Compliance management — Guidelines for competence management- ISO 37303
As the world progresses on its path to a more sustainable and green future, compliance management system is a recipe for an organization, even the society, to achieve sustainable success and true green transition, results with the culture of integrity and good ethnics in a long run.
ISO 37301, Compliance management systems – Requirements with guidance for use, provides everything an organization needs to know to develop, implement, maintain and improve an effective compliance management system, to built an organization culture of doing the right thing, where personnel should contribute, integrating compliance management right across the organization, to be embedded in its financial, risk, quality, environmental and health and safety management processes as well as its operational requirements and procedures, which raise much higher and more professional requirements to the compliance competence management and personnel development of an organization.
Competence management and personnel development are key influential factors of the performance of an organization's compliance management activities and compliance management system. Compliance competence management helps an organization to recognize and determine the necessary competence needs for the personnel doing work under its control and affects its compliance performance. Personnel development is a part of competence management, ensure that these personnel are timely qualified for the job positions with knowledge, skills and experiences in compliance management based on appropriate education, training or experiences involvement in practice. These will positively influence the effectiveness of the organization governance and the needs and expectations of stakeholders in relation to outcomes.
A new document on Compliance Management system—Guidelines for competence management (ISO/CD 37303) is under-development by ISO/TC 309/WG 4. This document will provide guidance to organizations and their personnel in addressing issues related to compliance competence management and personnel development. It can be used to help to bridge the gap between demand for competent compliance personnel and supply of people with those capabilities, as required in compliance Management System, any other management system (e.g., risk management, environmental management, etc.), or sectors involved.