DIFFERENCES BETWEEN ISO 22000 AND HACCP

HACCP IS ONE PART OF ISO 22000

HACCP stands for Hazard Analysis and Critical Control Point. This process identifies hazards that could threaten Food Safety such as sources of bacteria or chemical contamination. Critical control points are the points in food production or handling during which these hazards become a factor. HACCP is the part of ISO 22000 that directly addresses these hazards and sets up procedures for monitoring the critical control points for variables like correct temperatures and acceptable levels of cleanliness. HACCP also involves keeping accurate records and verifying that the procedures in place are working.

ISO 22000 IS A COMPLETE FSMS

ISO 22000 is a food safety management system, also known as FSMS goes beyond the actual processing of the food to include things such as goal setting, management review, and setting up effective communication channels, both within a company and with outsiders, such as suppliers and regulators. It also involves developing a food safety policy and a procedure for recalling products in case that becomes necessary.

ISO 22000 BASED ON ISO 9000

ISO 22000 follows the model of ISO 9000, a quality standard that may be used by companies in any industry. It incorporates ISO 9000's eight quality management principles, which include objectives such as focusing on the customer, involving employees, and making decisions based on facts. ISO 22000 consists of numbered sections that correspond to similar sections of ISO 9000. HACCP is part of the seventh section of ISO 22000 called Planning and Realization of Safe Products.

ISO 22000 IS INTERNATIONAL

HACCP originated in the United States, deriving from guidelines and regulations set forth by the Department of Agriculture, the Food and Drug Administration. ISO 22000 is a worldwide standard issued by the International Organization for Standardization. ISO 22000 also includes the requirements of other important global standards, such as those of the European Union and the British Retail Consortium.

(SAMPLE) HUMAN RESOURCE BROAD OBJECTIVES

To develop a HR system and organizational capability to attract, develop, motivate, organize and retain the right talent.

To provide dynamic framework of personnel policies and procedures for the effective utilization of Human Resources.

To build the capacity of human resources for efficient delivery of services to organization's stakeholders.

To build reputation as one of the Best places to work by maintaining the quality of work life (QWL).

To benchmark HR Best practices with the external organizations, generating interest in the company and building a reputation as an employer of choice.

To inspire and nurture talent by ensuring that employees have the opportunity to grow within the organization and progress in their careers.

To formulate an employee reward and recognition policy that is fair, transparent and justifiable.

To build an ethical climate in the organization characterized by transparency in organizational processes, control of malpractices and encouraging socially responsible behaviour.

To manage change to the mutual advantage of employees, the organization and beneficiaries.

e-HR for achieving employee delight through information technology.