ISO 10015:2019 pdf download.Quality management - Guidelines for competence management and people development
1 Scope
This document gives guidelines for an organization to establish, implement, maintain and improve systems for competence management and people development to positively affect outcomes related to the conformity of products and services and the needs and expectations of relevant interested parties
This document is applicable to all organizations regardless of their type or size It does not add to, change or otherwise modify requirements for the Iso 9000 family or any other
standards.
2 Normative references
The following docuents are referred to in the text in such a way that some or all of their content constitutes requirements of this document For dated references, only the edition cited applies For undated references, the latest edition of the referenced document (including any amendments) applies
ISO 9000:2015, Quality management systems一Fundamentals and vocabulary
3 Terms and definitions
For the purposes of this document, the terms and definitions given in ISO 9000:2015 and the following apply
ISO and IEC maintain terminological databases for use in standardization at the following addresses:
4 General
When considering competence needs, organizations should determine the competence required to achieve intended results, at the organizational, team, group and individual level, taking into account:
a) the context of the organization: changes to external/internal issues and the needs and expectations of relevant interested parties significantly affecting competence needs;
b) the potential impact of lack of competence on the processes and the effectiveness of the management system;
c) recognition of individual levels of competence in relation to ability to perform specific roles;
d) opportunities to utilize specific available competence in the design of work-related functions, processes and systems
Competence management should consider all processes, functions and levels of the organization The determination of what is needed should begin by evaluating the current levels of competence, including any limitations, and maintaining documented information on specified competence needs as appropriate The organization should determine its competence needs at planned intervals and in response to changes in its context
Organizations may choose to use external providers to carry out any activities,including an analysis to determine competence needs and assess current competence levels, as covered by this document If an organization uses an external provider, it should ensure appropriate monitoring and evaluation of the activities.
4.2 Team or group competence
Within the organization, different teams or groups will need different competences according to the activities they perform and the intended results
When determining differing team or group needs, the organization should consider:
a) leadership;
b) team or group objectives and intended results;ISO 10015 pdf download.