hmsi quality standard

1

HMSI Quality Standard

C Section

2W 21010 CS 02

Title: Training Standard

Contents General Provision ........................................................................................................................... 2

Purpose .................................................................................................................................. 2

Scope ..................................................................................................................................... 2

Definition of Terms ................................................................................................................. 2

Organization and Roles and Responsibilities ........................................................................ 3

Control System ....................................................................................................................... 4

Training Module ..................................................................................................................... 4

Appointment of Trainer ........................................................................................................... 5

Monitor the effectiveness of trainer ........................................................................................ 5

Local Office Rules ........................................................................................................................... 5

Training system for Staff and Contractual manpower ............................................................................ 5

Training Needs Identification .................................................................................................. 5

Training Schedule .................................................................................................................. 5

Implementation of Training ..................................................................................................... 5

Classroom Training ................................................................................................................ 6

On job Training ....................................................................................................................... 6

Critical Process ...................................................................................................................... 6

Job allocation & On-site deployment ..................................................................................... 6

Re-evaluation ......................................................................................................................... 6

Rejoining of contractual manpower: ....................................................................................... 7

Retention of Training Records ............................................................................................... 7

Training system for JE+ .................................................................................................................. 7

Roles & Responsibilities ......................................................................................................... 7

Training need identification .................................................................................................... 8

Supplementary Training ......................................................................................................... 8

Training Plan .......................................................................................................................... 8

Training Implementation ......................................................................................................... 8

Training Evaluation ................................................................................................................ 8

Training Effectiveness Monitoring .......................................................................................... 8

Re Training & Re-evaluation .................................................................................................. 8

Performance Control .............................................................................................................. 8

Control of Individual Performances ........................................................................................ 8

Retention of Training Records ............................................................................................... 9

Supplementary Provision ................................................................................................................ 9

Application of the Standard .................................................................................................... 9

2


C Section

2W 21010 CS 02


General Provision

Purpose

The purpose of this standard is to define the basic requirements of planning, imparting &

evaluating the manpower trainings in order to foster the necessary knowledge and ability of

individuals engaged in operations that have an impact on Quality Management System

Scope

This standard applies to manpower training (including the trainer), deployment & skill

enhancement activities in all areas of HMSI.

However, training of Inspectors covered under HMSI QS Inspector Training are excluded from

scope of this standard.

This standard complies with the manpower awareness, training & skill enhancement requirements

of ISO 9001:2015.

Definition of Terms The terms and definitions used in this standard are as follows

Prepared By Checked By Approved By Date of issue

Ashish Rawat Manpreet Kohli Kuldeep Chauhan 21th Jun’2021

Department Manager Division Head Operating Head

No. Term Definition Training Example

1

Business

type Training

(Sectional Trainings)

Education and training for

knowledge and skills related

to work to be carried out for

each business type, section

etc., based on its

characteristics and necessity

for the operation of its

processes and to achieve

conformity of products and

services, based on internal

sources and / or external

sources.

• Assembly: knowledge, skills, and techniques related to assembling

(tightening torque control, New Model, handling procedures for

abnormal situations, etc.).

• Inspection: knowledge and techniques required for performing

inspections of parts and completed products (regulatory

requirements regarding parts and products, acceptance criteria for

inspection results, QAV, new model, handling methods for

inspection equipment, etc.)

• Purchasing: quality requirements regarding purchased parts,

knowledge of contracts, etc., and skills and abilities necessary in

guiding suppliers (GPA, SQM, new model, supplier quality audit,

etc.）

• Service: knowledge, skills, and techniques regarding maintenance

diagnosis.

• Manufacturing: knowledge, skills, and techniques related to

manufacturing condition control, production equipment &

instruments and inspection of manufactured part / product (new

model trainings, regulatory requirements, acceptance criteria etc.)

• Market feedback Analysis section: knowledge related to out flow

control (warranty claim analysis, FTA, QAV, simulation & drawing

study etc.)

• QMS control section : knowledge about QMS (ISO 9001 ,Internal

auditor training , HMSI QS & Quality Manual awareness etc.)

