0 Responsibilities: The Manager (HR) is responsible for hiring of Qualified / Experience personnel and identifying the training needs as required by the company heads of various functional areas and maintain effectiveness of training records . All the various functional heads are responsible to initiate the training needs and maintained the effectiveness of training. 3.0 Scope: This describes the activity, necessary competence, skills & experience and necessary training requirement for conformity to product quality requirements & also evaluating the effectiveness of training. 4.0 Procedure: ACTIVITY DETAIL RECORD
The minimum requirement of education and related experience, specializations if necessary and general Health, which will have to be considered at the time of recruitment for all positions / designations are determined and maintained with the HR department. Maintained records of education, training, skills experience. The personnel recruited into the company will be provided with Induction training about the company, discipline and regulations, various departments and personnel, systems of operation, the HR manual, The ISO 9001 and ISO 13485 quality management system, the Quality, objectives, Environment, Health and safety, and Social accountability policies and such other aspects required by the recruit to understand about the company and its operations. HR department shall provide this or arrange to provide through various department heads. This shall be arranged by the HR department individually or as a group activity xxxx (COMPETENCE REQUIREMENT) Maintained with HR xxxx EDUCATION, SKILL AND EXPERIENCE) Maintained with HR xxxx Training Attendance Maintained with HR and submit to HR xxxx (INDIVIDUAL TRAINING RECORD) Maintained with HR in the personnel file, xxxx (TRAINING FEEDBACK) Response by participant, signed by HOD and maintained by HR in personnel file, with a

1. Determine the requirement

2. Induction and company training

REV NO: DATE :

TITLE: COMPETENCE, TRAINING AND AWARENESS


Uncontrolled when printed. Check for its validity prior to using the document.

ISSUED BY : MR PAGE NO: 2 of 4

DOCUMENT NO.: SYSTEM PROCEDURE

ACTIVITY

DETAIL
within reasonable time of recruitment. An Individual training record shall be created after providing such training and maintained in the personnel files by HR. A training feedback form is also taken from the new recruits in the prescribed format to assess their understanding. All department heads will assess the personnel for the gaps that need to be bridged in order to meet the functional and conformity to product quality requirement expected by the personnel in the working. To bridge the assessed gap, all department heads will prepare a Training plan for the personnel performing within the department. This training plan will address if such training can be provided from within the department or the company. If this in-house provision is not available then the request will be made for providing such training with details of training providers gathered by the department head and in consultation with HR department. These nominations shall be a done in once in a year i.e, MAY. If such training can be delivered from within the department or in-house resources then the head of department will make a plan to deliver or get delivered the same. If such training is from within the company but out of the department, then HR departments coordination is sought for delivery by the head of department proposing the training. These nominations shall be done in the month of MAY once in every year and the re-fresher training once in two years. Based on various information gathered from external resources, the department heads will also propose and nominate such persons who need to be trained. HOD will get the required approvals and budgetary sanctions. HR department shall be coordinated with for information exchange about nominations and venue. Such trainings nominations will be assessed by the HODs in consultations with GM.

RECORD
Copy to concerned HOD.

3. Assessment of the gap Propose the necessary Training (External)

xxxx (TRAINING PLAN) Generated by HOD and maintained with HR (all HODs responsibility to recognize their department training need and submit to HR on specified month).

4. Propose the necessary Training (Internal)

xxxx Training Attendance Maintained with HR and submit to HR xxxx (TRAINING PLAN) Generated by HOD and maintained with HR.

5. Propose necessary training based on information available about planned training programs with regard to present and future needs and company requirements

xxxx (TRAINING PLAN) Generated by HOD and maintained with HR

REV NO: DATE :

TITLE: COMPETENCE, TRAINING AND AWARENESS


Uncontrolled when printed. Check for its validity prior to using the document.

ISSUED BY : MR PAGE NO: 3 of 4

DOCUMENT NO.: SYSTEM PROCEDURE

ACTIVITY
6. Training delivery

DETAIL
The proposed training will be delivered by the department, or from within the company to the nominated personnel per the plan. Any external training nominations will be communicated to the nominees in advance to facilitate attendance. A training feedback form will be completed by all nominated personnel who attend such training internal or external. HR department shall coordinate and maintain feedback records in the personnel files after the same has been assessed and certified by the HOD. The evaluation of Training effectiveness is done in 3 stages. 1. Reaction to the training provided is taken from the participants through the training feedback forms, which are taken immediately after the training delivery. 2. In few cases the participants learning is assessed by tests conducted by the trainer or by the concerned department to assess the learning level. Based on the test results additional training / retraining is provided periodically. 3. The transfer of learning into a result at the work once in some cases is assessed by the respective HOD typically after three months of training. Based on the assessment, retraining where necessary is planned in line with this procedure.

RECORD
xxxx (TRAINING FEEDBACK) Response by participant, signed by HOD and maintained by HR in personnel file, with a copy to concerned HOD

7. Effectiveness monitoring

All HODs responsibility to maintain their department skill matrix xxxx(Employees and trainees) Written test questionnaires shared >>QA1>> IMS docs >> Question Papers. Written test record and assessment. Training Assessment xxx

5.0 Records: 5.1 Competence requirement xxxx 5.2 Training attendance xxxx 5.3 Training Plan xxxx. 5.4 Individual training record xxxx 5.5 Training feedback xxxx 5.6 Training Certificate xxxx 5.7 Skill Matrix xxxx 5.8 Records of education, skills and experience xxxx REV NO DATE : TITLE: COMPETENCE, TRAINING AND AWARENESS
Uncontrolled when printed. Check for its validity prior to using the document.

ISSUED BY : MR PAGE NO: 4 of 4