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Please go to Configurations – Aspect/Hazard Risk Configuration and select the Type of Model which you wish to go with it.
Below are different types of Evaluation of Assessment Model:
Two Point Model – This model includes Occurrence (1 – 5), Severity (1 – 5)
Three Point Model – This model includes Quantity (1-5), Occurrence (1 – 5), Severity (1 – 5)
Four Point Model – This model includes Quantity (1-5), Occurrence (1 – 5), Severity (1 – 5), Legal Concern (1/5)
Six Point Model – This model includes Quantity (1-5), Occurrence (1 – 5) ,Severity (1 – 5) ,Legal Concern (1/5) ,Control (1 – 5) ,Likelihood Detection(1 – 5)
By Default, you will have Six Point Model in software. You can configure to two point model or three point model if you think six point is more mature to your organization.
For any training imparted to any employee in the organization, it is critical to evaluate the effectiveness of the particular training. This is to identify the extent to which an employee improved his/her competence post training. Globally benchmarked method to do this is pre-training and post-training effectiveness evaluation. Here, you evaluate the competence of an employee before he/she undertakes a training on 1 to 10 scale with 1 being the lowest and 10 being the highest.
After the training is provided, the same employee is again evaluated to find out the effect of the training on his/her performance. This can be conducted after a few days/ weeks/months depending on training. This method of training effectiveness evaluation provides a visual and quantitative assessment and helps you improve your training function.
You can refer the below video tutorials to help you understand Training and Ideal Competence.
Training Module Video link – Explains Training need identification – training calendar – training attendance and training effectiveness evaluation for HR compliance, How to create a training plan, capture training records and manage pre-training & post-training effectiveness evaluation.
Competence Management Video link – Explains how to define Competence management with ideal competence and actual competence for HR compliance to identify gaps in the competence.
Resource planning and monitoring (human resources; physical assets including equipment, hardware, equipment; intellectual resources including software; raw material and financial resources) are required by the ISO 9001:2015 standard.
This is done to ensure that the organization can achieve its quality policy and quality objectives while attaining strategic goals and directions.
If you have a traditional yearly budgeting exercise in the company or something similar, you can use it. Auditors normally ask this to the top management during the audit of the questions below:
what all resources are required for the organization to achieve its strategic direction/ policy/objectives.
what kind of resources are available / not available
how do you plan to make the resources available
how do you track effective utilization of the resources
You can either use the module of the software or an offline document for that
Process validation is for those special processes wherein resultant output cannot be verified immediately and defects/deviations/NCs appear only after the product/service has been delivered or in use
