Measurement Management System – An Introduction

Measurement Management System – An Introduction

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The International Organization for Standardization (ISO), the world's international standardization body, published the standard ISO 10012 on Measurement Management Systems in 2003. A revised second edition of this standard has been published in 2026,  incorporating several significant updates. This standard was developed by ISO's technical committee, ISO/TC 176 (Quality Management and Quality Assurance), in collaboration with the European Committee for Standardization (CEN). This standard describes the requirements for a measurement management system, which organizations can meet in order to implement an effective measurement management system.

The key changes in the new standard are:

— The document has been reorganized to follow a uniform structure for management system standards.

— Several important revisions have been made to address the expectations of interested parties.

The new version of the standard introduces a significant revision of ISO 10012:2003, aiming to provide a foundation for organizations to implement and continually improve a measurement management system for the effective application of the measurement process throughout the entire measurement process. The primary objective of a measurement management system is to establish confidence in the validity and reliability of measurement results and to ensure that measurements related to the products and/or services provided by an organization support the required quality levels. This also includes managing risks associated with measurement processes, which can produce inaccurate measurement results and impact the quality of the organization's products or services.

This measurement management system can be applied to processes involved in the design, development, verification, monitoring, and delivery of accurate measurement results. This standard provides organizations with a clear framework for meeting the requirements of a measurement management system. This standard can be applied to any industrial sector where measurement management is required. It can also be implemented in conjunction with other management system standards, such as ISO 9001 (Quality Management System) and ISO 14001 (Environmental Management System).

This standard is generally used by organizations where measurement plays a critical role and inaccurate measurements can lead to risks (e.g., product quality impacts, safety hazards, compliance failures). It is applicable to any type or size of organization, but it is primarily adopted in the following sectors:

- Manufacturing industries — where precise measurements are essential in production (e.g., automotive, machinery, electronics, metalworking, etc.).

- Aerospace and Aviation — where safety and measurement accuracy are paramount.

- Defence.

- Healthcare and Medical devices — in instrument calibration and measurement.

- Engineering and Production Operations — in general production and operational environments.

- Testing and calibration laboratories — Although ISO/IEC 17025 is more specific for these organizations, ISO 10012 can be used as a support or supplement.

- Energy, pharmaceuticals, and other regulated sectors — Where measurement data is critical to decision-making, compliance, or product quality.

With the new version, this standard has emerged as a more robust auditable and certifiable management system standard. The 2003 version did not provide the same level of clarity and structured framework as the new edition. Many organizations seek third-party certification to demonstrate credibility to customers, regulators, or the supply chain.

In short, any organization that relies on measurement and wants to control measurement risks, especially where product/service quality, safety, or compliance are at stake, can use this standard.

This standard contains ten clauses and two annexes, with Clauses 4 to 10 describing the requirements for a measurement management system. 

Regards,

Keshav Ram Singhal

Quality Culture

Quality Culture 

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Symbolic image courtesy NightCafe 

How can a quality culture be developed in practice?
This question still troubles many minds.
Quality culture does not emerge simply from leadership orders,
but through planned and leadership-driven efforts.

Establish a clear quality vision and policy,
and translate it into practice throughout the organization.
Ensure active leadership participation,
and implement standard expectations in daily work.

Expectations should not remain limited to documentation.
Make continual improvement a part of life by adopting the PDCA cycle.
Make employees aware and empowered,
and encourage innovation through an employee suggestion scheme.

Conduct training and awareness programs periodically.
Focus on root cause analysis instead of blame.
Make quality goals measurable and ensure transparent reviews.
Let the flame of quality culture be lit through these continuous efforts.

Regards,
Keshav Ram Singhal

ISO 9001 - Certification Not the Goal, but a Culture

ISO 9001 - Certification Not the Goal, but a Culture

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Symbolic image courtesy NightCafe

Ashok Pradhan (fictitious name), Managing Director of ABC Company (fictitious name), had been feeling quite uneasy for the past few days. Finally, he called a meeting of the company's top officials, plant managers, and unit in-charges, where he began his speech bluntly, stating, "We failed in implementing ISO 9001 — not because the standard was flawed, nor because we failed to read it, but because we implemented it mechanically, as a formality.” The Managing Director's statement was shocking to all participants. A hush fell over the meeting, and everyone began to reflect. Ashok Pradhan had laid bare the harsh reality of the organization before his team without any hesitation. He continued, "We hired a reputable consultant. The procedures were carefully written. The documents were attractive, the language was impressive, and the structure was organized. Our management system looked excellent on paper, and based on that, we achieved ISO 9001 certification. We were delighted that we were an ISO 9001 certified organization. But we forgot a fundamental question: were our organization's established procedures actually being followed? We didn't even try to find out what the real shortcomings were in our system. We prioritized preparing for the audit over self-assessment. Gradually, our energy shifted from "system improvement" to "passing the audit." 

