This document describes and defines the five metrics of skills and capabilities. This document also provides the formula for each metric and describes the common metrics which employ the five metrics. This document also highlights issues that need to be considered when interpreting the skills and capabilities data, especially when deciding on the appropriate intervention internally and when reporting these to external stakeholders (e.g. regulators, investors).

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This document describes the elements of workforce turnover and retention and provides comparable measures for internal and external reporting. This document also highlights issues that need to be considered when interpreting the turnover and retention data, especially when deciding on the appropriate intervention internally and when reporting this to external stakeholders (e.g. regulators, investors).

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This document specifies the elements of succession planning metrics and provides comparable measures for internal and external reporting. The document also highlights issues that need to be considered when interpreting the succession planning data, especially when deciding on the appropriate intervention internally and when reporting this to external stakeholders such as regulators or investors.

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This document provides guidance on D&I for organizations, including their governance body, leaders, workforce and recognized representatives, and other stakeholders. It is intended to be scalable to the needs of all types of organizations in different sectors, whether in public, private, government or non-governmental organizations (NGO), regardless of size, type, activity, industry or sector, growth phase, external influences and country-specific requirements. This document presents fundamental prerequisites for D&I, associated accountabilities and responsibilities, recommended actions, suggested measures and potential outcomes. It recognizes that each organization is different and that decision makers need to determine the most appropriate approach to embedding D&I in their organization, based on the organization’s context and any disruptive challenges that emerge. This document does not address the specific aspects of relations with labour unions or work councils, or country-specific compliance, legal requirements or litigation.

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This document describes the elements of recruitment in the recruitment, mobility and turnover cluster. This document provides the formulae for comparable measures for internal and external reporting. This document also highlights issues that need to be considered when interpreting the recruitment data, especially when deciding on the appropriate intervention internally and when reporting these to external stakeholders, such as regulators and investors.

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This document describes the elements of workforce productivity metrics cluster. This document provides the formula for comparable measures for internal and external reporting. This document also highlights issues to be considered when interpreting the productivity data, especially when deciding on the appropriate intervention internally and when reporting this to external stakeholders (e.g. regulators, investors).

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This document describes the elements of organizational culture and provides the formula for comparable measures for internal and external reporting. This document also highlights issues that need to be considered when interpreting the organizational culture data, especially when deciding on appropriate interventions internally and when reporting these to external stakeholders (e.g. regulators, investors).

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This document describes the elements of the leadership metrics cluster. This document provides the formula for comparable measures for internal and external reporting. This document also highlights issues that need to be considered when interpreting the leadership data, especially when deciding on the appropriate intervention internally and when reporting these to external stakeholders (e.g. regulators, investors).

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This document describes the measurement elements of workforce availability for organizations. This document provides the formula for comparable measures for internal and external reporting. This document also highlights issues that need to be considered when interpreting compliance data, especially when deciding on appropriate interventions internally and when reporting these to external stakeholders (e.g. regulators, investors). This document pertains to the working capacity of the permanent and temporary workforce, and does not consider their existing allocated work, skills or suitability for taking on specific work efforts. These subjects are addressed in ISO 30409.

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This document describes the elements of organizational workforce costs. This document provides the formula for comparable measures for internal and external reporting. This document also highlights issues for consideration when interpreting the cost data, especially when deciding on the appropriate intervention internally and when reporting these to external stakeholders (e.g. regulators, investors).

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This document describes the elements of compliance and ethics. This document provides the formula for comparable measures for internal and external reporting. This document also highlights issues that need to be considered when interpreting the compliance data, especially when deciding on the appropriate intervention internally and when reporting these to external stakeholders (e.g. regulators, investors).