2

Human

Resource

Training

(Common

Training)

This refers to education and

training provided to

employees to acquire

necessary knowledge and

techniques in common,

based on internal and / or

external sources.

New associate training (including, but not limited to Quality Policy,

Quality Objectives, their contribution to the effectiveness of the quality

management system, implications of not conforming with the quality

management system requirements.)

• TQM training

• Quality Control Training

• Honda General & Corporate trainings etc.

Note: This is an electronically generated document and need not to be signed.

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C Section

2W 21010 CS 02


However, quality control training is implemented based on Attachment-3 “Basic Requirement of Quality

Control Training.”

Organization and Roles and Responsibilities

Organization

1) The head of facility establishes a section that supervises human resource training for the entire facility

(referred to as the “supervising section” hereinafter).

2) The Human Resource section develops necessary system in order to supervise the training activities

of the facility.

3) The Human Resource section may assign the roles and responsibilities to related sections according

to the type of training.

Roles and Responsibilities

The roles of the organizations involved in training, and the authority of the responsible persons are as

follows:

SN Organization Roles Responsible Person Authority of responsible person

1

Human

Resource

Section /

Each

Section

- Designs & Develop a training system

according to needs

- Select Trainees

- Designs a training schedule for

common training, and maintains and

controls it

- Select Trainer for each training

- Conduct Trainings

- Controls /Stores performance training

- Monitor Effectiveness of each Trainer

- Maintain training records

- Prepare List of Trainer against each

training

Department Head

- Approves training schedule

- Appoints Trainer against each

training

- Select Trainees

- Confirms activity status

- Evaluate Training effectiveness or

delegate authority for the same

- Monitor Effectiveness of each

Trainer

- Supervise overall training activities

Division Head - Approved List of Trainer against

each training

No. Term Definition Training Example

3 Supervising Section

A section who is responsible for

associates training & control the overall

training system

• Supervising section shall be as per type of training

such as

Common Training: Human Resource Department

Sectional Training: Related area

4 Classroom training

Theoretical training imparted through

documented or electrical media

covering the basic requirements of the

subject

• Training imparted in class rooms & training corners

(QMS trainings, 5W1H , FTA , Drawing study,

Others)

5 On job training

Training imparted at on site or while real

time execution of process under normal

conditions

• Trainings imparted at On-site or while actual

process execution (Manufacturing process or

assembly training, defect simulation trainings,

instrument handling & calibration training etc.)

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C Section

2W 21010 CS 02


Control System

The training control system is as follows:

Supervising Section Each Section

Training Module

Based on Training types & operational requirements each section shall define and maintain its training

module approved by Dept. Head for particular training type (New Manpower, Instrument Handling,

Process related etc.) including these minimum requirements herein referred to as Basic Training

Module

• Introduction of process or work area

• Quality policy & objectives

• Related job rules & work standards etc.

• Details of product / process & applicable requirements (including critical items / process)

• Change point details if any.

• Handling of equipment, instruments & other infrastructure

• Any other item deemed necessary by Head of Department for meeting business targets.

• Basic QMS requirements

• Training imparting method (Classroom or Onsite)

• Evaluation method of each item

Develop training system

Design training schedule(Including trainer) Design training schedule (Including trainers)

Implement Training

Participate

Understand section’s training needs (including trainers)

Implement Training

Control performance

Control performance

Control performance of individuals &

Construct training structure (including trainers)

Legend General route

Feedback route

Appoint Trainer Appoint Trainer

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C Section

2W 21010 CS 02


Note : Separate Training module is not mandatory if training is conducted as per any work standard or

reference material etc.

Appointment of Trainer

The Department head of the supervising section shall appoint a trainer required for imparting the training

to associates based on the training type (Sectional training/Common training). Trainer selection shall be

done based on the following parameters

• Understanding of Quality Management system

• Process Know how

• Communication skill

• Experience

• Additional Others, as judged by Department Head of Supervising section

Supervising section shall prepare the List of Trainer against each training type and take the approval

of division head and retain the list of Trainer.

Monitor the effectiveness of trainer

The Department Head of the Supervising section shall monitor the effectiveness of trainer based on the

feedback received after the training imparted by the trainer and shall judge the requirement of re training

to trainer for skill enhancement based on feedback or business need.

