Many manufacturers have implemented the ISO 9001:2008 quality management system in an effort to drive profitability and competitiveness. Talent management has a critical role to play, particularly for compliance with Clause 6.2.2 Competence, Training and Awareness.
This section requires employees performing work affecting product quality to be competent based on their education, training, skills and previous experience. But how can your manufacturing organization ensure it is getting the right functionality from a talent management system to meet this standard?
Lorri Hunt, owner and president of Lorri Hunt & Associates Inc., has over 14 years of experience implementing quality management systems in diverse businesses such as Honeywell, the Department of Energy, and small businesses.
Below, Lorri provides insight on what to look for in a talent management system to address ISO 9001:2008 6.2.2 (a-e).
Clause 6.2.2: What to Look For in a Talent Management System
6.2.2 (a) “determine the necessary competence for personnel performing work affecting conformity to product requirements”
- Look for a system that can identify competence requirements for either every employee in the organization, or those employees who affect product quality either directly or indirectly, depending on how you choose to implement this requirement.
6.2.2 (b) “where applicable, provide training or take other actions to achieve the necessary competence”
- The talent management system should help to identify individual competence and skill gaps, and assign targeted actions such as training to improve competence.
- Choose a system that includes the ability to create development plans as part of the evaluation process or independently and link development plans to particular competencies where a gap has been identified.
6.2.2 (c) “evaluate the effectiveness of the actions taken”
- Choose a system that includes built-in reports that demonstrate that actions assigned to achieve employee competence were completed and were effective.
- The system should let you initiate a competency assessment outside of your scheduled performance appraisal process in order to assess competence whenever required.
6.2.2 (d) “ensure that personnel are aware of the relevance and importance of their activities and how they contribute to the achievement of the quality objectives”
- Look for a system that enables both the manager and employee to see how individual goals link upward to support the higher level quality objectives. This promotes better understanding and buy-in.
- The system should also be able to provide evidence of the review.
6.2.2 (e) “maintain appropriate records of education, training, skills and experience”
- The talent management system should include formal and informal training records such as compliance training, classroom, e-learning, seminars, mentoring, and on-the-job training. Make sure that the system can track certifications and deliver insight into all expiring certifications, licenses and learning.
- It should provide evidence that employees actually attended the training they were registered for. For example, the ability to scan and link to the certificate of completion or class sign-in sheet.
- Look for a system that can link to employee records that have been scanned such as resumes, diplomas of education, and licenses.
Do you have the right tools in place to comply with ISO 9001:2008 Clause 6.2.2? Read more of Lorri’s white paper on Understanding the Requirements of ISO 9001:2008 Clause 6.2.2 Competence, Training and Awareness for more information.
The white paper explores the intent of the clause, and provides examples for its implementation.