Human Resources Management Policy
| Document No. | NAF-MGT-HR-01 | Controlled Copy No. | 00 |
|---|---|---|---|
| Revision No. | 00 | Effective Date | 01–01–2025 |
| Issued By | Quality Manager | Issued To | NAF Personnel, Assessors |
Revision Details
| Rev. No. | Issued On | Details of Amendment | Reason |
|---|---|---|---|
| 00 | 01-01-2025 | First issue | Initial Release |
1.0 Purpose
1.1 The purpose of this policy is to define the principles and overarching framework for effective human resources management within the Nepal Accreditation Foundation (NAF). This ensures that NAF attracts, recruits, develops, manages, and retains qualified, competent, and impartial personnel to effectively manage and perform its accreditation activities, upholding the highest standards of quality and integrity. This policy ensures compliance with ISO/IEC 17011:2017, Clause 6.1 (Competence of Personnel), Clause 6.2 (Personnel involved in the accreditation process), and relevant national labor laws and regulations of Nepal.
2.0 Scope
2.1 This policy applies to all NAF Personnel involved in or supporting NAF’s accreditation activities and Quality Management System (QMS), including Members of the NAF Board/CAAB, all NAF employees (permanent and contractual), Assessors (Lead and Technical), Technical Experts, and Members of all NAF committees (Accreditation, Appeals, TACs, FAC).
2.2 This policy covers all aspects of the employment and engagement lifecycle, from workforce planning and recruitment to performance management, training, and separation.
3.0 Principles of HR Management
4.1 Competence and Adequacy: NAF is committed to ensuring that all personnel possess and maintain the necessary competence for their assigned tasks.
4.2 Impartiality and Ethics: Personnel selection and management processes are designed to safeguard impartiality and prevent conflicts of interest.
4.3 Fairness: NAF applies fair, equitable, and non-discriminatory practices in all HR-related processes, complying with the Labor Act 2074 of Nepal.
4.0 Key Processes
4.1 Workforce Planning and Resourcing
NAF periodically assesses its human resource needs aligned with strategic objectives. Job descriptions (NAF-FORM-MGT-HR-XX) are maintained for all roles, defining responsibilities and competence criteria.
4.2 Competence Management
NAF defines and documents competence criteria for all personnel involved in accreditation. This includes specific requirements for assessors as per APLAC TR 001 and IAF MD 13. Refer to NAF-MGT-HR-02 for detailed procedures.
4.3 Personnel Involved in Accreditation
All personnel, including external assessors, are required to understand NAF’s QMS, adhere to the Code of Conduct (NAF-GOV-02), and sign legally binding impartiality and confidentiality agreements.
4.4 Performance Management
Annual formal performance reviews are conducted using NAF-FORM-MGT-HR-XX to identify competence gaps and training needs.
5.0 Personnel Records
NAF maintains comprehensive confidential personnel records in accordance with NAF-GOV-06. Records include recruitment documentation, contracts, CVs, competence assessments, authorizations, and signed impartiality agreements.
6.0 Outsourcing
NAF does not outsource any of its core accreditation functions (Decision-making, assessment execution). Where external technical expertise is used, providers must meet NAF’s competence and impartiality requirements as per NAF-GOV-14.