iTeh StandardsiTeh Standards
EURUSD
Your shopping cart is empty.
ISO

ISO/TS 30423:2021

(Main)

Human resource management — Compliance and ethics metrics cluster

Human resource management — Compliance and ethics metrics cluster

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).

Management des ressources humaines — Indicateurs de mesure pour la conformité et l'éthique

Le présent document décrit les éléments relatifs à la conformité et à l'éthique. Le présent document indique des formules permettant de produire des mesures comparables en vue de l'établissement de rapports internes et externes. Le présent document aborde également les questions à prendre en considération lors de l'interprétation des données de conformité, notamment lorsqu'il s'agit de décider d'une intervention interne appropriée ou d'établir des rapports destinés aux parties prenantes externes (par exemple, les législateurs et les investisseurs).

General Information

Status
Published
Publication Date
04-Feb-2021
ICS
03.100.30 - Management of human resources
Technical Committee
ISO/TC 260 - Human resource management
Drafting Committee
ISO/TC 260/WG 2 - Metrics
Current Stage
9060 - Close of review
Start Date
02-Sep-2027
Ref Project

Buy Standard

ISO/TS 30423:2021 - Human resource management -- Compliance and ethics metrics clusterISO/TS 30423:2021 - Human resource management -- Compliance and ethics metrics cluster
PreviousNext
Technical specification
ISO/TS 30423:2021 - Human resource management -- Compliance and ethics metrics cluster
English language
14 pages
sale 15% off
Preview
sale 15% off
Preview
ISO/TS 30423:2021 - Management des ressources humaines -- Indicateurs de mesure pour la conformité et l'éthiqueISO/TS 30423:2021 - Management des ressources humaines -- Indicateurs de mesure pour la conformité et l'éthique
PreviousNext
Technical specification
ISO/TS 30423:2021 - Management des ressources humaines -- Indicateurs de mesure pour la conformité et l'éthique
French language
15 pages
sale 15% off
Preview
sale 15% off
Preview

Standards Content (Sample)

TECHNICAL ISO/TS
SPECIFICATION 30423
First edition
2021-02
Human resource management —
Compliance and ethics metrics cluster
Management des ressources humaines — Indicateurs de mesure pour
la conformité et l'éthique
Reference number
ISO/TS 30423:2021(E)
©
ISO 2021

---------------------- Page: 1 ----------------------
ISO/TS 30423:2021(E)

COPYRIGHT PROTECTED DOCUMENT
© ISO 2021
All rights reserved. Unless otherwise specified, or required in the context of its implementation, no part of this publication may
be reproduced or utilized otherwise in any form or by any means, electronic or mechanical, including photocopying, or posting
on the internet or an intranet, without prior written permission. Permission can be requested from either ISO at the address
below or ISO’s member body in the country of the requester.
ISO copyright office
CP 401 • Ch. de Blandonnet 8
CH-1214 Vernier, Geneva
Phone: +41 22 749 01 11
Email: copyright@iso.org
Website: www.iso.org
Published in Switzerland
ii © ISO 2021 – All rights reserved

---------------------- Page: 2 ----------------------
ISO/TS 30423:2021(E)

Contents Page
Foreword .iv
Introduction .v
1 Scope . 1
2 Normative references . 1
3 Terms and definitions . 1
4 Number and type of grievances filed . 1
4.1 General . 1
4.2 Purpose . 2
4.3 Formula . 2
4.4 How to use . 3
5 Number and type of concluded disciplinary actions filed . 3
5.1 General . 3
5.2 Purpose . 4
5.3 Formula . 4
5.4 How to use . 5
6 Percentage of employees who have completed training on compliance and ethics .6
6.1 General . 6
6.2 Purpose . 6
6.3 Formula .
...

