Professional Documents
Culture Documents
WES PRO 002 Human Resources
WES PRO 002 Human Resources
WES PRO 002 Human Resources
02.04.20
14
As per API
Specs.Q1-9th Ed
21.06.20
11
Rewritten with
review by HOD
31.01.20
11
KB
BSI
AB
KB
New Procedures
written to suit
AU
KB
30.10.20
07
Formats revised
for improvement
KB
JPT
30.10.20
07
KB
JPT
27.03.20
07
New Procedures
Made as per new
ERP Bnet System
Initial release
KB
JPT
Issue
No
Revisio
n No
Date of
Change
Change
Reviewed
By
Change
Approved
By
Reason for
Change
Human Resources
WES-PRO-002
1.
Scope:
1.1.
To define, document and communicate responsibility,
authority and accountabilities of personnel affecting
quality
1.2.
To define personnel competence, identify training
requirements or other actions to achieve the necessary
competency of personnel to job
1.3.
To provide for determination and documentation the
effectiveness of the training or other actions taken
towards achievement of required competence.
2.
Responsibility:
2.1.
Manager HR is responsible for establishing with this
procedure.
2.2.
Executive HR is responsible for maintenance of all
records as per the procedure.
3.
Procedure:
3.1.
Board of Directors shall determine the job position
requirements to formulate the organization chart and shall
approve the changes to job position requirements. Record
WES-REC-0201.
3.2.
3.2.1.
Manager HR identifies the personnel affecting
quality from amongst all employees. Record WESREC-0202
3.2.2.
Manager
HR
maintains
a
record
of
responsibility, authority and accountability defined
for the personnel affecting quality.
3.2.3.
Manager HR ensures that the responsibility,
authority and accountability is communicated to each
person in documented form. Record WES-REC-0203
3.3.
Personnel Competence
3.3.1.
Manager HR and Director (Sales & Operations)
in consultation with relevant process owner shall
determine the necessary competence for personnel
performing a work affecting the product quality.
Record Competency Matrix WES-REC-0204.
3.3.2.
Based on the actual education, training, skills
and experience of the personnel performing the
jobs, Manager HR shall determine the Competency
Gap.
3.3.3.
The person is considered fit for taking up a job
responsibility if no gap is found. Whenever a
shortfall from the documented requirement is
determined, the personnel competence can be
assessed by alternate means.
3.3.4.
Alternate competence
assessment: The
Director and the officer in immediate higher level of
the job responsibility being considered shall conduct
a personnel interview of the applicant and in cases
of exceptional performance where it is adjudged
that the skill of the applicant is equivalent to the
intended output for the defined competence
requirements, the director shall issue a certificate of
competence through alternate assessment which
shall be deemed meeting with the defined
competence criteria.
3.3.5.
Personnel performing work affecting product
quality shall be competent on the basis of
appropriate
education,
training,
skills
and
experience or alternate assessment certification.
3.3.6.
Manager HR shall maintain record of
Competency Gap determination and actions taken
for gap closure. Record WES-REC-0205.
3.4.
3.4.2.
Receive training needs from all process owners
in additions to the above and plan non scheduled
trainings to fulfill those needs without comprising
the scheduled trainings as per priority. Determine
the frequency of such trainings in consultation with
Director/ GM and process owner and prepare
training calendar accordingly. Record Training Needs
Identification WES-REC-0206.
3.4.3.
The training calendar shall be circulated to all
process owners and issues regarding non availability
of participants resolved before finalizing the
calendar or issue revised calendar to all process
owners when such need arises. Record WES-REC0221
Training Plan finalization may require several rounds
of draft circulations. Record Training Plan WES- REC0207.
Page 4 of 28, Revision 0, Issue E
3.4.4.
In consultation with the Director, GM and
respective process owner identify subject experts
who shall deliver the trainings.
3.4.5.
Obtain a training program structure from the
appointed subject experts when such a program
structure is not available within the organization.
3.4.6.
The program
minimum:
structure
shall
include
3.4.7.
Get the approval of the Director / GM and
process owner on the program structure before
forwarding to the purchase a recommendation for
the training.
3.4.8.
Manager HR shall maintain approved training
packages in separate files containing details of
program structure, approved faculty and approved
outside agencies. An index of training packages
available shall be maintained as WES-REC-0217.
Page 5 of 28, Revision 0, Issue E
3.4.9.
Manager HR shall assign a unique Training ID to
each training program and maintain the following
records of each training:
Comments/Feedback/Suggestions/Remarks
of
the trainer on completion of training include
scope of future training needs WES-REC-0219.
Hiring
3.5.1. Based on the job requirement if any manpower
is not sufficient, the respective head of department
shall raise an Employee Requisition Form WES-REC0213.