Local Office Rules

Training system for Staff and Contractual manpower

Training Needs Identification

Dept. Head of each area shall identify special trainings required for each associate based on Quality

Objectives & Business plan, Last year performance of associate, multiskilling and contingency plan

required for operation. Each area shall ensure skilled manpower is available for carrying out the defined

operation and plan multi skilling & manpower deployment accordingly

Training Schedule

The Department Head of each section approves the training curriculum

The Department head of each area approves annual training plan for its area based on Training needs

identification, multiskilling required, attrition rate trends, New model & change points and Business

Targets etc.

For contractual manpower, training & skill upgradation plan can be defined in skill matrix.

Implementation of Training

Each section implement training based on their respective annual training schedules and maintain

necessary documented information for the same.

Each area implements training necessary for the associates that engage in operations and processes.

From among the trainees, each section may omit applicable training content when the head of the

section determines that those individuals understand and have acquired the applicable training content.

In case of On Job training, designated trainee shall work under supervision while performing the

operation

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C Section

2W 21010 CS 02


For training of associates engaged in critical process, training shall be imparted focusing on critical items

& their details including their importance & implications of not meeting the requirements

Classroom Training

Department head or the person delegated by Department Head shall define the evaluation criteria of

each training type based on the criticality of the training content and impact on business targets

However, if written test is conducted then Minimum qualification criteria shall not be less than 70%

Department Head or person delegated by Department Head shall evaluate the effectiveness of

classroom training for each trainee & retain record of the same

Department head or the person delegated by Department Head shall monitor the effectiveness of

training imparted by observing daily work performance

If an associate score less than evaluation criteria in written test, then further re training & re-evaluation

shall be planned

On job Training

Department Head or person delegated by Department Head shall evaluate the effectiveness of on job

training for each trainee by either conducting written post training test or job assessment

Department head or the person delegated by Department Head shall define the evaluation criteria of

each training type based on the criticality of the training content and impact on business targets

However, for evaluation of manpower deployed at shop floor (Mfg., Assy., Inspection, Part Handling &

Packaging etc.) evaluation shall be done as per criteria defined in Attachment 1 Evaluation Criteria &

recording shall be done as per Attachment 2 Skill Matrix

Department head or the person delegated by Department Head shall monitor the effectiveness of

training imparted by observing daily work performance

However, if written test is conducted then Minimum qualification criteria shall not be less than 70%

If an associate scores less than evaluation criteria in written test, then further re training & re-evaluation

shall be planned

If an associate doesn't qualify evaluation criteria or post evaluation effectiveness is judged not enough

by Dept. Head or delegated authority, then further re training & re-evaluation shall be planned

Based on result of evaluation each area shall maintain & control skill matrix of its associates as per

attachment

Critical Process

In addition to on job training evaluation defined in Attachment 1 Evaluation Criteria & Attachment 2 Skill

Matrix following requirements shall also be fulfilled prior deployment an associate on Critical process: At

least Skill Level 2 in any other process i.e. Non Critical Process

If an associate does not qualify the above criteria, he shall not be deployed at Critical Process.

Job allocation & On-site deployment

Each area shall maintain proper records of job allocation to associate after passing the qualification

criteria

For associates deployed at onsite, Manpower deployment records shall be maintained

Re-evaluation

Re-evaluation shall be conducted mandatorily in following cases:

On site processes

7


C Section

2W 21010 CS 02


• Within 6 months of training evaluation

• Awareness given based on Defect Outflow (Defect Trends/ICR/QIC/TR etc.)

Of site process

If re allocated previous roles & responsibilities based on job rotation & multi skilling deemed necessary

by Dept. Head

In addition to above mentioned criteria, re-evaluation can be conducted as and when deemed necessary

by Department head of respective area or Human resource based on associate's performance or any

change point etc.

Records of re-evaluation shall be evident

Rejoining of contractual manpower:

If re-joining within a gap of 30 days:

Plan refreshment training including organizational goals & policies, basic knowledge of process &

change points if any within the rejoining period

Conduct re-evaluation based on previous skill matrix if qualifies maintain records of re-evaluation &

previous training records & skill matrix otherwise plan re training & skill evaluation before job allocation

If re-joining after a gap of 30 days:

To be considered as new manpower & all the defined basics & process related trainings to be imparted.