When top leadership openly acknowledges failure, it is not weakness — it is the beginning of transformation. Ashok Pradhan was holding a mirror up to his organization, and everyone listened quietly. He continued, "As a result, our ISO 9001 management system became a "symbolic display" instead of a vibrant management tool—a decorative compliance for auditors, a showpiece for customers, a window dressing for the certification body. And somehow, through this window dressing, we got certification. But did the certification stabilize and streamline our organization's operations? Did operational problems stop? Were customers satisfied? The truth is that our organization's operations remain in a precarious state. Problems are recurring. Leadership in most units is still embroiled in daily crises. Customers experience inconsistency."

What Ashok Pradhan said to his colleagues revealed the pain of "showpiece compliance" versus "actual implementation" of ISO 9001, a reality facing many organizations today. Ashok Pradhan has correctly captured the core problem—the system at ABC Company was created, but not lived up to.

If we analyze the reality, we face some fundamental questions. First, is the organization's ISO 9001 management system protecting the organization's business? If the system isn't getting to the root of problems, identifying risks, if corrective actions aren't effective, and if leadership isn't making data-driven decisions, then it isn't protecting the business—it's merely fulfilling a formality. Second, has ISO 9001 become merely a certification tool? When audit preparation becomes the organization's priority, documentation becomes divorced from actual practice, and employees perceive processes as an "extra burden," then the system becomes a "certificate-obtaining tool," not a "management tool." We need to consider what the real expectations are. What, after all, is the purpose of ISO 9001? ISO 9001 is not a documentation system, but a management methodology. This is more a standard of 'how to live' than 'what to write'. 

How can we improve this situation? Some solutions are available. First, leadership must actively participate. ISO 9001 isn't just the responsibility of the quality department or a single individual. Everyone, including top leadership, must "live" the system. Second, the organization's processes must be followed and their performance must be measured. Written procedures are only meaningful if they are followed, performance is measured, and corrective action is taken upon deviations. Third, the organization must adopt a risk-based approach. Instead of waiting for problems to occur—work to identify and prevent risks early. Fourth, the organization must change the purpose of internal audits. It must understand that the objective of audits should not be "catch" problems but "find opportunities for improvement." Fifth, the PDCA cycle must be brought to life within the organization. Plan–Do–Check–Act should not be merely written on the wall, but should become part of daily operations. In conclusion, we can say that ISO 9001 is never a destination. It is not a destination to achieve certification, but a continuous journey towards operational excellence.

Certification is an outcome. An organization's strong management system is the cause. If the organization focuses on the cause, the result will follow. However, if the organization focuses only on the result (certificates), the system will become a mere window dressing. As a final thought, we can say that a quality system is vibrant when leadership is committed, employees are engaged, processes are implemented, and improvement is continuous. Otherwise, ISO 9001 becomes just a certificate hanging on the wall. Obtaining ISO 9001 certification should not be the organization's goal, but rather, improving organizational culture. Designing an ISO 9001 system is easy; embedding it into organizational culture is the real challenge. Quality comes from behavior, not from certification. 

ISO 9001 is not merely a standard of compliance — it is a standard of effectiveness. It is not enough to demonstrate that a process exists in documentation; it must function in practice and deliver measurable, meaningful results. Certification is evidence — but performance is proof. 

Regards,

Keshav Ram Singhal 

Standard Development Timeline for ISO 9001:2026

Standard Development Timeline for ISO 9001:2026

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The revision of ISO 9001 is progressing under the responsibility of ISO/TC 176/SC 2. The tentative development timeline is as follows:

Timeline

* Summer 2023 – Decision to revise the standard taken; ISO/TC 176/SC 2 confirmed the need for revision.

