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- Keshav Ram Singhal
krsinghal@rediffmail.com
keshavsinghalajmer@gmail.com
Old Blog on 'Quality Concepts and ISO 9001: 2008 Awareness' at http://iso9001-2008awareness.blogspot.in

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Wednesday, September 9, 2026

Guidelines for the application of ISO 9001

Guidelines for the application of ISO 9001

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The document that provides guidelines for applying ISO 9001 is ISO/TS 9002:2016 (Quality management systems — Guidelines for the application of ISO 9001). It is under revision as ISO/DIS 9002 and will be published as a full International Standard, ISO 9002, replacing the 2016 Technical Specification. It does not add to, subtract from, or change the requirements of ISO 9001; it only offers guidance and examples.


ISO 9001:2026 is scheduled for publication on 16 September 2026. The revised ISO 9002 is expected in the first quarter of 2027 so that it can align with the new ISO 9001 text. The DIS enquiry for ISO 9002 closed on 8 September 2026; the project is now in comment resolution.


Best wishes,

Keshav Ram Singhal

Tuesday, September 8, 2026

Accreditation

Accreditation

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Disclaimer - Logos in the Image are used for identification and educational awareness purposes only. No affiliation, sponsorship or endorsement is implied.



Accreditation is the formal recognition by an independent, third party that confirms that a Conformity Assessment Body (CAB) is competent, impartial, and reliable to perform its assigned conformity assessment activities in accordance with relevant standards and requirements. Accreditation is a foundation of trust. It gives confidence that the organization or people performing conformity assessment are competent, impartial, and reliable. A CAB is not necessarily a certification body. CAB is a broader term that includes Testing and Calibration Laboratories, Medical Laboratories, Certification Bodies, Inspection Bodies, Validation and Verification Bodies, and other conformity assessment bodies.


Simply put, certification is an assessment of an organization's management system, product, process, service, or other specified requirements, whereas accreditation is an assessment of the competence and impartiality of the conformity assessment body performing that assessment. Therefore, accreditation may be simply understood as the “assessment of those who perform conformity assessment” or, in simple terms, the “check on the checkers.”


To whom is accreditation granted?


Accreditation is generally granted to Conformity Assessment Bodies (CABs). These may include Testing and Calibration Laboratories, Medical Laboratories, Certification Bodies, Inspection Bodies, Validation and Verification Bodies, and other specified conformity assessment bodies.


In India, NABL (National Accreditation Board for Testing and Calibration Laboratories) provides accreditation to Testing Laboratories, Calibration Laboratories, Medical Laboratories, Proficiency Testing Providers, Reference Material Producers, and Biobanks. NABL's accreditation system is established in accordance with the requirements of ISO/IEC 17011.


Similarly, NABCB (National Accreditation Board for Certification Bodies) provides accreditation to Certification Bodies, Inspection Bodies, Validation and Verification Bodies, and other specified conformity assessment activities. For example, NABCB accredits Inspection Bodies according to ISO/IEC 17020 and Management System Certification Bodies according to ISO/IEC 17021-1.


An important point to understand here is that ISO/IEC 17011 specifies requirements for an Accreditation Body, whereas the CAB being accredited applies the relevant standard according to the nature of its conformity assessment activity.


For example:

* Testing and Calibration Laboratories → ISO/IEC 17025

* Medical Laboratories → ISO 15189

* Management System Certification Bodies → ISO/IEC 17021-1

* Inspection Bodies → ISO/IEC 17020

* Product, Process and Service Certification Bodies → ISO/IEC 17065

* Validation and Verification Bodies → ISO/IEC 17029


Difference between Certification and Accreditation


Suppose an organization implements a Quality Management System (QMS) according to ISO 9001. The organization undergoes an audit by a Certification Body and, after successfully meeting the applicable certification requirements, receives an ISO 9001 certificate. This is Certification. Now suppose the Certification Body itself is accredited by an Accreditation Body, such as NABCB, for the relevant certification activity. The Accreditation Body assesses whether the Certification Body has the required competence, impartiality, and processes to perform certification activities within its defined scope. This is Accreditation. Therefore, certification and accreditation are two different but interconnected levels of conformity assessment.


A simple way to remember the difference is: 

Certification → assesses conformity of the organization / product / process / service.