SPÉCIFICATION ISO/TS
TECHNIQUE 30423
Première édition
2021-02
Management des ressources
humaines — Indicateurs de mesure
pour la conformité et l'éthique
Human resource management — Compliance and ethics metrics cluster
Numéro de référence
ISO/TS 30423:2021(F)
©
ISO 2021

---------------------- Page: 1 ----------------------
ISO/TS 30423:2021(F)

DOCUMENT PROTÉGÉ PAR COPYRIGHT
© ISO 2021
Tous droits réservés. Sauf prescription différente ou nécessité dans le contexte de sa mise en œuvre, aucune partie de cette
publication ne peut être reproduite ni utilisée sous quelque forme que ce soit et par aucun procédé, électronique ou mécanique,
y compris la photocopie, ou la diffusion sur l’internet ou sur un intranet, sans autorisation écrite préalable. Une autorisation peut
être demandée à l’ISO à l’adresse ci-après ou au comité membre de l’ISO dans le pays du demandeur.
ISO copyright office
Case postale 401 • Ch. de Blandonnet 8
CH-1214 Vernier, Genève
Tél.: +41 22 749 01 11
E-mail: copyright@iso.org
Web: www.iso.org
Publié en Suisse
ii © ISO 2021 – Tous droits réservés

---------------------- Page: 2 ----------------------
ISO/TS 30423:2021(F)

Sommaire Page
Avant-propos .iv
Introduction .v
1 Domaine d’application . 1
2 Références normatives . 1
3 Termes et définitions . 1
4 Nombre et type de griefs déposés . 1
4.1 Généralités . 1
4.2 Objectif . 2
4.3 Formule . 2
4.4 Instructions d’utilisation . 3
5 Nombre et type de mesures disciplinaires prises . 3
5.1 Généralités . 3
5.2 Objectif . 4
5.3 Formule . 4
5.4 Instructions d’utilisation . 5
6 Pourcentage d’employés ayant participé à une formation sur la conformité et l’éthique .6
6.1 Généralités . 6
6.2 Objectif . 7
6.3 Formule .
...

Questions, Comments and Discussion

Ask us and Technical Secretary will try to provide an answer. You can facilitate discussion about the standard in here.

This May Also Interest You

ISO
ISO/TS 30438:2024(Main)
Human resource management — Employee engagement metrics

This document provides recommendations on how to measure individual employee engagement and whether to aggregate this data to an enterprise view. It demonstrates how the use of a strategic framework for employee engagement determines the key aspects that drive employee engagement, and how a framework of metrics can be developed that link positive or negative outcomes to one or more of the strategic drivers, to link cause and effect. The document also demonstrates the linkage between individual engagement and the role and performance of management at all levels to understand and manage the conditions that impact actual engagement. It demonstrates the complexity and interconnectedness of values, behaviours, processes, systems, and relationships that create a system of inter-dependency responsible for the achievement of optimum employee engagement.

  • Technical specification
    19 pages
    English language
    sale 15% off
  • Technical specification
    20 pages
    French language
    sale 15% off
ISO
ISO 30401:2018/Amd 2:2024(Amendment)
Knowledge management systems — Requirements — Amendment 2: Climate action changes
  • Standard
    1 page
    English language
    sale 15% off
  • Standard
    1 page
    French language
    sale 15% off
ISO
ISO 30435:2023(Main)
Human resource management — Workforce data quality

This document provides the basis for organizational improvement underpinned by quality workforce data that supports analysis and evidenced-based decision-making. Workforce data quality, for the purpose of this document, is the process of: a) workforce data determination; b) data capture; c) data maintenance; d) data review processes. The focus of this document is on the quality of data itself rather than on other critical aspects relating to the overall management of data, such as privacy and security of personal data, the analysis and reporting of data and the use of technology. This document does not cover the analysis of data and reporting structure or the definition of any metric other than quality of workforce data. Technology platforms in the form of human resource information systems, databases, spreadsheets, and the like, can improve the process of the capture and management of data. The focus of this document is the data itself. While data security and data privacy are also critical to the overall management of data, they are not dealt with in this document. This document is applicable to all types and sizes of organization across all industry sectors and regions.