* Late 2023 – Early 2024 – Expert meetings held to gather global inputs and stakeholder feedback.

* Around April 2024 – Committee Draft 1 (CD1) issued for member body review.

* November–December 2024 – Committee Draft 2 (CD2) developed based on received comments.

* August/September 2025 – Draft International Standard (DIS) published for public comment and ballot.

* Around November 2025 – Comments received; voting period closed.

* Mid 2026 – Final Draft International Standard (FDIS) expected.

* September 2026 – Target publication of the revised QMS standard.

Post-Publication Transition

Following publication, certified organizations are expected to have a standard three-year transition period (approximately until September 2029).

* During this transition window, certifications to ISO 9001:2015 will remain valid.

* After the transition deadline, all audits and certifications must align with the 2026 version of the standard.

Important Note

ISO development timelines may shift slightly depending on ballot results, resolution of comments, or the need for additional revisions.

For the most authoritative and up-to-date information, it is advisable to consult the official committee site of ISO/TC 176/SC 2.

Regards,

KRS

History of ISO 9001 Standard

 

History of ISO 9001 Standard

The history of the ISO 9001 standard traces its origins back to the 1950s, when government departments in the United States and the United Kingdom began establishing quality standards for military procurement. These early quality assurance systems laid the foundation for modern quality management standards.

In 1979, the British Standards Institution (BSI) published BS 5750, the first formal quality system standard applicable to industry. BS 5750 became highly successful and served as the basis for the development of international quality management standards.

Building on this success, the International Organization for Standardization (ISO) published the first ISO 9001, along with ISO 9002 and ISO 9003, in 1987. These standards were revised in 1994 to enhance clarity and consistency.

A major revision occurred in 2000 with the publication of ISO 9001:2000 on 15 December 2000. This edition introduced the process approach and emphasized continual improvement and customer satisfaction, marking a significant shift from the earlier element-based structure.

The fourth edition, ISO 9001:2008, was published on 15 November 2008. This version provided clarifications and improved compatibility with ISO 14001 but did not introduce major new requirements.

The fifth edition, ISO 9001:2015, was published on 15 September 2015. It introduced the High-Level Structure (Annex SL), risk-based thinking, greater leadership involvement, and alignment with modern business practices.

At present, the standard is under revision, and the next edition, ISO 9001:2026, is expected to be published in September 2026.

Regards,
KRS

The Role of Top Management in Quality

 The Role of Top Management in Quality 

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Quality isn’t just a matter of documentation—it starts with leadership vision and commitment. Eleven Tasks Top Management should pay special attention to -

1. Establish a Clear Quality Policy and Objectives

The organization’s direction must be clear. The quality policy should be practical, measurable, and aligned with business goals.

2. Leadership by Example

A quality culture is developed through behavior, not merely by issuing instructions. As W. Edwards Deming stated, “A bad system will beat a good person every time.”

Top management must demonstrate genuine and practical commitment to quality. By setting the right example, they build a robust system that motivates every employee to implement it effectively.

For instance, in many organizations, top management is not included in internal audits. True leadership means instructing the internal audit team to audit top management as well and identify areas for improvement. When leaders themselves are open to evaluation and correction, it strengthens the entire quality management system.

3. Prioritize the Voice of the Customer

Customer satisfaction, complaint analysis, and feedback should be integrated into strategic decision-making.

4. Adopt Risk-Based Thinking

Identify potential risks and opportunities, and take timely preventive and corrective actions.

5. Develop Competent and Trained Human Resources

Empower employees through regular training, skill development, and awareness programs.

6. Standardization and Continuous Improvement of Processes

Promote a culture of continual improvement by ensuring effective implementation of the PDCA (Plan–Do–Check–Act) cycle.

ISO 9001:2015 standard, published by the International Organization for Standardization, also places strong emphasis on continual improvement.

7. Provide Adequate Resources

Ensure the availability of appropriate and adequate human resources, infrastructure, modern technology, and accurate measuring instruments. Leadership approval and active involvement are especially critical in this area.

8. Data-Driven Decision Making

Decisions should be based on facts, analysis, and reliable data—not merely on intuition or assumptions.

9. Develop an Effective Internal Communication System

Quality objectives, procedural changes, achievements, and challenges should be clearly communicated at all levels of the organization.

