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

 

Working Group 1 - Terminology

Finished projects  

ISO 30400:2022 Human resource management — Vocabulary (current)

ISO 30400:2016 -- Human resource management – Vocabulary (superseded)

Project under development

Terminology does not stand still, so the published HR Vocabulary quickly becomes out of date. WG1 is developing a database of all TC 260 terms and definitions including published terms, terms under development, terms that have fallen out of use and definitions that have been superseded. This will give the whole of TC 260 access to an up-to-date vocabulary in a single place.

The database will make it easier to:

• identify relations between terms;
• identify instances of different HR specialisms using different terms for the same concepts;
• standardise terms used in different HR specialisms;
• identify terms and definitions that can be improved;
• restructure terms and definitions; and
• produce a new edition of the published Vocabulary. 

WG1 is also preparing a list of FAQs to raise awareness of the support available from the WG and provide guidance for the TC on topics such as how to write a term entry. The FAQs will be updated regularly so that the TC has access to the latest information in a single downloadable document.

Objectives & key deliverables 

The goal of terminology work is to enable communication between humans. Clear, standardized terms and definitions make it easier to communicate complex ideas and avoid misunderstandings. 

WG1 works with all other TC 260 groups to support the development, maintenance and consistent use of terminology across the TC 260 portfolio. 

Key WG1 deliverables are written guidance, bespoke advice and support, a maintained database of TC 260 terms and definitions and updates to the HRM Vocabulary standard ISO 30400.

Current status & next steps

ISO 30400:2022 is due for periodic review in 2027.  

Active experts

Australia, Austria, Canada, China, France, Germany, Korea, Norway, Russian Federation, United Kingdom, United States.

Responsibility

 Convenor: Judy Payne (United Kingdom)

 Secretary: BSI (United Kingdom)

Working Group 2 - Metrics

Finished projects  

ISO/AWI 30404 – Guidelines for applying human resource metrics

ISO/TS 30438:2024 – Human Resource Management — Employee Engagement Metrics

ISO 30435:2023 Human resource management — Workforce data quality

ISO/TS 30437:2023 Human resource management — Learning and development metrics

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/CD TS 30403 Human Resource Metrics, which encompasses all the metrics contained in the numerous published standards and technical specifications for TC260.

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: None

Working Group 3 - Human governance (disbanded)

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 (disbanded)

Finished projects  

ISO 30434:2023 Human resource management — Workforce allocation

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

Projects under development

-none-

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 characterize your organization’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

The international standard document was published and the working group is no longer active.

Active experts

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

Responsibility

Convenor WG4: Andre Houde (Canada)

Secretary: None

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

Working Group 5 – Recruitment (disbanded)

Finished projects  

ISO 30405:2023 Human resource management — Guidelines on recruitment

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

-none-

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

This Working Group was disbanded after completing publication of ISO 30405:2023 Human resource management — Guidelines on recruitment 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: Harald Ackerschott (Germany)

Secretary: Sari Basuki (Germany)

Working Group 6 - Knowledge management systems

Finished projects  

ISO 30401:2018 Knowledge management systems — Requirements

ISO 30401:2018/AMD 1 Knowledge management systems — Requirements — Amendment 2: Climate action changes

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

Projects under development

ISO/DIS 30401 Knowledge management systems — Requirements, revision

Objectives & key deliverables 

WG6 is responsible for ISO 30401: Knowledge management systems – Requirements. ISO 30401 is a management systems standard (MSS) that sets out the essential elements of knowledge management using the ISO/IEC Harmonised Structure (HS). 

ISO 30401 was first published in 2018. The objective is to produce a second edition, designed to ensure the standard continues to be relevant and effective. 

Organizations manage knowledge to meet strategic and operational objectives, guide decision making, innovate, build capability and learn from experience. The standard provides a framework for knowledge management that will already be familiar to users of other MSS, such as ISO 9001: Quality management systems and ISO 45001: Occupational health and safety management systems.

ISO 30401 includes the usual HS requirements relating to the context of the organization, leadership, planning, support, operation, performance evaluation and improvement.

Additional knowledge management requirements include the need to:

• manage different forms of knowledge;
• apply knowledge management processes that cover the whole knowledge management lifecycle;
• develop a culture and working environment in which knowledge management can thrive.

The standard includes the fundamental concepts used in knowledge management, principles, and notes and examples that clarify and illustrate the requirements.        