Accreditation → assesses the competence and impartiality of the conformity assessment body.


International Recognition of Certification


Accreditation plays an important role in the international acceptance of conformity assessment results and certificates. The general framework can be understood by an example: An organization takes certification from an accredited certification body, who has taken accreditation from National Accreditation Body (say NABCB in India), which is a signatory to Global ACI MRA. This provides the International recognition of accredited conformity assessment results.  


Effective 1 January 2026, Global Accreditation Cooperation Incorporated (Global ACI) commenced full operations and launched its Multilateral Recognition Arrangement (MRA), bringing together the work previously carried out through the International Accreditation Forum (IAF) and the International Laboratory Accreditation Cooperation (ILAC). The objective is to provide a unified international accreditation framework that supports confidence and acceptance of accredited conformity assessment results and certificates across borders. It should, however, be remembered that international recognition depends on the applicable MRA, accreditation scope, scheme, and relevant regulatory or purchaser requirements. Accreditation by itself does not mean that every certificate is automatically accepted for every purpose in every country.


Why is Accreditation Important? Accreditation provides several important benefits:

* Regulators, customers, and buyers gain confidence in the CAB's technical competence and impartiality.

* The credibility of test reports, inspection reports, and certificates is enhanced.

* The risk of inaccurate, weak, or inadequate conformity assessment is reduced.

* It helps reduce technical barriers to international trade.

* It promotes the acceptance of accredited testing, inspection, and certification results across countries.

* It provides governments and regulatory bodies with a reliable conformity assessment infrastructure.


Thus, accreditation supports confidence, consistency, competence, impartiality, and international acceptance. Accreditation is not a permanent or unconditional recognition. The Accreditation Body conducts periodic surveillance, reassessment, and other scheduled evaluations to ensure that an accredited CAB continues to meet the applicable requirements.


Accreditation is also always granted for a defined Scope of Accreditation. An organization receives accreditation only for those standards, activities, sectors, tests, inspections, certification schemes, or other conformity assessment activities that have been assessed and included within its stated scope. Therefore, it is important not only to ask: “Is the organization accredited?” but also: “Is it accredited for the relevant activity and within the required scope?”


In short, Certification indicates that conformity to specified requirements has been assessed. Accreditation provides confidence that the body performing that conformity assessment is competent, impartial, and reliable according to applicable requirements. Therefore, accreditation is a crucial layer of the quality infrastructure. It strengthens confidence in test reports, inspection reports, validation and verification results, and certificates and supports their acceptance across national borders.


In the context of the international acceptance of a management system certificate, it is important to consider:

* Whether the Certification Body issuing the certificate is accredited;

* Whether its accreditation scope covers the relevant certification activity;

* Whether the applicable certification scheme and requirements are covered; and

* Whether the relevant Accreditation Body participates in the applicable Global ACI MRA arrangement.


In simple words: Certification checks conformity. Accreditation checks the competence and impartiality of those who perform conformity assessment. That is why accreditation can aptly be described as the “check on the checkers.”


Regards,

Keshav Ram Singhal 

Sunday, September 6, 2026

Short Note - Nonconformity in Internal Audits

 Short Note - Nonconformity in Internal Audits

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Typically, in an internal audit, the auditor looks for nonconformities to report on, to prove that s/he has done the job well. But in doing so, s/he forgets about evidence. Nonconformity should be based on objective evidence. Every nonconformity identified by an internal auditor should be based on objective evidence. This is a particularly important auditing principle.


Empirically, an auditor should be able to determine "Requirement → Evidence → Finding → Nonconformity" rather than "Opinion → Suspicion → Nonconformity."


The auditor should objectively evaluate the audit evidence against the applicable audit criteria. Auditing itself is a systematic, independent, and documented process for obtaining and objectively evaluating audit evidence. A good audit is based on objective evidence, not opinion.


Regards,

Keshav Ram Singhal

Friday, September 4, 2026

Publication date announced for the revised ISO 9001:2026 QMS standard

 Publication date announced for the revised ISO 9001:2026 QMS standard is 16 September 2026.









