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At least in the current version — ISO There are some changes in the draft… The standard is pretty clear about who this should be — someone from management!
While often a part of the role, being the contact person for the auditor is not the primary function. Management Representative is really a cross-functional role involving project management, administrative, and business development tasks.
The Management Representative is the key co-ordinator for the development of the quality system and, once the system has been certified, assumes responsibility for on-going system maintenance and effectiveness of operation. Ongoing duties include reporting on how well the QMS is working and where it is not.
The kinds of information to be reported will include things listed under Management Review e. The actual data collection and analysis may well be done by someone else, e.
The third duty is about making sure that the focus of the organisation remains on the customer. This can mean training, induction for new hires, updating policies, sharing customer feedback, etc… Note that this does not mean the Management Rep must DO all these things — they just have to make sure that it is happening.
These three duties are likely to be on top of other responsibilities. Instead, some duties are assigned directly to top management and others can be delegated although Top Management is still held accountable.
This is often acheived through responsibility statements within Job Descriptions. What statements might you see in a job description for a Management Representative? Here are some examples. Ensure all company policies, procedures, and work instructions are documented in a clear, simple and concise manner.
Assist in the preparation of tenders by providing management system related documents. Train all company personnel in the documented company policies Identify relevant legislative requirements.
Control and maintain the company audit and risk assessment schedule.
Conduct safety, quality and environmental system compliance audits Ensure personnel have received appropriate training and are assessed as competent to perform tasks. Prepare and submit monthly management reports relating to company systems, compliance and incidents Maintain the company library of compliance resources including standards.
Let us know what your responsibilities are. Have you seen any crazy statements?management’s opinion about the consequences of employee participation. This analysis resulted in the identification of three distinct types of establishment in terms of the extent of direct employee participation and to what extent is it supported by the management.
Employee. Participation, Implications for Employee Relations Involvement and commitment to. the organisation. understanding and optimum contribution of all employees in an organization and their commitment to its objectives’.EMPLOYEE INVOLVEMENT EI consists of those practices which are initiated principally by management.
Combining both management styles can yield a work force that is more motivated and employees who enjoy their jobs more as they feel part of the process. The Disadvantage of Employment. Participative Management Basics. To better understand the disadvantages of employee participation you need to understand what it is and what it is intended to do.
Representative participation (REP) Management/employee representative interaction is not inclusive of lay employees. Management/union partnership but not involving lay levels of job variation, possibilities for personal development and meaningful work.
Part-time. What is Employment At Will? Pros and Cons. Employee Participation: Top 13 Advantages and Disadvantages. By. Chitra Reddy. 0. Facebook. Twitter. Google+. Pinterest. WhatsApp. One of the best approaches to management, employee participation is literally the best method to get your company to become more bright and successful in the near.