Requirements Does ISO 9001:2015 Have Regarding Human Resources

Given the significance of HRM to the QMS, it is only logical to assume that the criteria for HR process certification will be included in ISO certification in Qatar. While the development of a formal HR policy is not required by this standard, it does provide advice on how your company should handle HR matters.

Clause 7.1.2 People

This one-sentence clause is used to clarify who to get in touch with about two distinct matters. Establishing who inside the organization will be responsible for each step of the process, from initial customer contact through final delivery, is the first step in developing a quality management system (QMS).

In the second step, you’ll determine what kind of staff will be needed to bring your goods and services up to code and in line with what your customers want. You must provide the necessary staff for your QMS and then specify their specific roles in accordance with the requirements of the standard.

Clause 7.2 Competence

With regard to HR practices, this clause is the most stringent in the ISO 9001:2015 standard. There are four provisions that, taken collectively, give everyone involved the information they need:

  • Examine the credentials
    In order to conduct their jobs effectively, what do employees at your company need to know and do? Everyone working under your guidance affects the efficacy and efficiency of the QMS. Knowing that “determining the competency for processes” in ISO 9001:2015 means “identifying what personnel needs to know for the effective performance of tasks before initiating them” is crucial.
  • Make sure that everyone is competent
    Once you know what capabilities employers want, you can start training prospects. Formal education, on-the-job training, and life experience are all valid routes to knowledge acquisition, but each learner needs to find a path that works best for them.
  • Improve one’s skill set
    Finding the ideal candidate for a job opening is challenging, as any HR professional will tell you. In such a scenario, what are your goals? Do you plan to provide the employee with the necessary training to bring them up to speed?When compared to hiring an outside firm, what percentage of the training will be completed internally? To what extent will classroom instruction be supplemented by time spent learning on the job? How could you tell if your help really did give someone the skills they needed?
  • Record everything
    How will expertise be proven in the end? In addition to the qualifications specified in the job description, an employer may take into account the employee’s complete training records that attest to his competency in the function. This sort of paperwork is typically stored at the human resources department.

Ignore HR Policy and Procedure As A Bottleneck

Prescriptiveness in the HR process should be avoided until absolutely necessary. For this reason, you can stipulate that an internal auditor must have attended and successfully completed an approved audit training program. Then it is your responsibility to ensure that every auditor there meets this standard.

If, on the other hand, you’ve decided that auditing knowledge and familiarity with the management system standard are necessities for you, there are several ways to acquire these skills. Although formal auditor training can help, it’s not the only way to learn the ropes.


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