Organization
Chart
N/A
Mode
of
Recor
d
Paper
List of
Personnel
Affecting
Quality
Responsibility,
Authority and
Accountability
N/A
Paper
Manage
r HR
Current
N/A
Paper
Manage
r HR
Current
WESREC0204
Competency
Matrix
WES-FRM-0201 Revision 0,
Issue E Effective Date:
02/04/2014
Paper
Manage
r HR
Current
WESREC0205
Competency
Gap Matrix
WES-FRM-0202 Revision 0,
Issue E Effective Date:
02/04/2014
Paper
Manage
r HR
Current
WESREC0206
Training
Needs
Identification
WES-FRM-0203 Revision 0,
Issue E Effective Date:
02/04/2014
Paper
Manage
r HR
05
YEARS
WESREC0207
Training Plan
WES-FRM-0204 Revision 0,
Issue E Effective Date:
02/04/2014
Paper
Manage
r HR
05
YEARS
WESREC0208
Training
Attendance
WES-FRM-0205 Revision 0,
Issue E Effective Date:
02/04/2014
Paper
Manage
r HR
05
YEARS
WESREC0209
Training
Delivery Log
Sheet
WES-FRM-0206 Revision 0,
Issue E Effective Date:
02/04/2014
Paper
Manage
r HR
05
YEARS
WESREC0210
Training
Effectiveness
Evaluation
Sheet
WES-FRM-0207 Revision 0,
Issue E Effective Date:
02/04/2014
Paper
Manage
r HR
05
YEARS
WESREC0201
WESREC0202
WESREC0203
Record
Name
Format # if applicable
Record
Owner
Retenti
on
Period
Manage
r HR
Current
WESREC0211
Induction
Training
WES-HR-F008, Revision 0,
Issue D Effective Date:
21/06/2011
Recor
d No
Record
Name
WESREC0212
Joining Report
WESREC0213
Manage
r HR
10
YEARS
Record
Owner
Retenti
on
Period
Manage
r HR
10
YEARS
Employee
Requisition
Form
WES-HR-F010, Revision 0,
Issue D Effective Date:
21/06/2011
Paper
Manage
r HR
10
YEARS
WESREC0214
Interview
Evaluation
Form
WES-HR-F011, Revision 0,
Issue D Effective Date:
21/06/2011
Paper
Manage
r HR
10
YEARS
WESREC0215
Employee
Inter
Department
Transfer
Request Form
Inter
Department
Transfer
Evaluation
Form
WES-HR-F012, Revision 0,
Issue D Effective Date:
21/06/2011
Paper
Manage
r HR
10
YEARS
WES-HR-F013, Revision 0,
Issue D Effective Date:
21/06/2011
Paper
Manage
r HR
10
YEARS
Index of
Training
Package
Feedback
from Trainees
N/A
Paper
Manage
r HR
5
YEARS
N/A
Paper
Manage
r HR
5
YEARS
Feedback
from Trainees
N/A
Paper
Manage
r HR
5
YEARS
Nominations
for Training
N/A
Paper
Manage
r HR
5
YEARS
WESREC0216
WESREC0217
WESREC0218
WESREC0219
WESREC0220
Paper
WESREC0221
Training
Calendar
N/A
Paper
Manage
r HR
5
YEARS
Requir
ed
Actual
Gap
Alternate
Assessme
nt
Permitted
(Yes/No)
Date :
Month :
Sr.
No.
Training
Schedule
Dates
Training
ID
Employee
Requiring
Training
Year : ______________
Venue
Name of
Trainer /
Training
Agency
Resources
Required
Period of
Effective
Verification
(Days)
Date ______________
Observer
Training ID:
Name of Trainer:
Date:
Sr.
No.
Name of
Participant
Signature of Trainer:
Designation
In Time
Out
Time
_____________
Date: _______________________________
Remarks:
Signat
ure
__________________________________________________
TIME
HRS
TOPICS COVERED
FACULTY
SIGN
Training ID :
Training Agency :
Date of Evaluation:
Sr.
No.
Note:
Name of
Participant
5:
Outstan
ding
Designation
4:
Very.Go
od
3:
Go
od
Evaluation
4
3
2
2:
Avera
ge
Remar
ks
1: Poortraining to
be repeated
Equivalen
t
Assessme
nt
Evaluation Criteria
________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
Signature of Evaluator: ________________________________
Induction Training
Format No WES-HR-F008 Revision 0, Issue D
Briefe
d
Yes /
No
Yes /
No
Yes /
No
Yes /
No
8. Quality Policy
Yes /
No
Yes /
No
Yes /
No
Yes /
No
Yes /
No
Briefe
d
Yes /
No
Yes /
No
Yes /
No
Yes /
No
Yes /
No
Yes /
No
Yes /
No
Date
Date
Date
Joining Report
WES-FRM-0209 Revision 0, Issue E
To,
Manager HR
Windlass Engineers & Services Pvt. Ltd.
Dehradun
Dear Sir
I am pleased to join duties effect from
_______________________.
As requested, the photocopies of the documents as mentioned below are attached:1. ______________________________________________
2. ______________________________________________
3. ______________________________________________
4. ______________________________________________
5. ______________________________________________
6. ______________________________________________
Thanking You
Yours Truly
__________________________________
Dated __________________
Effective Date:
Date
assigned by HR)
Job Description
Job Position
Department
Qualification Required
Experience Required
Competency Required
Required Date
No of People Required
Requested
By
Date
Approved
By
Date
To be filled by HR
Date
Effective Date:
Date
Name of
Candidate
Job
Position
Departme
nt
Requirem
ent
Not
Meeting
Requirem
ent
Not
Required
for this
post
Remar
ks
Yes/No
Date
Date
Date
Effective Date: 02-April -2014
Director
Expected Joining
Date
HR Manager
File
No
Date
Dat
e
assigned by HR)
Name of
Employee
Old Job
Position
Old
Department
Proposed New
Job Position
Proposed
New
Department
Transfer
Requested By
Approved for
Evaluation
Dat
e
Approved By
Yes/No
Dat
e
To be filled by HR
To be Evaluated By
Tentative Date of
Evaluation
Remarks:
HR Manager
Date
Date
Name of
Employee
Old Job
Position
Old
Department
Proposed
New Job
Position
Proposed
New
Department
Requirem
ent
Meeting
Requirem
ent
Not
Required
for this
post
Remar
ks
Yes/No
Date
Date
Date
Date
Effective Date: 02-April -2014
Transfer training
received
Yes (
Employee
Signature
No (
Date