Find a quick overview of our working Groups here  - check links to the projects you are interested in, wether ongoing or published.

 

Working Group 1 - Terminology

Finished projects  

ISO 30400:2016 -- Human resource management – Vocabulary

Project under development

ISO/FDIS 30400 Human resource management – Vocabulary (publication date 2022-11)

Objectives & key deliverables 

Main task of WG 1 is to identify and define human resource vocabulary utilized in ISO/TC 260 Human resource management (HRM) workgroups during standard development processes. WG1 experts will review submitted terms and recommend the final definitions for the terms to be adopted by working groups in TC260.

Thereby, WG 1 helps facilitate a common understanding of fundamental vocabulary in human resources.

Current status & next steps

ISO 30400 has past FDIS stage and is pending publication (estimated to be by end of 2022). 

Active Experts

Australia, Austria, France, Germany, Italy, Korea, Netherlands, Norway, Russian Federation, United Kingdom, Unites States.

Responsibility

 Convenor: Heather Bond (United Kingdom)

 Secretary: (Netherlands)

Working Group 2 - Metrics

Finished projects  

ISO/TS 30423:2021 Human resource management — Compliance and ethics metrics cluster

ISO/TS 30427:2021 Human resource management — Costs metrics cluster

ISO/TS 30431:2021 Human resource management — Leadership metrics cluster

ISO/TS 24178:2021 Human resource management — Organizational culture metrics cluster

ISO/TS 30430:2021 Human resource management — Recruitment metrics cluster

ISO/TS 30428:2021 Human resource management — Skills and capabilities metrics cluster

ISO/TS 30433:2021 Human resource management — Succession planning metrics cluster

ISO/TS 30421:2021 Human resource management — Turnover and retention metrics

ISO/TS 30425:2021 Human resource management — Workforce availability metrics cluster

ISO/TS 30432:2021 Human resource management — Workforce productivity metrics cluster

ISO/TS 24179:2020 Human resource management — Occupational health and safety metrics

ISO/TS 30410:2018 Human resource management — Impact of hire metric

ISO/TS 30411:2018 Human resource management — Quality of hire metric

ISO/TS 30407:2017 Human resource management — Cost-Per-Hire

Projects under development

ISO/AWI TS 30436 Human Resource Management — Diversity and Inclusion Metrics

ISO/CD 30435 Human Resource Management — Workforce Data Quality Standard

Objectives & key deliverables 

To identify and define metrics to support standards developed and/or published within TC260’s remit.

Current Status & next steps

Complete projects under development.

Active Experts

Australia, Austria, France, Germany, Italy, Korea, Lithuania, Netherlands, Philippines, Russian Federation, Sweden, United Kingdom, United States.

Responsibility

Convenor: Neil McCormick (Australia), appointed 2018

Secretary: John Fillingham’ (United Kingdom)

Working Group 3 - Human governance (deactivated)

Finished projects  

ISO 30408:2016 -- Human resource management -- Guidelines on human governance

Projects under development

 -none-

Objectives & key deliverables 

To provide guidance on tools and processes to establish and maintain effective human governance within organizations, regardless of their sizes, sectors and status.

Human Governance refers to the way the human elements of the whole organization are designed, structured, managed and held accountable. The design and structure of the human governance system is instrumental in prompting desired human behavior in the organization.

By considering the human and social factors in the decision-making process, the human governance system will lead to valuable outcomes for all stakeholders

Current Status & next steps

The publication is realized and the working group is not longer active.

Active Experts

-none-

Responsibility

 Convenor: Izy Behar (France)

 Secretary: AFNOR, Fatma Bensalem (France)

Working  Group 4 - Workforce allocation and Workforce planning

Finished projects  

ISO 30409:2016 -- Human resource management -- Workforce planning

Projects under Development

ISO/DIS 30434 Human resource management - Workforce allocation

Objectives & Key Deliverables 

Working Group 4 was split into two interrelated topics Workforce Planning and Workforce Management:

Workforce Allocation: This standard will provide guidelines of the allocation of work to workers. This standard sets out how to characterise your organisation’s work, workers, structure and policies. It then proposes a workforce allocation framework, guides the design of workforce allocation processes, and sets out system measurement and continuous improvement methods. This standard compliments ISO 30409 Workforce Planning in the domain of workforce management.

Workforce Planning: The 2016 Standard provides guidelines and a framework for strategic and operational workforce planning that is scalable to the needs of any organization regardless of size, industry or sector.

Current Status & next steps

Final draft for publication expected in 2023.

Active Experts

Australia, Austria, Canada, China, France, Germany, Italy, Korea, Netherlands, Russian Federation, Sweden, United States.

Responsibility

Convenor WG4: Andre Houde (Canada)

Secretary:

Project Leader Workforce allocation and timekeeping: Alex James (Australia)

Working Group 5 – Recruitment

Finished projects  

ISO 10667-1:2020 Assessment service delivery — Procedures and methods to assess people in work and organizational settings — Part 1: Requirements for the client

ISO 10667-2:2020 Assessment service delivery — Procedures and methods to assess people in work and organizational settings — Part 2: Requirements for service providers

ISO 30405:2016 -- Human resource management -- Guidelines on recruitment

Projects under Development

ISO/CD 30405.2 Human resource management — Guidelines on recruitment

Objectives & Key Deliverables 

WG 5 provides guidance on effective processes and procedures to assist in attracting, sourcing, assessing, and employing people. Furthermore it provides guidance on the role of the employer brand in the recruitment process.