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This document establishes requirements and guidance for clients working with one or more service provider(s) to carry out the assessment of an individual, a group or an organization for work-related purposes. This document enables the client to base its decisions on sound assessment results. This document specifies the requirements of the client with respect to: a) the needs and rationale for using assessments; b) the conditions under which the assessment will be used; c) the decisions about the assessment approach together with the implementation and evaluation of assessment procedures and methods; d) the required competence and professionalism of any person working under its control with a role in the assessment process; e) the decisions about the access, use and storage of assessment results and subsequent reports; f) organizational decisions related to the delivery of assessment services. This document also specifies assessment approaches and procedures that can be carried out for one or more work-related purposes made by or affecting individuals, groups or organizations, including, but not limited to: — employment-related decisions (e.g. recruitment, selection, development, appraisal, promotion, outplacement, succession planning and reassignment); — career-related decisions (e.g. recruiting, coaching, guidance, vocational rehabilitation and outplacement counselling); — group decisions (e.g. training initiatives, team building); — organizational decisions (e.g. restructuring, morale and culture initiatives, mergers and acquisitions). No detailed technical or professional specifications are included within this document; however, an explanation of some of the more common professional quality principles used in assessment (e.g. validity, reliability, fairness, standardization) are included in Annex B. Despite the informative nature of this annex, the quality of assessment procedures and methods is important to the client in relation to the purposes of the assessment, the relevance of the measures involved, their validity, reliability, fairness, standardization and any issues relating to special needs of the assessment participant and other factors that affect the practicality, acceptability and utility of the assessment. NOTE 1 Requirements for the service provider are specified in ISO 10667-2. NOTE 2 See Bibliography for examples of various professional guidelines and national standards. This document does not detail the specific competences required for assessors as these are dependent upon the nature of the assessment. NOTE 3 See Annex C for further information on assessor competence.

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This document establishes requirements and guidance for one or more service provider(s) in working with a client to carry out the assessment of an individual, group or organization for work-related purposes and to deliver quality assessment services. This document addresses the requirements for the service provider with respect to, among other areas: a) the choice, integration, implementation and evaluation of assessment procedures and methods in making recommendations to a client who has an assessment need, carrying out and delivering such assessments, and assisting the client in communicating with assessment participants and others; b) the interpretation of assessment results and subsequent reports; c) the collection, processing and storage of personal data of assessment participants and of assessment data; d) ensuring the required competence and professionalism of any person working under its control with a role in the assessment process; e) organizational decisions related to the delivery of assessment services. This document also specifies assessment approaches and procedures that can be carried out for one or more work-related purposes made by or affecting individuals, groups or organizations, including, but not limited to: — employment-related decisions (e.g. recruitment, selection, development, appraisal, promotion, outplacement, succession planning and reassignment); — career-related decisions (e.g. recruiting, coaching, guidance, vocational rehabilitation and outplacement counselling); — group decisions (e.g. training initiatives, team building); — organizational decisions (e.g. restructuring, morale and culture initiatives, mergers and acquisitions). No detailed technical or professional specifications are included within this document; however, an explanation of some of the more common professional quality principles used in assessment (e.g. validity, reliability, fairness, standardization) are included in Annex B. Despite the informative nature of this annex, the quality of assessment procedures and methods is important to the client in relation to the purposes of the assessment, the relevance of the measures involved, their validity, reliability, fairness, standardization and any issues relating to special needs of the assessment participant and other factors that affect the practicality, acceptability and utility of the assessment. NOTE 1 Requirements for the client are specified in ISO 10667-1. NOTE 2 See Bibliography for examples of various professional guidelines and national standards. This document does not detail the specific competences required for assessors as these are dependent upon the nature of the assessment. NOTE 3 See Annex C for further information on assessor competence.

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This document describes the elements of organizational health, safety and well-being. This document provides the formula for comparable measures for internal and external reporting. This document also highlights issues that need to be considered when interpreting the compliance data, especially when deciding on the appropriate intervention internally and when reporting these to external stakeholders (e.g. regulators, investors).

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This document gives guidelines for engaging people in an organization's quality management system and on enhancing their involvement and competence within it. This document is applicable to any organization, regardless of its size, type or activity.

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This document gives guidelines for an organization to establish, implement, maintain and improve systems for competence management and people development to positively affect outcomes related to the conformity of products and services and the needs and expectations of relevant interested parties. This document is applicable to all organizations regardless of their type or size. It does not add to, change or otherwise modify requirements for the ISO 9000 family or any other standards.

