Findings from the ISO TC260 Global Survey
Why This Survey Matters
Organising Work and Workers (OWW) refers to organisational activities that align work to be done by the workforce. These activities can range from high-level strategies like organisational and job design, through to operational practices like workforce planning and task allocation, and they are evolving. Done well, OWW enables effective delivery, efficient use of resources, and positive worker wellbeing. Done poorly, it is more likely that poor quality products or services are delivered late by stressed workers; or alternatively, less active workers will reduce utilisation and erode financial margins.
HR’s involvement in OWW is a grey area, as there are a mix of opinions as to what its role is or should be. In some organisations, HR leads design and planning efforts; in others, it provides background support - or is absent entirely. Furthermore, HR is often responsible for workers’ wellbeing and retention outcomes which are heavily influenced by OWW activities.
In 2022, ISO Technical Committee 260 on Human Resource Management (ISO/TC260) passed a resolution directing a technical group to "explore the role of HRM in regard to how the various ways of work and the workforce are evolving in a range of markets and countries." The goal was to inform future standard-setting efforts and provide insight into how HR can better contribute to organisational outcomes.
This global survey is the result of that directive. It investigates what HR currently does in relation to OWW, what professionals believe HR should do, and how this differs across sectors, workforce types, and geographies. The findings help clarify HR’s current position, highlight areas for growth, and suggest future work by ISO/TC260 to develop or update standards that support HR’s evolving role in OWW.
Key Takeaways
Key findings from survey responses are:
- HR is involved in organizing work and workers (OWW), but participation varies by activity, sector, and workforce type. There is no universal model, and HR is more engaged in strategic than tactical activities.
- HR should take a more active role in OWW. Compared to current practice, fewer respondents supported passive roles for HR in future, except for “Workforce Allocation for Shift Workers,” where HR’s involvement should be limited to “Consult Only.”
- “Setting Policies” and “Monitoring Compliance” are common HR responsibilities, particularly for wellbeing, retention, and AI-related technology.
- ISO/TC 260 has an opportunity to further define and support HR’s role in OWW where relevant.
- 56% of respondents were aware that international standards already exist.
For more information, please click here to review the OWW report.