Good morning, everyone, and thank you for attending this opening meeting of the
internal audit for QMS. Today, Mr. Dhaval and I will join you to complete this audit
activity, as per the internal audit schedule we have shared.
The purpose of this meeting is to provide an overview of the internal audit process
and explain the scope and objectives of the audit. Also, we need to ensure that
everyone involved understands their responsibilities during this audit. Internal audit
is an important part of maintaining and improving the effectiveness of QMS in the
process area.
The scope of this internal audit is to verify that our Quality Management System
conforms to the requirements of ISO 9001:2015.
To ensure that our processes are effectively implemented and maintained.
To identify any areas of non-conformance or opportunities for improvement.
Finally, assess the alignment of our QMS with our organizational goals and customer
requirements.
The audit will be conducted as scheduled except Sales dept. today.
HR Dept
Yes, I can provide an overview of the ISO 9001:2015 standard requirements as they
relate to HR (Human Resources) and Administrative processes. ISO 9001:2015 is a
quality management system (QMS) standard that applies to all processes within an
organization, including HR and administration. While the standard does not
explicitly define requirements for specific departments, it outlines general principles
and clauses that HR and Admin processes must align with.
Here’s how the key clauses of ISO 9001:2015 apply to HR and Admin processes:
1. Context of the Organization (Clause 4)
HR and Admin must understand the internal and external issues that affect their
processes.
Identify interested parties (e.g., employees, management, regulatory bodies)
and their requirements.
Ensure HR and Admin processes align with the organization’s strategic direction
and quality objectives.
2. Leadership (Clause 5)
Top management must demonstrate leadership and commitment to HR and
Admin processes.
HR and Admin should support the organization’s quality policy and objectives.
Ensure roles, responsibilities, and authorities are clearly defined and
communicated within the organization.
3. Planning (Clause 6)
HR and Admin must identify risks and opportunities related to their processes
(e.g., employee turnover, compliance with labor laws).
Plan actions to address these risks and opportunities.
Set measurable objectives for HR and Admin activities (e.g., employee
satisfaction, training completion rates).
4. Support (Clause 7)
This clause is particularly relevant to HR and Admin processes:
a. Resources (7.1)
Ensure adequate resources (e.g., staff, infrastructure, tools) are available for HR
and Admin functions.
Maintain a suitable work environment for employees.
b. Competence (7.2)
HR must ensure employees are competent for their roles through education,
training, and experience.
Maintain records of employee qualifications and training.
c. Awareness (7.3)
Ensure employees are aware of the quality policy, objectives, and their role in
achieving them.
d. Communication (7.4)
Establish effective internal and external communication processes for HR and
Admin activities.
e. Documented Information (7.5)
Maintain and control documented information related to HR and Admin
processes (e.g., employee records, policies, procedures).
5. Operation (Clause 8)
HR and Admin must ensure their processes are planned, implemented, and
controlled effectively.
For HR, this includes recruitment, onboarding, training, performance
management, and employee engagement.
For Admin, this includes managing office operations, facilities, and compliance
with legal and regulatory requirements.
6. Performance Evaluation (Clause 9)
Monitor, measure, analyze, and evaluate HR and Admin processes.
Conduct internal audits to ensure compliance with ISO 9001:2015 requirements.
Use employee feedback, performance reviews, and other data to assess the
effectiveness of HR and Admin activities.
7. Improvement (Clause 10)
Identify opportunities for improvement in HR and Admin processes.
Address nonconformities and take corrective actions (e.g., resolving employee
grievances, improving administrative workflows).
Promote a culture of continuous improvement within the organization.
Examples of HR and Admin Processes Aligned with ISO 9001:2015
HR Processes:
Recruitment and selection.
Employee training and development.
Performance appraisal and management.
Employee engagement and satisfaction surveys.
Compliance with labor laws and regulations.
Admin Processes:
Office management and facilities maintenance.
Document control and record-keeping.
Vendor management and procurement.
Compliance with legal and regulatory requirements.
Key Takeaways
ISO 9001:2015 focuses on ensuring that HR and Admin processes are well-
documented, monitored, and continuously improved.
HR and Admin must align their activities with the organization’s quality
objectives and ensure compliance with legal and regulatory requirements.
The standard emphasizes risk-based thinking, competence, and effective
communication in all processes.
If you need help creating specific procedures or templates for HR and Admin
processes to comply with ISO 9001:2015, let me know!
