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BS ISO 30414:2018 pdf free

BS ISO 30414:2018 pdf free.Human resource management一Guidelines for internal and external human capital reporting
The reporting and communication responsibility, as well as the resource and content, traditionally lie with HR. Departments that are involved in finance, governance and information systems are increasingly involved in the delivery of HCR, depending on the type and size of an organization.
The system-related responsibility for the procurement and processing of data rests either with the HR manager, the internal IT department of the organization and/or external service providers. For HCR required (also non-IT-supported) systems usually include, but are not limited to,
a) systems to store and process human capital master data (such as demographic data as authorized/prevented or restricted by data protection mechanisms in various jurisdictions), systems to process time management data (e.g. normal weekly working time, hours of attendance paid/unpaid, hours of absence paid/unpaid, number of public holidays);
b) systems to calculate wages and salaries (e.g. wage and salary expenditures, expenditures for social services, statutory levies);
c) systems to maintain and manage organizational data (e.g. cost centres, departments, locations,enterprises, countries, regions);
d) special systems which are required for the management and execution of HR processes, including:
一workforce planning (demand and supply gap analysis), recruitment processes (e.g. vacancies,duration of the recruitment process, number of applicants);
一HR development (e.g. analysis of potential, career and succession planning, learning and development, retention).
The systems identified above are frequently referred to as human resource information systems (HRIS).
In addition, there are further data sources for HCR. These can be finance or business administration systems or externally available data sources (rankings, benchmarks) but also the results from organization-internal or external surveys (e.g. employee surveys, empirical surveys on specific topics).
Challenges of implementing HCR include the competence of the people involved in all parts of the process; the availability, suitability, quality and security of human capital data and the transfer of data available within and outside of the organization into a system which permits various interfaces with the data-supplying sources.
HCR comprises contextual, procedural and technical dimensions. Alongside the selection, development and definition of the key figures and key performance indicators (KPI), the aim is to develop techniques to determine, consolidate and store data, as well as to evaluate and extrapolate analyses and recommended courses of action.BS ISO 30414 pdf download.

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