Retention of Training Records

All the Training records shall be retained as per HMSI QS 2W 03030 CS “Quality Document Control

Standard”.

Training system for JE+

Roles & Responsibilities

Each area roles & responsibility shall be defined considering the below points:

• Department Head shall identify training needs of an associate based on business requirements &

share with supervising section

• Department Head or delegated person shall monitor post training effectiveness of respective associates

• Each associate shall attend training as per plan & if not possible to attend planned training due to

some reason, prior notification or substitute shall be provided to supervising section

Supervising section (Human Resource) roles & responsibility shall be defined considering the below

points:

• Identify common training needs of associates for continual improvement & skill enhancement of

associates

• Design & notify training plan to associates & their supervisors

• Evaluate trainings as per defined criteria

• Maintain records of training execution and evaluation

• Identify trainers for each training type & conduct trainings for trainers

8


C Section

2W 21010 CS 02


Training need identification

Training Needs Identification shall be done by each Department Head or delegated person in starting

of financial year through OJT submitted on e-portal based on business requirements & skill

enhancement desired in individual.

Supervising section shall identify common training needs (HFC, HTLW etc.) for each associate based

on his experience and organizational position etc.

Supplementary Training

Each area may plan for supplementary training of it's associates if deemed necessary by Dept. Head

Respective area shall act as supervising section in case of supplementary trainings

Training Plan

The supervising section designs an annual training schedule for common training, receives the

approval of its Department Head and distributes it to related sections

Training Implementation

Based on identified trainings, supervising section plan for imparting training & impart training as per

schedule.

Department Head of supervising section shall designate trainer for each training type and ensure proper

execution of training

Training Evaluation

Department Head of supervising section or respective area shall decide criteria for training evaluation

(surveys, tests etc.) & retain records of evaluation

Supervising section may take post training feedback or pre training test for trainings imparted by its

section and retain records of the same if required

Each area may plot skill chart of its associate if required

Training Effectiveness Monitoring

Dept. Head or delegated person monitors the effectiveness of training imparted by evaluating the daily

work management of the associate

Re Training & Re-evaluation

Re training & Re-evaluation shall be conducted in case training not executed as per plan or doesn’t

qualify post training evaluation or post training effectiveness is judged not enough by Dept. Head or

delegated authority

Performance Control

The Human Resource section and each section control the performances (manage results) regarding

the annual training plan and receive the approval of the applicable section head.

The Human Resource section and other sections analyze data from training results and reflect them

on the annual training plan for the following year

The Human Resource section and each section stores the implementation results of the training

(implemented date, trainees, etc.).

Control of Individual Performances

Each section controls individual training performances

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C Section

2W 21010 CS 02


No. Type of training Control of Individual Performance

1

Human Resource Training (Common

Training) & Business type training

Record and control the following items for each completion of training:

・Name, etc., of person who completed training

・Name of training, date of completion, etc.

・Name of Trainer and name of effectiveness evaluator, etc

. Training Feedback against each training received after the training

Retention of Training Records

All the Training records shall be retained as per HMSI QS 2W 03030 CS “Quality Document Control

Standard”.

Supplementary Provision

Application of the Standard

• This standard applies to all operations, divisions, departments, sections of HMSI.

• In case, when revision is deemed necessary by any concerned department or division, respective

department or division shall submit Request form for QS/Criteria Revision as described in 2W 03010 CS

‘’Quality Management Standards Control Standard’’ to Quality Planning division of QC-HO operation.

• Linkage of this standard with ISO 9001:2015 clause(s) is defined in Attachment – 4 [ISO 9001:2015

Linkage matrix].

