DOCUMENT NO.

:
SYSTEM PROCEDURE

REV

DATE

MOD
NO

PAGE NOS

CHANGE SUMMARY

INITIAL /
PARTIAL /
REISSUE

RECOMMENDED BY:

Read Access : All network System Users

REV NO:
DATE :

TITLE: COMPETENCE, TRAINING AND

AWARENESS

ISSUED BY : MR

Uncontrolled when printed. Check for its validity

prior to using the document.

PAGE NO: 1 of 4

DOCUMENT NO.:
SYSTEM PROCEDURE

1.0 Introduction:
This describes the procedure to identify competence of personnel by
way of Qualification, training and awareness experience. It also identifies the
training needs to provide the same to all personnel performing activities affecting
Integrated Management system.
2.0 Responsibilities:
The Manager (HR) is responsible for hiring of Qualified / Experience personnel and
identifying the training needs as required by the company heads of various
functional areas and maintain effectiveness of training records . All the various
functional heads are responsible to initiate the training needs and maintained the
effectiveness of training.
3.0 Scope:
This describes the activity, necessary competence, skills & experience and
necessary training requirement for conformity to product quality requirements & also
evaluating the effectiveness of training.
4.0 Procedure:
ACTIVITY
DETAIL
RECORD
1. Determine the
requirement

2. Induction and
company training

The minimum requirement of education and

related experience, specializations if necessary
and general Health, which will have to be
considered at the time of recruitment for all
positions / designations are determined and
maintained with the HR department.
Maintained records of education, training, skills
experience.
The personnel recruited into the company will be
provided with Induction training about the
company, discipline and regulations, various
departments and personnel, systems of
operation, the HR manual, The ISO 9001 and
ISO 13485 quality management system, the
Quality, objectives, Environment, Health and
safety, and Social accountability policies and
such other aspects required by the recruit to
understand about the company and its
operations. HR department shall provide this or
arrange to provide through various department
heads. This shall be arranged by the HR
department individually or as a group activity

xxxx (COMPETENCE
REQUIREMENT)
Maintained with HR
xxxx EDUCATION, SKILL AND
EXPERIENCE)
Maintained with HR
xxxx Training Attendance
Maintained with HR and submit
to HR
xxxx (INDIVIDUAL TRAINING
RECORD)
Maintained with HR in the
personnel file,
xxxx (TRAINING FEEDBACK)
Response by participant,
signed by HOD and maintained
by HR in personnel file, with a

REV NO:

TITLE: COMPETENCE, TRAINING

AND AWARENESS

ISSUED BY : MR

DATE :

Uncontrolled when printed. Check for its validity

prior to using the document.

PAGE NO: 2 of 4

DOCUMENT NO.:
SYSTEM PROCEDURE

ACTIVITY

3. Assessment of the
gap
Propose the
necessary Training
(External)

4. Propose the
necessary Training
(Internal)

5. Propose necessary
training based on
information available
about planned training
programs with regard to
present and future needs
and company
requirements

DETAIL
within reasonable time of recruitment. An
Individual training record shall be created after
providing such training and maintained in the
personnel files by HR. A training feedback form
is also taken from the new recruits in the
prescribed format to assess their
understanding.
All department heads will assess the personnel
for the gaps that need to be bridged in order to
meet the functional and conformity to product
quality requirement expected by the personnel
in the working.
To bridge the assessed gap, all department
heads will prepare a Training plan for the
personnel performing within the department.
This training plan will address if such training
can be provided from within the department or
the company. If this in-house provision is not
available then the request will be made for
providing such training with details of training
providers gathered by the department head
and in consultation with HR department. These
nominations shall be a done in once in a year
i.e, MAY.
If such training can be delivered from within the
department or in-house resources then the
head of department will make a plan to deliver
or get delivered the same. If such training is
from within the company but out of the
department, then HR departments coordination is sought for delivery by the head of
department proposing the training. These
nominations shall be done in the month of MAY
once in every year and the re-fresher training
once in two years.
Based on various information gathered from
external resources, the department heads will
also propose and nominate such persons who
need to be trained. HOD will get the required
approvals and budgetary sanctions. HR
department shall be coordinated with for
information exchange about nominations and
venue. Such trainings nominations will be
assessed by the HODs in consultations with
GM.

RECORD
Copy to concerned HOD.

xxxx (TRAINING PLAN)

Generated by HOD and
maintained with HR
(all HODs responsibility to
recognize their department
training need and submit to HR
on specified month).

xxxx Training Attendance

Maintained with HR and
submit to HR
xxxx (TRAINING PLAN)
Generated by HOD and
maintained with HR.

xxxx (TRAINING PLAN)

Generated by HOD and
maintained with HR

REV NO:

TITLE: COMPETENCE, TRAINING AND

AWARENESS

ISSUED BY : MR

DATE :

Uncontrolled when printed. Check for its validity

prior to using the document.

PAGE NO: 3 of 4

DOCUMENT NO.:
SYSTEM PROCEDURE

ACTIVITY
6. Training delivery

7. Effectiveness
monitoring

DETAIL

RECORD

The proposed training will be delivered by the

department, or from within the company to the
nominated personnel per the plan. Any external
training nominations will be communicated to
the nominees in advance to facilitate
attendance. A training feedback form will be
completed by all nominated personnel who
attend such training internal or external. HR
department shall coordinate and maintain
feedback records in the personnel files after the
same has been assessed and certified by the
HOD.
The evaluation of Training effectiveness is done
in 3 stages.
1. Reaction to the training provided is taken
from the participants through the training
feedback forms, which are taken immediately
after the training delivery.

xxxx (TRAINING FEEDBACK)

Response by participant, signed
by HOD and maintained by HR
in personnel file, with a copy to
concerned HOD

2. In few cases the participants learning is

assessed by tests conducted by the trainer or
by the concerned department to assess the
learning level. Based on the test results
additional training / retraining is provided
periodically.

All HODs responsibility to

maintain their department skill
matrix xxxx(Employees and
trainees)
Written test questionnaires
shared >>QA1>> IMS docs >>
Question Papers.
Written test record and
assessment.
Training Assessment xxx

3. The transfer of learning into a result at the

work once in some cases is assessed by the
respective HOD typically after three months of
training. Based on the assessment, retraining
where necessary is planned in line with this
procedure.

5.0 Records:
5.1 Competence requirement xxxx
5.2 Training attendance xxxx
5.3 Training Plan xxxx.
5.4 Individual training record xxxx
5.5 Training feedback xxxx
5.6 Training Certificate xxxx
5.7 Skill Matrix xxxx
5.8 Records of education, skills and experience xxxx
REV NO

TITLE: COMPETENCE, TRAINING AND

AWARENESS

ISSUED BY : MR

DATE :

Uncontrolled when printed. Check for its validity

prior to using the document.

PAGE NO: 4 of 4