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This document provides guidelines for internal and external human capital reporting (HCR). The objective is to consider and to make transparent the human capital contribution to the organization in order to support sustainability of the workforce. This document is applicable to all organizations, regardless of the type, size, nature or complexity of the business, whether in the public, private or voluntary sector, or a not-for-profit organization. This document provides guidelines on the following core HCR areas: — compliance and ethics; — costs; — diversity; — leadership; — organizational culture; — organizational health, safety and well-being; — productivity; — recruitment, mobility and turnover; — skills and capabilities; — succession planning; — workforce availability. NOTE These guidelines and associated metrics can result in better organizational performance. However, some organizations do not have the objective or the capacity to use the entire set of metrics. Recommendations for SME use are provided in Table 2 and Annex A.

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This document sets requirements and provides guidelines for establishing, implementing, maintaining, reviewing and improving an effective management system for knowledge management in organizations. All the requirements of this document are applicable to any organization, regardless of its type or size, or the products and services it provides.

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This document provides a range of options to measure the quality of hire that can be aligned to various business and organizational conditions. The QoH structure includes: — purpose; — formula; — definition; — how to use the metric: — intended users; — contextual factors for interpretation. This document excludes measuring the "Impact of Hire" and "Retention of Hire" as these are covered by separate technical specification documents. QoH is intended to be scalable to the needs of any organization regardless of size, industry or sector and is relevant to people with an interest in workforce planning, organizational design and development, talent management succession planning, recruitment and human capital reporting.

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This document identifies: - principles for determining critical positions by using workforce segmentation approaches [see ISO 30409]; - measures to determine the impact of critical positions, and the performance of people hired into these positions, on organizational value creation and performance. This document is intended to be scalable to the needs of any organization regardless of size, industry or sector and is relevant to people with an interest in workforce planning; organizational design and development; talent management, succession planning, and recruitment; and metrics and human capital reporting.

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ISO/TR 30406:2017 provides guiding principles for developing and implementing sustainable employability policies. Sustainable employability is relevant on different levels: government, organizational and individual. ISO/TR 30406:2017 focuses exclusively on the organizational level.

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The purpose of Cost-Per-Hire (CPH) is to measure the economic value of the effort taken to fill an open position in an organization. ISO/TS 30407:2017 describes actions to be taken when calculating CPH to maintain quality and transparency, including creating a representative data set, using a transparent source of data, minimizing data errors and ensuring that periodic audits of processes occur on data input. Central to CPH as described in ISO/TS 30407:2017 are the features of the visual display of the metric, emphasizing transparency of data inputs, processes and the formula used within the metric.

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ISO 30409:2016 provides guidelines and a framework for workforce planning that are scalable to the needs of any organization regardless of size, industry or sector.

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ISO 30405:2016 provides guidance on how to attract, source, assess and recruit people. It focuses on key processes and practices, including: · recruitment policy development; · the flow from the sourcing of potential applicants to the boarding of new recruits; · evaluation and measurement. ISO 30405:2016 can be used by any organization regardless of type or size.

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ISO 30400:2016 defines terms used in human resource management standards.

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ISO 30408:2016 provides guidelines on tools, processes and practices to be put in place in order to establish, maintain and continually improve effective human governance within organizations. ISO 30408:2016 is applicable to organizations of all sizes and sectors, whether public or private, for profit or not for profit. ISO 30408:2016 does not address relations with trade unions or other representative bodies.

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ISO 10667-2:2011 establishes requirements and guidance for the service provider in working with a client to carry out the assessment of an individual, group or organization for work-related purposes and to deliver quality assessment services. ISO 10667-2:2011 also contains guidance for the service provider in the delivery and use of assessment methods and procedures that can be carried out for various work-related purposes made by or affecting individuals, groups or organizations.

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ISO 10667-1:2011 establishes requirements and guidance for the client working with the service provider to carry out the assessment of an individual, a group, or an organization for work-related purposes. ISO 10667-1:2011 enables the client to base its decisions on sound assessment results. ISO 10667-1:2011 also specifies assessment methods and procedures that can be carried out for various work-related purposes made by or affecting individuals, groups or organizations.

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