Best wishes,

Keshav Ram Singhal 

Tuesday, September 1, 2026

Short Note - Nonconformities in Internal Audits

Short Note

Nonconformities in Internal Audits

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The primary purpose of an internal audit is to determine whether the management system (MS) conforms to the planned arrangements; whether the MS conforms to the requirements of applicable standards (such as ISO 9001, ISO 14001, etc.); whether it conforms to the organization's own established management system requirements; and whether it is effectively implemented and maintained.


Therefore, identifying nonconformities is a crucial part of assessing the actual health and effectiveness of the management system implemented in the organization.


Audit results should help management take appropriate and effective actions for improvement. Therefore, a nonconformity should not simply remain an entry in the audit report. It should become the basis for correction, corrective action and, ultimately, improvement of the management system.


Regards,

Keshav Ram Singhal 


Wednesday, August 26, 2026

Short Note - Nonconformity

Short Note

Nonconformity

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Let us understand what Nonconformity means.


Many ISO management system standards define nonconformity as the non-fulfilment of a requirement.


A requirement may originate from different sources. It may be:


- a requirement of the applicable management-system standard;

- a statutory or regulatory requirement;

- a customer requirement;

- a contractual requirement;

- an organizational policy;

- a documented procedure or process requirement;

- an internally established objective or commitment;

- a requirement established by the organization; or

- another requirement applicable to the management system.


Therefore, a nonconformity exists when there is a gap between what is required and what is actually happening, and the gap is supported by objective evidence.


In simple terms, we can state:


Requirement + Objective Evidence of Non-fulfilment = Nonconformity


For example, if an organization's procedure requires measuring equipment to be calibrated at defined intervals, and objective evidence shows that the required calibration was not carried out, there is a nonconformity. Here, the issue is not whether the auditor personally considers calibration desirable. The issue is that an applicable requirement exists and objective evidence demonstrates that the requirement has not been fulfilled.


Regards,

Keshav Ram Singhal 

Short Note - Auditing

Short Note

Auditing

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Auditing is an important mechanism for evaluating the conformity, implementation and effectiveness of a management system. The system may relate to any discipline, such as quality, environment, occupational health and safety, information security, human resources, energy, or another organizational discipline. The auditor compares objective evidence with defined audit criteria. The result of this evaluation may indicate conformity, nonconformity, risks, opportunities for improvement, or other findings.


Among these, nonconformity has a special significance.


A nonconformity is not simply something that an auditor does not like or something that could have been done better. It is a finding supported by objective evidence showing that a specified requirement has not been fulfilled.


The value of identifying a nonconformity, however, goes much beyond recording a failure. A well-understood and properly analysed nonconformity can become an important input for correction, corrective action, risk reduction, prevention of recurrence and continual improvement.


Regards,

Keshav Ram Singhal 


Sunday, August 23, 2026

POSH Awareness Training Handbook

POSH Awareness Training Handbook - Kindle Edition

(Meant for Indian Organizations) 

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A practical, easy-to-understand guide designed to help employees, managers, and Internal Committee members understand and implement the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 — popularly known as the POSH Act.


This Handbook has been developed to create awareness and promote a culture of dignity, respect, and safety at the workplace. It is written in simple and clear language so that every reader can easily understand their rights, responsibilities, and the correct way to handle issues related to sexual harassment.

What you will find inside:

- Clear explanation of what constitutes sexual harassment
- Legal definition under the POSH Act
- Understanding of “Workplace” as defined in the Act
- Rights of women employees and duties of employers
- Constitution and functioning of the Internal Committee (IC)
- Specific chapter on Filing a Complaint
- Conciliation and inquiry process
- Case studies
- Lessons learned
- Sample POSH Policy, Complaint Form, and IC Constitution Order
- Important resources including SHe-Box and helpline numbers
- Multiple Choice Questions (MCQs) with answers for self-assessment
- Post Training Assessment Questionnaire

The Handbook also covers the key recommendations of the National Commission for Women (NCW) Advisory of June 2026.

Whether you are an employee, a manager, an HR professional, or a member of the Internal Committee, this Handbook will serve as a ready reference and practical training resource.

Build a safer and more respectful workplace.

Awareness is the first step towards prevention.

Developed with the aim of spreading awareness on the POSH Act across Indian organizations.