10

HMSI Quality Standard C Section

2W 21010 CS 02


Attachment -1: “Evaluation Criteria for Shop Floor Trainings”

Level Evaluation Criteria (Examples) Evaluation Method

1

Qualifies comprehensive test regarding OPS / Process Control Items

Written Test /

Onsite Observation / Defect Simulation / Viva etc

Can properly handle Equipment/Instruments/PPEs

Can meet Tact Time of Process & work as per PQCS/OPS

2 Can detect problems in the process/part.

Can control Outflow of NG part

3 Can perform corrections & give suggestions to Corrective actions

Gives general improvements in process

4 Can Supervise other associates & train others

Remark: Department Head can define the Evaluation Criteria & Method for each levels according to their actual process requirements

Note: For associates at Level 1, regular supervision shall be done via feedbacks based on shift reports & onsite performance and records of supervision may be evident from Onsite deployment records

Can Work under Supervision

Can Work Independently

Can Train others

Can suggest Improvements

L2 L3

L1 L4

11


2W 21010 CS 02


Attachment 2: Skill Matrix

Skill Matrix

Line / Model : Zone / Group :

STATION NO ASSOCIATES COMPETENCE (No. of process per associates) SN Name

RE-JOIN

EMP CODE PROCESS NAME

Emp Code D.O.J D.O.CLR RE-JD Current level

Evaluation Details

Current level

Evaluation Details

PROCESS MULTISKILLING(NO. OF ASSOCIATES PER PROCESS)

Method Apr May Jun Jul Aug Sep Oct. Nov Dec Jan Feb Mar

TEAM LEADER / LINE IN CHARGE

SECTION HEAD / DEPARTMENT HEAD

Skill Level Judgment Criteria. The Indication example of the current level

Can perform corrections & give

suggestions to Corrective

actions.

Gives general improvements in

process.

Can Supervise & Train other

associates

Can detect problems in the

process/part.

Can control Outflow of NG

part

Qualifies comprehensive test

regarding OPS

Can properly handle

Equipment/Instruments/PPEs

Can meet Tact Time of Process L1 L4

L2 L3

The indication of

Planned Level.

The indication of

Planned Level. Plan Date

Evaluation Date

Format No.:

12


C Section

2W 21010 CS 02


Attachment -3: “Basic Requirement of Quality Control Training

Quality Control

Training

Orientation

Course

(new hire

training)

All associates

(newly hired

associates

including non-

regulars)

When hired

(prior to

starting work)

Based on training curriculum and instructor requirements

determined by the facility (each section)

Quality Control

Training

Beginner

Course

(QC-J)

All regular

associates

(newly hired

employees)

From

approximately

6 months to

within a year

after being

hired

Include at least the following items,

based on the QC-J textbook issued

by Honda Motor Co. Ltd.

・ Honda Philosophy

・ Quality is…

・ Work Control (PDCA, 5W2H)

・ Work Viewpoint (5S,

Standardization Control, Horenso,

the three realities principle)

・ Seven tools for QC

Individuals who have

completed QC-J and

QC-F, and have been

approved by the heads

of the Human Resource

section and affiliated

sections

Quality Control

Training

Intermediate

Course

(QC-F)

Mid-level

associates

engaged in

production/quality

operations

（Ex.）

Quality staff

New model staff

Purchasing staff

Approximately within a year from being applicable as someone subject to training (roughly 3-5 years after being hired)

Include at least the following items,

based on the QC-F textbook issued

by Honda Motor Co. Ltd.

・ Basics of quality control

・ Process assurance methods

・ Statistical ways of thinking:

population and sample

・ normal distribution, statistic

calculation, defective rate

・ Control chart: X(―)-R control

chart

・ Prevention and recurrence

prevention: analysis report (5

principle sheet)

・ Process control: understand

process capability (Cp/Cpk), process

quality control sheet, operation

standards, change point control (IPP

control)

