ISO/TS 30410:2018 人的資源管理—採用指標の影響 | ページ 2

Foreword

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This document was prepared by Technical Committee ISO/TC 260, Human resource management.

Introduction

In an increasingly competitive and resource-sensitive market, the impact of critical positions on organizational performance differentiation is significant. This has created a growing awareness that organizational focus needs to shift from efficiency and effectiveness to impact measures that can provide insights to support timely, informed and consistent strategic decision-making that contributes to maximizing organizational value.

To have impact, measures should focus on those components that make a strategic difference to organizational outcomes: the quality of appointment decisions and, in particular, appointments to critical positions and the performance of the people in those positions, which is identified here as the impact of hire.

Impact measurement refers to the critical positions’ contribution to the success of the organization during a defined period.

A critical position is a role that has a direct and significant impact on organizational outcomes and competitive advantage.

Impact of hire, therefore, only pertains to those positions that are most critical to the organization's strategy. This document provides an approach to measuring the impact of a critical position’s contribution to maximizing value for the organization.

The focus of this document is on critical positions, the performance of individuals who hold critical positions, and the identification of metrics that can be used to evaluate their impact, respectively and collectively on organizational value.

1 Scope

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.

2 Normative references

The following documents are referred to in the text in such a way that some or all of their content constitutes requirements of this document. For dated references, only the edition cited applies. For undated references, the latest edition of the referenced document (including any amendments) applies.

3 Terms and definitions

For the purposes of this document, the terms and definitions given in ISO 30400 and the following apply.

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Bibliography