1、BS ISO 30408:2016Human resource management Guidelines on humangovernanceBSI Standards PublicationWB11885_BSI_StandardCovs_2013_AW.indd 1 15/05/2013 15:06BS ISO 30408:2016 BRITISH STANDARDNational forewordThis British Standard is the UK implementation of ISO 30408:2016.The UK participation in its pre
2、paration was entrusted to TechnicalCommittee HCS/1, Human Capital.A list of organizations represented on this committee can beobtained on request to its secretary.This publication does not purport to include all the necessaryprovisions of a contract. Users are responsible for its correctapplication.
3、 The British Standards Institution 2016.Published by BSI Standards Limited 2016ISBN 978 0 580 83269 7ICS 03.100.30Compliance with a British Standard cannot confer immunity fromlegal obligations.This British Standard was published under the authority of theStandards Policy and Strategy Committee on 3
4、0 September 2016.Amendments/corrigenda issued since publicationDate T e x t a f f e c t e dBS ISO 30408:2016 ISO 2016Human resource management Guidelines on human governanceManagement des ressources humaines Lignes directrices sur la gouvernance humaineINTERNATIONAL STANDARDISO30408First edition2016
5、-09-01Reference numberISO 30408:2016(E)BS ISO 30408:2016ISO 30408:2016(E)ii ISO 2016 All rights reservedCOPYRIGHT PROTECTED DOCUMENT ISO 2016, Published in SwitzerlandAll rights reserved. Unless otherwise specified, no part of this publication may be reproduced or utilized otherwise in any form or b
6、y 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 ISOs member body in the country of the requester.ISO copyright officeCh. de Blandonnet 8 CP
7、401CH-1214 Vernier, Geneva, SwitzerlandTel. +41 22 749 01 11Fax +41 22 749 09 47copyrightiso.orgwww.iso.orgBS ISO 30408:2016ISO 30408:2016(E)Foreword ivIntroduction v1 Scope . 12 Normative references 13 Terms and definitions . 14 Principles of human governance . 15 Roles, responsibilities, commitmen
8、t and accountability . 25.1 General . 25.2 The board . 25.3 Top management . 25.4 Operational management 36 Aligning human governance with organizational needs 36.1 General . 36.2 Communication 46.3 Contents of human governance reports 46.3.1 General 46.3.2 Needs of the organization 46.3.3 Human gov
9、ernance functions, practices and processes 46.3.4 Analysis 57 Implementation . 5Annex A (informative) Examples of reporting templates for assessing human governance effectiveness . 7Annex B (informative) Examples of report templates to assist organizations 11Bibliography .13 ISO 2016 All rights rese
10、rved iiiContents PageBS ISO 30408:2016ISO 30408:2016(E)ForewordISO (the International Organization for Standardization) is a worldwide federation of national standards bodies (ISO member bodies). The work of preparing International Standards is normally carried out through ISO technical committees.