  • Standard
    13 pages
    English language
    sale 15% off
ISO
ISO/TS 30437:2023(Main)
Human resource management — Learning and development metrics

This document provides recommendations on how to measure learning. Since the selection of metrics depends on the reason to measure and the user of the metrics, and since a balanced set of metrics is important to avoid unintended consequences, the document begins with a framework for organizational learning and development (L&D), including five categories of users, four broad reasons to measure and three types of metrics. This framework is then used to recommend 50 metrics organized by user, type of metric and size of organization, and provide a description of each. The document concludes with guidance on reporting metrics, including a description of the different types of reports and guidance on their selection based on the user’s reasons for measuring. Metrics for both formal and informal learning are included. The guidance is intended for all types of organizations, including commercial and nonprofit, as well as for all sizes. No previous knowledge of L&D metrics is required, although those new to L&D measurement can consult the suggested references on matters of frameworks, metrics and programme evaluation to learn more.

  • Technical specification
    42 pages
    English language
    sale 15% off
ISO
ISO 30434:2023(Main)
Human resource management — Workforce allocation

This document describes a framework of processes, practices and management activities for allocating work to workers. Its high-level principles and processes are applicable to all allocation methods and workforce types. It can be used in all types of organizations and industry sectors, and from small teams to large complex organizations. It applies to all workforce sourcing methods, whether the workforce is made up of internal employees or externally sourced workers. This document also addresses the relationship between allocation decisions and stakeholders, including operations, finance, human resource functions and, most importantly, workers. This document explains how to create an allocation framework, design an allocation process and document, communicate, measure and improve the process. It also suggests preventative actions to stop or mitigate undesirable outcomes. This document does not address: a) absence management or planning or timekeeping; b) role or skill-based workforce planning (refer to ISO 30409); c) labour standards; d) training or succession planning; e) recruitment (refer to ISO 30405 and ISO 30409); f) compensation or performance reviews; g) health and safety (refer to ISO 45001); h) work ergonomics (refer to ISO 6385); i) methods of organizing specific types of work (e.g. lean manufacturing, agile project management); j) automation of tasks using “digital workers”, such as physical robots and artificial intelligence bots. Annexes to this document describe details and foundational concepts of allocation applied in various industries as examples to support the theory.

  • Standard
    38 pages
    English language
    sale 15% off
  • Standard
    38 pages
    French language
    sale 15% off
ISO
ISO 30405:2023(Main)
Human resource management — Guidelines on recruitment

This document provides guidance on how to attract, source, assess and employ people with the goal of meeting the organizational needs while fostering a positive candidate experience. It focuses on key processes and practices, including: — preparing and planning; — managing the different phases and stakeholders; — reviewing and learning. This document can be used by any organization, regardless of type or size. NOTE This document can be used by anyone managing or performing the recruitment function, whether this is a dedicated role within the organization or an additional task for someone with another role, as well as those who evaluate, teach or consult in recruitment.

  • Standard
    16 pages
    English language
    sale 15% off
  • Standard
    19 pages
    French language
    sale 15% off
ISO
ISO 30400:2022(Main)
Human resource management — Vocabulary

This document defines terms used in human resource management standards.

  • Standard
    33 pages
    English language
    sale 15% off
  • Standard
    35 pages
    French language
    sale 15% off
ISO
ISO 30422:2022(Main)
Human resource management — Learning and development

This document gives 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. Organizations include both commercial and non-profit employers of all sizes which directly employ individuals. The guidance principles set out in this document apply to all workers who have a relationship with the organization, such as contractors, subcontractors, trainees, interns and volunteers when they work on behalf of the organization in some contractual or non-contractual capacity.

  • Standard
    17 pages
    English language
    sale 15% off
  • Standard
    19 pages
    French language
    sale 15% off
ISO
ISO 30401:2018/Amd 1:2022(Amendment)
Knowledge management systems — Requirements — Amendment 1
  • Standard
    3 pages
    English language
    sale 15% off
ISO
ISO 23326:2022(Main)
Human resource management — Employee engagement — Guidelines

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 fulfilment. 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.

  • Standard
    10 pages
    English language
    sale 15% off
  • Standard
    10 pages
    French language
    sale 15% off