Dear all,
During my internal QMS audit auditor raised Nonconformity that dept. doesn't have data which contain minimum required manpower for each dept. in organization .
I want to ask seniors , Is it needed ? will it help in proper utilization of resources ? will it reduces recruitment load ? Other advantage/Disadvantage
Pls comment on ot.
Abhaygirish
HR -Admin
From India, Mumbai
49During my internal QMS audit auditor raised Nonconformity that dept. doesn't have data which contain minimum required manpower for each dept. in organization .
I want to ask seniors , Is it needed ? will it help in proper utilization of resources ? will it reduces recruitment load ? Other advantage/Disadvantage
Pls comment on ot.
Abhaygirish
HR -Admin
From India, Mumbai
Dear Abhay,
It is mandatory to maintain personnel records of all employees as per ISO 9001 : 2000 norms and procedures.
The functions of HR cannot be ingored as far as QMS Audits are concerned.
Best Wishes & Regards
Debashis
From India, Lucknow
It is mandatory to maintain personnel records of all employees as per ISO 9001 : 2000 norms and procedures.
The functions of HR cannot be ingored as far as QMS Audits are concerned.
Best Wishes & Regards
Debashis
From India, Lucknow
Dear Abhay,
Maintaining this would definitely help you in the management of recruitments. At any given time you would be able to check the manpower requirement and surplus manpower (if any) and act accordingly.
Many times it has been seen that departmental heads complain that the HR hasn’t provided us the required manpower. This problem will also not occur after adopting the above.
For making such data, you should meet each departmental head and decide on the min. strength required for the department, compile it and get is approved by the management. After you have the approved list with you, design a Manpower Requisition form for your departmental heads and tell them to send it to you in case they require additional manpower than what has been approved. The requisition shall be applicable only in case of new positions and shall contain justification for additional manpower, Desired educational & professional qualification, JD, salary range etc…
Hope I have been able to reply your query. In case of any further assistance, feel free to ask.
Thanks,
Sweety Singh
From India, Delhi
Maintaining this would definitely help you in the management of recruitments. At any given time you would be able to check the manpower requirement and surplus manpower (if any) and act accordingly.
Many times it has been seen that departmental heads complain that the HR hasn’t provided us the required manpower. This problem will also not occur after adopting the above.
For making such data, you should meet each departmental head and decide on the min. strength required for the department, compile it and get is approved by the management. After you have the approved list with you, design a Manpower Requisition form for your departmental heads and tell them to send it to you in case they require additional manpower than what has been approved. The requisition shall be applicable only in case of new positions and shall contain justification for additional manpower, Desired educational & professional qualification, JD, salary range etc…
Hope I have been able to reply your query. In case of any further assistance, feel free to ask.
Thanks,
Sweety Singh
From India, Delhi
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
5s Check List Audit for workshops.pdf
Admin-HR AUDIT.zip
HR Audit questionaire (2).xls