10. Conduct Regular Management Reviews

Hold structured management review meetings to comprehensively evaluate quality objectives, key performance indicators (KPIs), audit results, and corrective actions.

11. Promote a Quality Culture

Foster a culture of learning and improvement rather than blame. Encourage employees to contribute ideas, innovate, and take ownership of their responsibilities.

Summary

When top management is aware, committed, and proactive, the entire organization becomes quality-conscious. Quality is not the sole responsibility of any single department—it is the direct outcome of leadership commitment. 

Regards,

Keshav Ram Singhal 

Top Management Mindset and Approach Towards Quality

 Top Management Mindset and Approach Towards Quality

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One day, I got an opportunity to visit two companies and meet their top management teams.

When I reached the first company, I was informed that the organization was ISO 9001:2015 certified. In the chamber of a senior executive, I also noticed the ISO certification certificate displayed on the wall. I visited their manufacturing units and observed that supervisors were closely monitoring the operators. Inspectors were checking the finished goods. Whenever any defect was found, the nonconforming product was immediately segregated. The operators were warned, and pressure was applied on them to work more carefully. The production targets were clearly displayed on the walls. Production was taking place, but I felt an atmosphere of silence, tension, and pressure on the shop floor.

After that, I visited the second company. The top management informed me that they had not yet obtained any certification for compliance with ISO standards. However, they were planning to implement ISO 9001:2015 and ISO 14001:2015, and for this purpose, they had already sent some employees for training. During my visit to their manufacturing units, I noticed that the processes were clearly defined. Work instructions were displayed on the walls. Problems were openly discussed, and operators were encouraged to provide suggestions on how the processes could be improved further. The focus was on ensuring that processes function properly, and if any issue occurred, it was identified and corrected. When I asked about nonconforming products, I was told that due to continual monitoring and improvement of processes, the number of nonconforming products was very low. And whenever any nonconforming product was produced, the operators and the team discussed the root cause and identified what process improvement was required. The environment in this company appeared calm, positive, and cooperative. I did not feel any stress or fear.

In my opinion, the first company appeared more stressful and defensive, whereas the second company seemed stable, improvement-oriented, and confident. I believe the real difference between the two companies lies in the mindset of their top management and their approach towards quality. While the first company appeared to treat certification as a target, the second company was building Continual Improvement as a strong Quality Culture.

Experience-based learning - Certification may be important, but building a quality culture and focusing on continual improvement is far more important.

Regards,

Keshav Ram Singhal

Appreciative Inquiry as a Supportive Tool in Quality Management — A Balanced Approach Integrating Risk-based Thinking

 Appreciative Inquiry as a Supportive Tool in Quality Management

— A Balanced Approach Integrating Risk-based Thinking

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Symbolic Image Courtesy NightCafe

In recent days, while reading the Kindle book “Business for Good in Action – Celebrating AIM2Flourish Stories Through Appreciative Inquiry” by Dr. Divya Singhal and Crystal Ferro, a thought emerged in my mind: How can Appreciative Inquiry be effectively applied in Quality Management?

 

Through this exploration, I understood that Appreciative Inquiry (AI) is a positive and participative approach widely used by organizations for organizational development, change management, team building, and individual growth of people. Instead of focusing on problems and deficiencies, it emphasizes successes, strengths, and future possibilities.

The concept of Appreciative Inquiry was developed in the 1980s by Dr. David L. Cooperrider, associated with Case Western Reserve University (USA), and originated from his PhD dissertation.

 

Core Philosophy of Appreciative Inquiry

 

The fundamental idea of Appreciative Inquiry is:“Rather than fixing what is wrong, build on what works well.” In brief, Appreciative Inquiry is based on five core principles:

 

1.     Positivity Principle – Positive questions generate positive energy and constructive solutions.

2.     Constructivist Principle – Our conversations and language shape our organizational reality.

3.     Simultaneity Principle – The moment we ask a question, change begins.

4.     Poetic Principle – Organizations are like open books; whichever chapters we focus on, grow stronger.

5.     Anticipatory Principle – A positive image of the future guides present actions.

 

Benefits of Appreciative Inquiry in Organizations

 

When Appreciative Inquiry is practiced in organizations, it delivers several benefits:

 

·       Increased employee involvement and motivation

·       Encouragement of innovation and creativity

·       Development of a positive organizational culture

·       Reduced resistance to change

·       Stronger leadership and teamwork

 

Traditionally, organizations ask questions such as:“What is wrong with our process?” In contrast, Appreciative Inquiry asks:“When did our process work at its best, and why?”

