ISO 30408:2016 pdf download – Human resource management — Guidelines on human governance.
5.4 Operational management 5.4.1 Operational management functions should: 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 performance 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 organization; 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 the organization’s 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 accountability 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 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.
6.2 Communication The 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 describe 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 organization’s values, mission and vision statements (which should encompass human governance principles); b) a summary report. NOTE Annex B provides examples of report templates to assist organizations. 6.3 Contents of human governance reports 6.3.1 General Human governance reports should include sections on the needs of the organization, human governance practices and processes and analysis. 6.3.2 Needs of the organization The needs of the organization section should include: — vision, values, mission and strategy; — key performance indicators for human governance linked to organizational needs (e.g. cost efficiency, innovative products, or customer relationships).