11、Each member body interested in a subject for which a technical committee has been established has the right to be represented on that committee. International organizations, governmental and non-governmental, in liaison with ISO, also take part in the work. ISO collaborates closely with the Internat
12、ional Electrotechnical Commission (IEC) on all matters of electrotechnical standardization.The procedures used to develop this document and those intended for its further maintenance are described in the ISO/IEC Directives, Part 1. In particular the different approval criteria needed for the differe
13、nt types of ISO documents should be noted. This document was drafted in accordance with the editorial rules of the ISO/IEC Directives, Part 2 (see www.iso.org/directives).Attention is drawn to the possibility that some of the elements of this document may be the subject of patent rights. ISO shall n
14、ot be held responsible for identifying any or all such patent rights. Details of any patent rights identified during the development of the document will be in the Introduction and/or on the ISO list of patent declarations received (see www.iso.org/patents).Any trade name used in this document is in
15、formation given for the convenience of users and does not constitute an endorsement.For an explanation on the meaning of ISO specific terms and expressions related to conformity assessment, as well as information about ISOs adherence to the World Trade Organization (WTO) principles in the Technical
16、Barriers to Trade (TBT) see the following URL: www.iso.org/iso/foreword.html.The committee responsible for this document is Technical Committee ISO/TC 260, Human resource management.iv ISO 2016 All rights reservedBS ISO 30408:2016ISO 30408:2016(E)IntroductionPeople are at the heart of every organiza
17、tion. For an organization to achieve long-term sustainable success, it is important to consider all stakeholders within the governance system.All organizations have governance. Governance refers to the system by which organizations are directed, controlled and held accountable. Governance defines ru
18、les, systems, processes and behaviour. To be effective, a governance system needs to consider the whole organization in all of its dimensions. Effective governance promotes confidence in both present and future stakeholders (employees, investors, shareholders, customers and other interested parties)
19、 in the long-term viability of the organization. Effective governance contributes to strategic decision-making by creating responsible, accountable, well-managed and value-focused organizations.Human governance refers specifically to the system or systems by which people within an organization are d
20、irected and held accountable. The governance of people is as important as the governance of physical assets or financial capital, and how this is done is instrumental in promoting appropriate behaviour within an organization. By considering human and social factors in the decision-making process, th
21、e human governance system will lead to positive outcomes for all stakeholders.By aligning effective human governance practices with strategic planning, the organization can: respond to organizational, regulatory and operational needs; anticipate and manage human resource risks; ensure associated cos
22、ts are managed and the value of such investments is measured; develop an organizational culture which reflects its organizational values; foster increased management, effective communication and collaboration across all stakeholders; optimize overall performance.The purpose of this document is to pr
23、ovide organizations with guidelines to structure a human governance system and align it to the needs of the organization.This document provides guidelines for the alignment of relationships, roles and responsibilities within human governance systems, recognizing that these systems are fundamental fo
24、r directing behaviour within an organization. ISO 2016 All rights reserved vBS ISO 30408:2016BS ISO 30408:2016Human resource management Guidelines on human governance1 ScopeThis document provides guidelines on tools, processes and practices to be put in place in order to establish, maintain and cont
25、inually improve effective human governance within organizations.This document is applicable to organizations of all sizes and sectors, whether public or private, for profit or not for profit.This document does not address relations with trade unions or other representative bodies.2 Normative referen
26、cesThere are no normative references in this document.3 Terms and definitionsFor the purposes of this document, the terms and definitions given in ISO 30400 and the following apply.ISO and IEC maintain terminological databases for use in standardization at the following addresses: ISO Online browsin
27、g platform: available at http:/www.iso.org/obp IEC Electropedia: available at http:/www.electropedia.org/3.1human governancesystem by which an organization is directed and controlled, taking into account the organizations stakeholders as well as human and social factors, at the highest and every lev
28、el of decision making4 Principles of human governanceHuman governance principles refer to human governance domains relating to organizational, social and managerial choices.They guide human behaviour within an organization and provide a framework to assist organizations in establishing and implement
29、ing human resource management practices that add value to the organization.Management should formally consider and align human governance principles when establishing strategic organizational objectives and communicate these to stakeholders.Underlying principles can include:a) fairness and transpare
30、ncy in the design and outcomes of the organizational processes and practices;b) openness in organizational processes, practices and outcomes;c) accountability to the organizations governing bodies, legal authorities and stakeholders.INTERNATIONAL STANDARD ISO 30408:2016(E) ISO 2016 All rights reserv