Available on Amazon. Klick Here


Thanks,

Keshav Ram Singhal 

Wednesday, August 19, 2026

Human Resource Management System (HRMS) and the PDCA Cycle

Human Resource Management System (HRMS) and the PDCA Cycle

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Most modern Management System Standards (MSS), such as ISO 9001, ISO 14001, and ISO 45001, are based on the Plan-Do-Check-Act (PDCA) cycle. Similarly, ISO 30201:2026, the Human Resource Management System (HRMS) standard, is also based on the PDCA cycle. The HRMS follows the PDCA (Plan-Do-Check-Act) cycle:


* P (Plan) – Planning – The processes, policies, objectives, and performance criteria required for the Human Resource Management System are established. The organizational context is analyzed; HR management risks and opportunities are determined and assessed; and the HR management policy and objectives are established.


* D (Do) – Implementation – The HR management policy, objectives, and planned processes are implemented. Necessary resources are made available, and recruitment, development, engagement, and other HR processes are managed.


* C (Check) – Checking and Evaluation – The performance of the Human Resource Management System (HRMS) is monitored, measured, analyzed, and evaluated. The results are reviewed and reported as appropriate.


* A (Act) – Improvement – Based on the results obtained, necessary corrective actions and other improvements are taken to continually improve the performance and effectiveness of the Human Resource Management System.


Effective implementation of the PDCA cycle is an important means of enhancing the effectiveness of the Human Resource Management System (HRMS), achieving its objectives, and ensuring continual improvement.


Regards,

Keshav Ram Singhal

Tuesday, August 18, 2026

Understanding Statistical Tools and Techniques - 1 - The 'DRIVE' Problem-Solving Approach

Understanding Statistical Tools and Techniques - 1 - The 'DRIVE' Problem-Solving Approach

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'DRIVE' is a structured problem-solving methodology designed to help organizations analyze challenges and systematically improve their operational processes.

The acronym DRIVE stands for Define – Review – Identify – Verify – Execute. The framework follows these essential steps:

  • D – Define: Establish the scope of the problem and set clear success criteria, including key deliverables and measurable target outcomes.

  • R – Review: Assess the current situation, analyze the background, and gather relevant performance data to pinpoint root causes and potential areas of improvement.

  • I – Identify: Brainstorm and determine viable solutions or process changes needed to rectify the identified problem.

  • V – Verify: Evaluate and confirm whether the proposed solutions will realistically achieve the predefined success criteria before full implementation.

  • E – Execute: Plan and implement the chosen solutions, track the transition, and continuously check the results against performance targets.

Case Study: Application of DRIVE Methodology in School Management

Upon announcing the results of the first assessment test, a school management observed a concerning trend: 50% of the students had failed in Mathematics, whereas the pass rate in other subjects ranged between 95% and 100%. To resolve this issue, the management applied the 'DRIVE' framework:

  • Define:

    • Scope of the Problem: 50% of students failed the First Assessment Test in Mathematics.

    • Success Criteria: At least 95% of students should secure good marks in Mathematics in the upcoming assessment.

  • Review:

    • Current Situation: Students perform exceptionally well in all other subjects except Mathematics.

    • Background & Root Cause: The regular Mathematics teacher resigned in July. The subject was being temporarily managed by non-specialist teachers.

    • Problem Area: A shortage of staff—the school required three Mathematics teachers but had only two. The formal recruitment process (newspaper advertisement and candidate selection) had not yet been initiated.

  • Identify:

    • Initiate an expedited recruitment process with a strict timeline.

    • Arrange a temporary deputation/visiting teacher from a neighbouring school to bridge the immediate gap.

    • Conduct extra weekend classes on Sundays using the two available internal teachers, supported by additional remuneration.

  • Verify:

    • The management evaluated the proposed temporary measures (visiting teacher + extra Sunday classes) and confirmed that these actions would adequately cover the syllabus backlog and meet the target 95% pass rate.

  • Execute:

    • The management contacted nearby schools, and one institution agreed to depute a Mathematics teacher for one month.

    • Sunday remedial classes were successfully started with the internal faculty.

    • Simultaneously, the formal recruitment process was launched, leading to the appointment of a qualified full-time Mathematics teacher within a month.

Conclusion: By systematically employing the DRIVE problem-solving approach, the school management successfully streamlined its academic process, bridged faculty gaps in a timely manner, and safeguarded student outcomes.

Regards,

Keshav Ram Singhal 

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