In coordination with WG 5, WG 2 provides guidance on metrics that can be used to assess efficiency, effectiveness, and impact of the recruitment process.

Current Status & next steps

WG5 Project background:

People decisions were among the most central decisions in any organization. The preparation of such decisions, about development, investments in training, hiring or placement often were supported by formal assessments, conducted by internal or external service providers.

The quality of those assessments was not easily judged by the internal or external client. The market of service providers was growing and the quality of those services was quite heterogeneous.

That was the starting point of a project in Germany almost 25 years ago. The result was DIN 33430, the German standard for aptitude diagnostics. Then the idea came up, to start the work on an international standard for assessment. In 2011 ISO 10667 Assessment delivery was published. It was divided in two parts, one for the service provider and one fort the client. It was the result of a tremendous and joined effort of experts from Austria, China, Denmark, Finland, Germany, Italy, The Netherlands, Norway, Spain, Sweden, Switzerland, United Kingdom and the USA.

It marked a milestone in ISO work, because it was the first ISO Standard in this area. And it marked a milestone for assessment as well, because it was the first time an international group of experts agreed on an assessment standard within the ISO framework.

The revision project was initiated in September 2017 within TC 260 to adapt for technological progress made in this field and now the National Standardization Bodies involved are calling for experts to participate in this work.

The decision of TC 260 to revise ISO 10667 bases mainly on the technological advancements observed in the last years in the assessment market. The goal is to thoroughly examine if updates are necessary and which new technologies or other topics should be covered in the standards.

If you feel that you could contribute to the work, (please see "Want to get involved?": https://committee.iso.org/home/tc260 ) and contact your National Standardization Body (please see National Standardization Bodies of ISO https://www.iso.org/members.html) and ask if there is already a group working on this issue or if they see the possibility to start one to join the work.

If you have any questions, please feel free to contact the Convenor.

Current status:

Completing project in development, revision of ISO/CD 30405.2 Human resource management – Guidelines on recruitment

Active Experts

Australia, Belgium, Finland, France, Germany, India, Italy, Netherlands, Nigeria, Norway, Pakistan, Russian Federation, Spain, Sweden, United Kingdom, United States.

Responsibility

Convenor: Harald Ackerschott (Germany)

Secretary: Sari Basuki (Germany)

Working Group 6 - Knowledge management systems

Finished projects  

 ISO 30401:2018 Knowledge management systems -- Requirements

Projects under development

ISO 30401:2018/AMD 1 Knowledge management systems — Requirements — Amendment 1

Objectives & key deliverables 

Complete current project in development.

Current status & next steps

Standard published in November 2018 Preview

Active Experts

Australia, Belgium, Finland, France, Germany, India, Italy, Netherlands, Nigeria, Norway, Pakistan, Russian Federation, Spain, Sweden, United Kingdom, United States.

Responsibility

 Convenor: Dr. Moria Levy (Israel)

 Secretary: Einat Stein (Israel)

Working Group 7 - Human capital reporting 

Finished projects  

ISO 30414:2018 Human resource management — Guidelines for internal and external human capital reporting

Project under Development

-none-

Objectives & Key Deliverables 

According to the Human Capital reporting guidelines, “metrics can help the organization to understand how purposeful investment in people can create and preserve Human Capital value and, in doing so, improve productivity and performance.”

These guidelines allow information relevant to important business-crucial Human Capital issues: compliance, costs, diversity, leadership, occupational health and safety, organizational culture, productivity, recruitment, mobility and turnover, skills and capabilities, succession planning and workforce availability. All these areas can be measured and reported (internal and external) with specific metrics.

ISO 30414 is intended to provide all stakeholders an objective way of meaningfully comparing the overall human capital investments and outcomes using a process that can be simplified for smaller enterprises. The purpose is not only to help investors and corporate management assess the potential for sustainable growth, but also to provide information that can be meaningful to management for more effective organizational governance and management.

Current Status & next steps

As per TC260 resolution139 from the 11th plenary in Berlin, WG7 Human Capital Reporting will be reopening in advance of the standard 5-year renewal period. Brad Boyson, Vice-Chair mirror committee SCC (Canada) will be assuming the role of Convenor and SCC (Canada) will be assigning a Secretary starting in January 2023. As one of TC260’s most referenced standards, coupled with the growing spotlight on ESG, sustainability and Human Capital, TC260 national standards bodies are kindly request to appoint experts to WG7.