Current status & next steps

A draft international standard was published in June 2026 for comments. WG6 will consider the comments received and produce a final draft by January 2027. 

The expected publication date is April 2027.

Active experts

Australia, China, France, Germany, India, Israel, Japan, Nigeria, Pakistan, Russian Federation, Spain, United Kingdom, United States.

Responsibility

 Convenor: Dr. Moria Levy (Israel)

 Secretary: Einat Stein (Israel)

Working Group 7 - Human capital reporting (disbanded)

Finished projects  

Revision of ISO 30414:2018 HRM — Guidelines for internal and external human capital reporting is under development.

Project under development

-none-

Objectives & key deliverables 

This international standard considers and makes transparent the human capital contribution to the organization in order to support sustainability of the workforce. The document includes guidelines on human capital as a key driver of organizational resilience and stakeholder value creation. It strengthens an organization’s approach to work and how data is used and leveraged for decision-making, with profound implications for organizational / corporate policies, workforce skills, roles, engagement and well-being.

The objective is to improve and update ISO 30414:2018 HRM – Guidelines for internal and external human capital reporting (HCR), to ensure that ISO 30414 continues to provide effective guidance for human capital reporting and disclosure. The revised international standard introduces requirements enabling auditability as well as enhanced guidance on disclosure. Materiality has been elevated and additional metrics have been added relating to human rights, labor relations, productivity, ethics, and workforce well-being.

Current status & next steps

The international standard document was published, and the working group is no longer active. Working group members remain available to support awareness, understanding and promotion.  

Active experts

Australia; Canada; China; France; Germany; Italy; Japan; Korea; United Kingdom; United States

Responsibility

Convenor: Brad Boyson

Secretary: Sandra Conrad

Working Group 8 - Diversity & Inclusion (disbanded)

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 international standard document was published 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)

Task Group

Working Group 9 - Employee Engagement (disbanded)

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

The international standard document was published 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: Dr. Fiona Robson (UK)

Secretary: None

Working Group 11 - Learning & Development (disbanded)

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: None

Working Group 12 - Compensation (disbanded)

Finished projects

-none-

Project under development

-none-

Objectives & key deliverables

Workforce compensation

Current status & next steps

Project deleted and Workgroup disbanded.

Active experts

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

Responsibility

Convenor: Dr. Neda Esmaeili

Secretary: None

Working Group 13 – HRMS Requirements

Finished projects

First project is under development.

Project under development

ISO/FDIS 30201 Human resources management systems — 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

ISO/FDIS 30201 Human resources management systems — Requirements is in the Draft International Standard stage

Active experts

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

Responsibility

Convenor: Lorelei Carobolante

Secretary: Albert Tahan

Working Group 14 — Data privacy

Finished projects

First project is under development.

Project under development

ISO/PRF 30439 Human Resource Management — Safe Handling of Data

Objectives & key deliverables

To develop standards or technical specifications that define the value and importance of comprehensive data stewardship within Human Resource Management (HRM). This working group establishes frameworks for the safe handling of data related to work, the worker, and the workplace at every stage of the information lifecycle: from creation and collection to storage, transfer, usage, interpretation, and eventual disposal.

Beyond traditional privacy protections, the scope includes identifying and mitigating the unique potential harms resulting from improper handling of data involved in HRM. The standards provide clear definitions of roles and responsibilities, guidance, and actionable recommendations for ensuring data integrity and safety across all HRM policies, processes, and practices. The moral principles of data practices is not within scope.

Current status & next steps

ISO/PRF 30439 Human Resource Management — Safe Handling of Data is in the Committee Draft stage

Active experts

Canada; France; Germany; Spain; Sweden; United Kingdom; United States.

Responsibility

Convenor: Heather Whiteman

Secretary: None

Working Group 15 — Workplace wellness

Finished projects

First project is under development.

Project under development

ISO/DIS 30441 Human Resource Management - Workplace Wellbeing - Guidelines for thriving workplaces

Objectives & key deliverables

Workplace wellness is a growing concern for many organizations and their employees. With some industries seeing mental health issues as the top reason for missed work, it is urgent that we provide HR teams with guidelines and recommendations. The goal of this working group is to develop standards or technical specifications that provide guidance, which encompasses prevention, promotion and organizational practices that support health and wellness in the workplace. It includes four areas of activity: 

1. Work-life balance (flexible hours, access to teleworking, personal leave, disconnection policy, etc.) 
2. Management practices (harassment and bullying prevention, recognition, decision-making autonomy, workload, etc.) 
3. Work Environment (air quality, noise control, brightness, thermal comfort, material quality, workstation ergonomics, customer behaviors, etc.) 
4. Lifestyle habits (healthy eating, physical activity, sleep, stress management, and others). 