31、ed 1BS ISO 30408:2016ISO 30408:2016(E)Organization-specific principles can be embedded in: the organizational mission, vision, values and strategy; how the organization creates value for its stakeholders; the desired brand image to be communicated to external stakeholders; support for the long-term
32、environmental and social sustainability of the organization; consideration of the organizations financial, human and other resources, including the organizations ethical and social responsibility goals and initiatives; how to balance the needs of the organization with those of stakeholders.5 Roles,
33、responsibilities, commitment and accountability5.1 GeneralEffective human governance requires coordination, commitment and engagement at all levels of the organization. The highest level of commitment is demonstrated through integration with both business strategy planning and implementation. The gu
34、idelines in 5.2 to 5.4 provide critical roles and responsibilities within the management structure of traditional larger organizations. In organizations where the structure does not include management layers of this type, the guidelines apply to those who have ultimate decision-making responsibility
35、.5.2 The boardThe board should: understand the role of the people within an organization in delivering value to organizational stakeholders; make a formal commitment to promote effective human governance; be accountable for managing the human governance system; monitor status updates on effective hu
36、man governance and take appropriate actions.NOTE The board is made up of elected or appointed individuals who are collectively responsible for the governance of the organization, making key strategic decisions and setting strategic policy.5.3 Top managementTop management should:a) define its roles a
37、nd responsibilities for effective human governance;b) encourage active participation of people at all levels;c) commit to and review the organizations mission, vision and value statement that underpins effective human governance;d) identify and agree on key performance indicators to be delivered by
38、the organizations human resources;e) regularly review results of effective human governance by examining the reporting templates for human governance;f) develop a plan and reporting procedures to address deficiencies in the case of significant deviations;2 ISO 2016 All rights reservedBS ISO 30408:20
39、16ISO 30408:2016(E)g) enhance collaboration among stakeholders involved with human governance principles.NOTE Top management refers to the person, or group of people, that directs, controls and makes decisions at the highest level.5.4 Operational management5.4.1 Operational management functions shou
40、ld:a) understand the roles and responsibilities of operational management for delivering human governance principles to stakeholders;b) participate in defining the objectives and metrics that contribute to effective human governance;c) integrate human governance principles and initiatives in perform
41、ance objectives.5.4.2 Human governance should ensure that:a) human resource management functions and practices are aligned internally and externally in accordance with the objectives and principles of the organization;b) implementation is managed consistently and appropriately at all levels of the o
42、rganization;c) all persons with human governance roles and responsibility understand the human governance principles to which the organization subscribes and are held accountable for those systems and processes under their control;d) all persons with human governance roles and responsibilities meet
43、the organizations criteria to ensure that they are competent and can fulfil their roles.5.4.3 Although responsibility for the operation of human resource management processes may be delegated to individuals who have the appropriate resources and authority, top management retains ultimate accountabil
44、ity for human governance.Top management should ensure that people within the organization understand:a) human governance principles and initiatives;b) the roles and responsibilities needed to comply with human governance initiatives.Top management should ensure that the organization understands and
45、appropriately monitors applicable stakeholder participation, recognizing that this is an integral part of the modern work environment.Top management should retain human governance strategies and outcomes as documented information.6 Aligning human governance with organizational needs6.1 GeneralThe fo
46、llowing process enables an organization to strengthen its long-term value while enhancing its perceived brand image.The organization should:a) determine how all human resource management functions, practices and processes bring value to the organization;b) identify goals and success measures within
47、each function, practice and process; ISO 2016 All rights reserved 3BS ISO 30408:2016ISO 30408:2016(E)c) assess and align the functions, practices and processes with business or organizational goals;d) design a format for communicating and reporting the effectiveness of human governance.NOTE Annex A
48、provides examples of reporting templates.6.2 CommunicationThe organization should establish communication methods to ensure that necessary information is disseminated to all levels of the organization, including internal and external stakeholders.Organizational reports on human governance should des
49、cribe the system and how it contributes to the long-term value of the organization. Information on roles and responsibilities should include a thorough analysis of the system, while a more concise, less-detailed report can be produced for top management.Human governance principles and decisions should be retained as documented information that is available on request.The following information should be communicated to appropriate stakeholders, including employees and top management:a) the organizations values, mission and vis
