Archive for the ‘Monitoring activities’ Category

The vast majority of people who provide services within the company and also many subcontractors or outsourced sectors and those sectors of outsourcing, end up taking responsibility for the conformity of product requirements and must be developed an evaluation method to ensure that these resources remain under its system of competition control and verify the effectiveness of actions taken for example in training.

Looking at hundreds of training programs for different companies see that their frequency is fulfilled … … but in a few cases like that verify or measure the result of better training companies, or if there is an index to measure and verify that they have been effective.

It could be through an index that tells me less waste, better labeling, fewer nonconformism, less customer complaints, staff motivation and so on., But somehow would show that the training received by staff and is released from current training / capacity / education / skills and the skills required for the job, are sufficiently effective for the company as a whole (employee-company-community)

The auditor may review job descriptions, testing and inspection activities, monitoring activities, records of management reviews, definition of responsibilities and authorities, records of nonconformists, audit reports, customer complaints, validation records processes

But it must be demonstrated / verified or audited to understand the value that gets added can be measured and improved future. Auditors should analyze and understand the “competition” and “effectiveness of actions taken,” for example, training.

These requirements generally are audited as part of an audit of the product realization process and not in isolation.

However, it is recognized that some organizations have separate processes for human resources, where you can find most of the necessary evidence.

This document identifies the activities commonly carried out by the organization to ensure the competence of its staff and evaluate the effectiveness of actions taken to meet these competing needs, and provides guidance to auditors regarding the types of evidence that should proposed search, also provides examples where appropriate.

To meet the requirements of competence / effectiveness of ISO 9001:2008, commonly an organization need to do several things:

• Identify what skills requires personnel performing work affecting quality.
• Identify which staff already performs these tasks have the required competencies.
• Decide what additional competencies are required.
• Decide how you have to obtain these additional powers
• Training of personnel (external or internal), theoretical or practical training, hiring new staff competent jurisdiction existing allocation of personnel to different tasks.
• Train, hire or reassign personnel.
• Review the effectiveness of actions taken to meet the competition.
• Periodically review competence of personnel.