As a result of these standards, HR teams will have the global guidance they need to support the health of their workforce and the overall effectiveness of their organization. This document will be applicable to all industries, organizational sizes, employee groups, and company life cycles, providing a standardized approach that enables a sustainable approach to employee and workplace health that aligns with the culture, values, and goals of the organization.

Current status & next steps

ISO/DIS 30441 Human Resource Management - Workplace Wellbeing - Guidelines for thriving workplaces is in the Working Draft stage.

Active experts

Canada; Congo, The Democratic Republic of the; Cyprus; France; Israel; Spain; United Kingdom; United States.

Responsibility

Convenor: André Houde

Secretary: Marie-Claude Pelletier

Working Group 16 — HR Technology

Finished projects

First project is under development.

Project under development

ISO/DIS 30440 Human Resource Management: Strategic and ethical Integration of technology

Objectives & key deliverables

Technology advancements are transforming people, organizations, communities, and society at an exponential rate. The rapid pace of technology innovations challenges organizations and their leaders to continually imagine, anticipate, and address the implications and impacts on work, workers, the organization, and society at large. Workplace technology can even foster the development of new business models and industry transformations.

Technology, in this standard, refers to the application of scientific advancements used in support of performing organizational processes, work, workers, interactions between or among people, organizations, and activities. This definition includes the application of advancements in automation, machinery, computing, mechanization, and communications. Examples of recent advancements include Internet-of-things (“IoT”), big-data analytics, artificial intelligence (“AI”), automation, cloud computing, robotics, exoskeletal suits, and other emerging technologies (e.g., Web 3, metaverse).

While the use of new technology is intended to streamline processes and improve overall productivity, some technology can pose negative impacts to people, organizations, and society at large. Despite the risks, opportunities abound for organizations who are able to ethically and strategically adopt and use technology to augment human contributions. Organizations that continually imagine, anticipate and address implications for ethical use and adoption can leverage benefits of using technology to add real value to their workplaces.

This ISO/TC 260 working group, and the standard under development, focuses on enabling organizations to mitigate the human capital risks associated with the use and adoption of technology and capitalize on the opportunities of technology to assist organizational leadership in decision making for:

1. changes to the nature of HR processes and practices; 
2. eliminating or changing the nature of job roles;
3. technological change impacting the worker (e.g., surveillance, sensors, automation); and 
4. technology impacts related to distress or anxiety among workers. 

Capturing and managing personal data is outside of scope of this proposed standard.

Current status & next steps

ISO/DIS 30440 Human Resource Management: Strategic and ethical Integration of technology is in the Draft International Standard (DIS) Stage.

Active experts

United States, France, United Kingdom, Denmark, Japan, Kenya, Australia, China, Nigeria, Italy.

Active WG liaison members

ETUC, EQWOP

Responsibility

Convenor: Dr. Sandy Miles, PhD., SPHR, GPHR, Academic Fellow CIPD

Secretary: Sandra Conrad

Working Group 17 — HRM Performance management

Finished projects

None

Project under development

ISO/CD 30442 Human resource management – Performance management

Objectives & key deliverables

Main task of WG 17 is to develop a Human resource management (HRM) performance management standard, which is currently under development. This document specifies principles, tools, and processes for performance management, including performance goal planning, performance monitoring, performance evaluation, performance feedback, and digital management processes in the process of performance management. It provides guidelines for evaluating the performance of employees efficiently and effectively and supporting employees in a way that provides high-quality work, development, and career satisfaction. Provided that the organization has a clear strategic goal orientation and needs to manage and evaluate the work performance of its employees, any organization of any size, type, structure, and nature can use these guidelines to carry out performance management. Different types of organizations can select suitable performance management methods and tools according to their characteristics and needs.

Current status & next steps

ISO 30442 Human resource management – Performance management is in the Committee Draft (CD) stage. It meets regularly and its first meeting was held 9 December, 2024.

Active experts

China, United Kingdom, United States

Responsibility

Convenor: Jack Yao (China)

Secretary: None