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(ISO 9001) Procedure For Training

This procedure outlines the requirements for training employees at XXX. It defines the responsibilities for training, the process for screening and hiring candidates, new employee orientation, and ongoing training. It also describes how training is evaluated to ensure effectiveness and addresses corrective actions if issues arise. Records of training are maintained in employee files. The HR Manager is responsible for implementing and managing the training procedure.

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Tuan Anh
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1K views3 pages

(ISO 9001) Procedure For Training

This procedure outlines the requirements for training employees at XXX. It defines the responsibilities for training, the process for screening and hiring candidates, new employee orientation, and ongoing training. It also describes how training is evaluated to ensure effectiveness and addresses corrective actions if issues arise. Records of training are maintained in employee files. The HR Manager is responsible for implementing and managing the training procedure.

Uploaded by

Tuan Anh
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Procedure for Training

 
1. SCOPE

This procedure is applicable to all the employees of XXX.

2. PURPOSE

The purpose of this procedure is to define the requirements for positions in the
company affecting quality, for hiring and training employees to ensure these
requirements are met, and for evaluating the effectiveness of training provided.

3. REFERENCE DOCUMENTS

3.1 XXX Quality Manual,


3.2 Procedure for HR and Administration

4. TERMS & DEFINITIONS


HR – Human Resource
PA-Performance Appraisal
OJT- On Job Training

5. RESPONSIBILITY AND AUTHORITY

The HR Manager is responsible for implementation and management of this


procedure.

6. DETAILS OF PROCEDURE

6.1 OVERVIEW

6.1.1 XXX employees are selected, trained and evaluated to ensure that those
personnel performing work affecting product quality are competent on the basis of
four primary criteria:

 education
 training
 skills
 experience

6.1.2 Job requirements have been developed for each position in the company
affecting the quality and documented in an applicable Job Description. These
define the desired minimum requirements for each position, including the four criteria
listed above.

6.1.3 HR Assistant shall include applicable statutory or regulatory requirements for


the position defined.

6.2 CANDIDATE SCREENING


6.2.1 All BLK/Elite personnel are hired on the basis of their ability to perform
acceptable work. This is done by comparing the candidate’s resume, experience,
application, etc. against the job description requirements.

6.2.1 It is not mandatory that candidates meet all requirements if the company can
provide subsequent training or other actions to bring the candidate up to the
requirements eventually.

6.3 NEW HIRES

6.3.1 New employees for the XXX undergo employee orientation, which
includes Company Work policies and practices, ISO 9001 and Health & Safety
training, and training on the Quality, Health & Safety Policy. Orientation training to
shall be completed within 15 days of the employee’s start date.

6.3.2 Orientation shall include discussing with the employee the relevance and
importance of that person meeting customer and company MS requirements, and
how their work will affect quality objectives.

6.3.3 A record of the completion of the orientation shall be maintained in the


employee’s training file.

6.4 SUBSEQUENT TRAINING / OJT

6.4.1 Subsequent training, including on-the-job training (“OJT”), is performed to


ensure each employee is knowledgeable in their job function and their role within the
company.

6.4.2 The Competency Matrix lists applicable task-specific requirements for the


positions/roles/designations; for employees hired in these positions, the HR Manager
will update this matrix as training is conducted for these tasks.

6.4.3 On the Competency Matrix, an employee is considered qualified is the task is


marked off as completed; the employee may train others if this is indicated.

6.4.4 Training records are maintained for training course conducted as per Training
Attendance Form and individually in Employee Training Record and should
indicate the following:

 Type of training
 Method of training
 Duration of training
 Date of completion
 Location of training
 The name of the instructor or individual who conducted the training

6.4.5 Personnel undergoing third-party training and receiving a certificate of training


by the training provider may retain this certificate as a training record in lieu of
an Employee training record.
6.4.6 All training records are to be maintained in the employee training file. Copies
may be given to the employee for their personal retention or posting in their work
areas.

6.5 TRAINING EVALUATION

6.5.1 Management periodically reviews and re-certifies employees for operations


where recertification is required or beneficial. Personnel evaluations are performed
as per Training Evaluation Form to assess the effectiveness of training. Employee
evaluations shall include goals for continual improvement of the employee’s
competency and abilities, as well as their growth within the company, as applicable.

6.5.2 Where appropriate, some training programs will include a test or other means
of verifying the effectiveness of training. In such cases, work instructions will define
the minimum passing grade and actions to be taken when an employee does not
pass.

6.5.3 If problems, weaknesses or concerns are discovered during an evaluation or


otherwise reported for any other reason (including customer complaints), the HR
Manager shall be completed to identify the weaknesses and develop a plan of
improvement for that employee;.

6.5.4 For some tasks, tests may be developed and given to assess training
effectiveness. In case a candidate fails to pass the test, he/she may under asked to
undergo retraining. Repetitive failure may lead to Job reallocation or termination.

7. RETAINED DOCUMENTED INFORMATION

1) Employee Evaluation Record (HR / QF/02)


2) Employee Training Record (HR / QF/04)
3) Position Description (HR / QF/05)
4) List of Employees (HR / QF/06)
5) Training Attendance Form(HR / QF/07)
6) Competency Matrix (HR / QF/08)
7) Training plan(HR / QF/09)
8)Training Evaluation Form (HR / QF/10)

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