Thus, Appreciative Inquiry represents a mindset that is strength-based rather than deficiency-based, making it highly effective for quality, lean, innovation, leadership, and continual improvement initiatives.

 

Appreciative Inquiry and Quality Management: A Critical Reflection

 

Although Appreciative Inquiry is a powerful approach for continual improvement, a legitimate concern arises: Can it lead to ignoring deficiencies and weaknesses, making it unsuitable for Quality Management? The reality is that Appreciative Inquiry becomes effective in Quality Management only when used correctly. Misuse of this approach—not the approach itself—creates risk.

 

How Appreciative Inquiry Supports Quality Management

 

1. Building a Positive Quality Culture

 

Quality does not emerge from processes alone; it emerges from people’s mindset. Appreciative Inquiry shifts organizations from a blame-oriented culture to a learning and improvement-oriented culture. This fosters fear-free reporting, stronger suggestion systems, and greater employee participation.

 

2. Identifying and Expanding Best Practices

 

Traditional internal audits focus primarily on identifying nonconformities. Appreciative Inquiry complements this by asking: Where did the process deliver excellent results, and why?  This helps organizations identify repeatable best practices, strengthening standardization and benchmarking in Quality Management.

 

3. Energizing Continual Improvement

 

Continual improvement is a core requirement of ISO 9001. Appreciative Inquiry reframes improvement from a corrective burden into a growth opportunity, encouraging employees to participate voluntarily and enthusiastically in improvement initiatives.

 

4. Enhancing Leadership and Team Engagement

 

Appreciative Inquiry views employees not as problem sources but as solution partners. This strengthens ownership, collaboration, and enables cross-functional quality improvement across the organization.

 

5. Supporting Change Management

 

In new quality initiatives, Appreciative Inquiry helps reduce resistance by presenting change as a continuation of past successes, rather than a response to failure.

 

Addressing the Risks of Appreciative Inquiry

 

A common concern is that Appreciative Inquiry may overlook weaknesses. This risk arises only when the approach is misunderstood. Potential risks of improper use include:

·       Critical nonconformities being overlooked

·       Weak root cause analysis

·       Gaps in regulatory and customer requirement compliance

 

Therefore, using Appreciative Inquiry in isolation can be risky.

 

The Solution: Appreciative Inquiry + Risk-based Thinking

 

The answer lies in developing a Balanced Quality Improvement Model by integrating Appreciative Inquiry with Risk-based Thinking, which is a core requirement of ISO 9001:2015 QMS standard.

 

This integration allows organizations to use positive framing along with gap analysis.
For example, instead of asking only “What went wrong?”, we also ask: “When did this process operate without defects, and why?” From these insights, gaps and risks can be identified more constructively.

 

Integrating Appreciative Inquiry with the PDCA Cycle

 

Appreciative Inquiry can be effectively embedded into the PDCA (Plan–Do–Check–Act) cycle:

·       Plan – Identify strengths, successful experiences, and opportunities

·       Do – Execute processes with motivation and engagement

·       Check – Review data, conduct audits, and identify nonconformities

·       Act – Apply AI-based improvement and standardization

 

Importantly, Appreciative Inquiry does not imply avoiding nonconformities. Instead, audit findings are treated as learning opportunities, and blame-free root cause analysis is encouraged.

 

The Right Place of Appreciative Inquiry in Quality Management

 

Appreciative Inquiry is highly effective in:

 

·       Culture building

·       Employee engagement

·       Best practice sharing

·       Innovation and continual improvement

 

However, its role is limited in areas such as:

 

·       Regulatory compliance

·       Safety-critical processes

·       Legal and statutory gap management

·       Handling serious nonconformities

 

Conclusion

 

Appreciative Inquiry is a powerful enabler in Quality Management, but it is not a substitute for defect identification. The right approach is to identify problems to correct them, and to identify strengths to make improvements sustainable. When integrated with risk-based thinking and the PDCA cycle, Appreciative Inquiry helps organizations evolve into true learning organizations, capable of sustained excellence.

 

Best wishes,

Keshav Ram Singhal