Many ISO’s are developed with the organization in mind. Improving efficiency, removing redundancies, developing a culture of continual improvement, etc. These systematic improvements are the focal point of many ISO’s. However, every single one of these ISO’s relies on one vital aspect; the employment of knowledgeable and capable staff. ISO 10018 regards the quality people management process, and assists organizations in staffing effective and efficient employees.
Employees are the backbone of any organization, and competent employees who are capable of operating both independently, and efficiently are nearly invaluable to an organization. The right staff with the proper training can completely change the business landscape and alter the levels of productivity that an organization can reach.
Many ISO’s have the importance of capable and knowledgeable staff incorporated as sort of a secondary-result. ISO 10018, on the other hand, makes personnel quality management it’s focal point, and aims to optimize the staff employed.
The Main Elements of ISO 10018
Just like any of the other ISO’s, ISO 10018 has certain key elements that really form the major guiding principles in developing a quality personnel management process. Some of those principles are reflected in other ISO’s as well, and some are more unique to ISO 10018.
Communication: Communication is an integral aspect of many organizational functions. Especially in personnel quality management. Being able to communicate with superioris, between departments, and within individual teams is absolutely vital to building an efficient and effective staff capable of meeting client demands and providing an excellent consumer experience.
Customer-Centric: Speaking of providing an excellent consumer experience, being customer-centric is another guiding principle in the development of a quality personnel management process, or pursuit of an ISO 10018 certification. Being customer-centric means putting the customer and their needs at the top of the priority list, delivering timely and knowledgeable customer support, and consistently going above and beyond to really ‘wow’ customers.
Delegation: Delegating is a thin line to walk. The balance between management and the front-line needs to be established and adhered to. Responsibilities need to be allocated appropriately based on position and company role as well. The ability to properly delegate is essential in a project flow that’s focused on finishing and delivering the end product, whether that’s a good or a service.
Training & Company Culture: If personnel is the backbone of an organization, then training is the backbone of the personnel. More simply stated, a staff, to an extent, is only as good as it’s training. Therefore, dedicating the appropriate efforts and resources to providing employees with the amount, and quality of training they need is a practice in which organizations must engage.
Company culture is another integral aspect to personnel quality management. A staff that feels empowered and informed is more likely to take ownership of the processes in which they’re involved. Additionally, a company culture needs to promote employee recognition, results-driven rewards, and other values that appeal to top-shelf talent in the 2020 business place.
For more information regarding ISO 10018, personnel quality management, or the pursuit of any ISO certification, get in touch with Glacier Consulting. Glacier consultants are experts in everything ISO and are eager to help start optimizing your organization!