Individuals who have

completed QC-F, and

have been approved by

the heads of the Human

Resource section and

affiliated sections

13


C Section

2W 21010 CS 02


Attachment 4: ISO 9001:2015 Linkage Matrix

ISO Clause HMSI Quality Standard Clause

7.1.6 Organizational knowledge The organization shall determine the knowledge necessary for the operation of its processes and to achieve conformity of products and services. This knowledge shall be maintained and be made available to the extent necessary. When addressing changing needs and trends, the organization shall consider its Current knowledge and determine how to acquire or access any necessary additional knowledge and required updates. NOTE 1 Organizational knowledge is knowledge specific to the organization; it is generally gained by experience. It is information that is used and shared to achieve the organization’s objectives. NOTE 2 Organizational knowledge can be based on: a) internal sources (e.g. intellectual property; knowledge gained from experience; lessons learned from failures and successful projects; capturing and sharing undocumented knowledge and experience; the results of improvements in processes, products and services); b) external sources (e.g. standards; academia; conferences; gathering knowledge from customers or external providers). 7.2 Competence The organization shall: a) determine the necessary competence of person(s) doing work under its control that affects the performance and effectiveness of the quality management system; b) ensure that these persons are competent on the basis of appropriate education, training, or experience; c) where applicable, take actions to acquire the necessary competence, and evaluate the effectiveness of the actions taken; d) retain appropriate documented information as evidence of competence. NOTE Applicable actions can include, for example, the provision of training to, the mentoring of, or the reassignment of currently employed persons; or the hiring or contracting of competent persons. 7.3 Awareness The organization shall ensure that persons doing work under the organization’s control are aware of: a) the quality policy; b) relevant quality objectives; c) their contribution to the effectiveness of the quality management system, including the benefits of improved performance; d) the implications of not conforming with the quality management system requirements.

--

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C Section

2W 21010 CS 02


Establishment and Revision

GHQS

Control no.

Revision

No.

Establishment/Revision/

Abolishment and Enactment

Dates (DD/MM/YYYY)

Description Sectional QS Chief

Editor

G-HQS ALL 21010 CS-00

0 Establishment 01/04/2018

First issue after G-HQS

restructuring. This standard

becomes effective as of

01/10/2018.

Abhishek Gupta

Enactment 01/10/2018

G-HQS ALL 21010 CS-00-1

1 Establishment 24/09/2018

Standardization of Training

rules across all HMSI

facilities

Manpreet Singh Kohli

Enactment 01/10/2018

G-HQS ALL 21010 CS-00-1

2 Establishment 19/06/2021 Selection criteria of trainer

and Training system for

trainer incorporated

Manpreet

Singh

Kohli

Original

QS

Approved Enactment 19/07/2021

15


2W 21010 CS 02


Applicability Matrix → Plants (1F/2F/3F/4F)

Division PBT PPT QC PE /PS PC GA PU

Department AF PA PW PI AE FEMC ALMC DC MA1 MA2 MA3 PQ1&2 VQ Q &

SC

MQ

& E

QA &

test MA FM/FO MF ME MT UT MS PPC HR

E/F/

C/D GP

1F O O O - O O O - - - - O O - - - O - - - - O O O O O -

2F O O O - O - - O O O - O O O - - - - - - O O O O O O -

3F O O O O O - - - O O O O O - O - - O O O - - O O O O O

4F O O O - O O O O - - - O O - - O - - - - O O O O O O O

Applicability Matrix → HO’s

New Model PU &

Parts Strategy

M.P Purchase &

Supplier

Management

QC-HO New Model

Operation Customer Service GA PPC S&M Brand & communication

Logistics

Planning &

Control

Premium

Motorcycle &

Business

Cost Innovation Overseas Business Operation

Raw

Mate

rial E

nvir

onm

ent

New

Mod

el C

ost

CO

ST

EF

CD

Gen

era

l P

urc

hase

M.P

. P

urc

hase P

lannin

g

(EF

/CD

)

Engin

ee

ring

Qu

alit

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Mark

et

Qu

alit

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New

Mod

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ualit

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Qualit

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lannin

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& S

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New

Mod

el D

evelo

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Cert

ific

ation &

Reg

ula

tions

CS

Technic

al

CS

Fie

ld S

erv

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CS

Techn

olo

gy &

Custo

mer

Rela

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CS

After

Sale

s B

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an R

eso

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Pro

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Mem

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1

Inn

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rom

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Mem

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2

Inn

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Mem

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3

Export

Pla

nnin

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Contr

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Export

Qualit

y C

ontr

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Export

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/ I

mp

ort

Sale

s &

After

Sale

s

O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O

hmsi quality standard

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