ISO 10018:2012 pdf download.Quality management-Guidelines on people involvement and competence.
C) implementation (see 46): the plans and assocAated actions are implemented n order to achieve the objective of people involvement and competence:
d) evaluation (see 47): plans, actions and outcomes are reviewed and evaluated for continual improvement. There should be a review carried out at every step to ensure that the input and output data are correct. These steps apply to all levels of the organ.zation, group and individual.
4.4 Analysis ci people involvement and competence acquisition
4.4.1 N..ds Identification
The organization should identity its short. and long-term people involvement and competence netds at prirc intervals. The identification of needs may include organizational strategies, value5, business plans, policies and Input from interested parties, such as customers.
The identification process will begin by evaluating the current levels of people involvement and competence. identifying any limitations or gaps. The process will therefore Involve the following stages of assessment:
a) identifying involvement and competence needs.
b) identifying the conditions and resources needed for people to be effective in the workplace
The organization should also consider whether special arrangements are necessary to reduce or manage risks associated with deficiencies in current activities. Such risks can occur, for example, where there are new or complex tasks, language barriers or organizational changes
4.42 Assessment
The organization should assess people involvement and competence at the individual, team and organizational levels In order to assess the level of people involvement, leaders should define specific methods for evaluating the manner In which the people work, communicate, collaborate and network.
d) evaluation (see 47): plans, actions and outcomes are reviewed and evaluated for continual improvement. There should be a review carried out at every step to ensure that the input and output data are correct. These steps apply to all levels of the organ.zation, group and individual.
4.4 Analysis ci people involvement and competence acquisition
4.4.1 N..ds Identification
The organization should identity its short. and long-term people involvement and competence netds at prirc intervals. The identification of needs may include organizational strategies, value5, business plans, policies and Input from interested parties, such as customers.
The identification process will begin by evaluating the current levels of people involvement and competence. identifying any limitations or gaps. The process will therefore Involve the following stages of assessment:
a) identifying involvement and competence needs.
b) identifying the conditions and resources needed for people to be effective in the workplace
The organization should also consider whether special arrangements are necessary to reduce or manage risks associated with deficiencies in current activities. Such risks can occur, for example, where there are new or complex tasks, language barriers or organizational changes
4.42 Assessment
The organization should assess people involvement and competence at the individual, team and organizational levels In order to assess the level of people involvement, leaders should define specific methods for evaluating the manner In which the people work, communicate, collaborate and network.