Active Experts

-none-

Responsibility

Convenor: Brad Boyson (Canada)

 Secretary: 

Working Group 8 - Diversity & Inclusion (deactivated)

Finished projects

ISO 30415:2021 Human resource management — Diversity and inclusion

Project under Development

-none-

Objectives & Key Deliverables 

To develop a set of guidelines for HR management diversity and inclusion (D&I) responsibilities and accountabilities, standards (actions, measures, and outcomes) to apply to strategies and achieve goals to foster workplace inclusion in organizations (including initiatives, programs, competencies, and associated methods). Strategies and associated activities can include addressing leadership, workplace culture and activities and programs, and suggested metrics (e.g., for use as internal assessment guidelines to identify gaps in policies, processes, practices and organizational systems).

Current Status & next steps

The publication was realized and the working group is no longer active.

Active Experts

Australia, Austria, Belgium, Canada, Finland, France, Germany, Italy, Malaysia, Netherlands, Nigeria, Norway, Pakistan, Sweden, United Kingdom, United States

Responsibility

Convenor: Effenus Henderson (USA)

Co-Convenor/Project Leader: Lorelei Carobolante (USA)

Working Group 9 - Employee Engagement

Finished projects

ISO 23326:2022 Human resource management — Employee engagement — Guidelines

Project under Development

-none-

Objectives & Key Deliverables 

This document provides guidance on creating a mutually beneficial environment that encourages everyone to be connected with the objectives, purpose and values of the organization, and for the organization to support its people in a manner which provides quality work and opportunities for development and professional fulfillment. Organizations can use the guidance to determine what is practical or material to the organization’s internal and external context regardless of its size, type, structure, nature or complexity, whether in the public, private or voluntary sector.

The document applies to anyone who works for or on behalf of an organization. The guidance contained in this document is not intended to infringe upon national labour laws, established collective agreements or collective bargaining.

Current Status & next steps

Pending confirmation, as standard was recently published.

Active Experts

Australia, Austria, Belgium, Canada, Finland, France, Germany, Italy, Malaysia, Netherlands, Nigeria, Norway, Pakistan, Sweden, United Kingdom, United States

Responsibility

Convenor: Dr. Fiona Robson (UK)

Secretary:

Working Group 11 - Learning & Development

Finished projects

ISO 30422:2022 Human resource management — Learning and development

Project under Development

None

Objectives & Key Deliverables

Learning and development comprises planned activities undertaken in the workplace to increase the performance of people at individual, team or organizational levels. This document provides guidance on effective processes to manage and evaluate learning and development.

0.2 Learning and development in the organizational context

Learning in the workplace is influenced by organizational context, priorities, opportunities, regulatory frameworks, and available resources, including technological resources. Presents effective organizational learning and development involves a process of ‘plan’ (P), ‘do’ (D), ‘check’ (C) and ‘act’ (A) through identifying and meeting learning objectives at individual, group and organizational levels that will equip employees with knowledge, skills and capabilities to contribute to reaching organizational goals. This can contribute to organizational outcomes such as improved organizational capability, employee engagement, change-readiness and employee retention.

To provide guidance for the organization of learning and development in the workplace. This guidance is concerned with formal and informal learning that addresses short-term operational needs and the long-term skills needs of an organization as well as the career-related and life-long learning needs of individual workers as these align with organizational context and strategy. The administrative operations connected with the organization of learning and development are outside the scope of this document.

In this document, where any process involving one-to-one or group interaction is referred to, such interaction can be either face-to-face or through some form of online technology.

Current Status & next steps

Standard published in 2022 – project completed

Active Experts

Australia, Austria, Canada, China, Germany, Italy, Korea, Sweden, United Kingdom, United States.

Responsibility

Convenor: Dr. Valerie Anderson (UK)

Secretary: -

Working Group 12 - Compensation

Finished projects

None

Project under Development

Compensation (pending next steps)

Objectives & Key Deliverables

Workforce compensation

Current Status & next steps

Pending development

Active Experts

Canada, Denmark, France, Germany, Iran, Korea, Sweden, United Kingdom, United States.

Responsibility

Convenor: Dr. Neda Esmaeili

Secretary: -

Working Group 13 – HRMS Requirements

Finished projects

None

Project under Development

ISO 30201 HR Management System Requirements

Objectives & Key Deliverables

Develop a HR Management capstone management system standard to provide a framework for a sustainable HRM system that organizations can use to efficiently and effectively attract, develop, and deploy human capital. The key requirements address attracting, developing, and deploying human capital, and include better treatment of workers, improved results for organizations, and support of broader societal goals.

The following UN Sustainable Development Goals (SDG’s) underpin this proposed standard: UN SDG3-Good health and wellbeing; SDG4-Good Education, SDG5-Gender Equality, SDG8-Decent work and economic growth, SDG 9-Industry, innovation and infrastructure, and SDG10–Reduced inequalities.

This document is applicable to organizations of all sizes, growth phases and sectors, whether public or private, for profit or not for profit. The proposed standard is intended to help organizations align their human resources management system to effectively implement the organization’s strategic objectives. The proposed standard does not dictate the organization’s strategies and objectives, nor does it address its relationships with trade unions and other representative bodies.

Current Status & next steps

In development

Active Experts

Australia, Belgium, Canada, China, Denmark, France, Germany, India, Italy, Japan, Switzerland, United Kingdom, United States.

Responsibility

Convenor: Lorelei Carobolante

Secretary: Albert Tahan