Iso 30414

ISO 30414 STANDARD
GUIDELINES FOR INTERNAL AND EXTERNAL

HUMAN CAPITAL REPORTING
Professional Certification for HR Consultants/Assessors/Practitioners
How can Human Capital Data Analytics
Revolutionize your Business’s Future?
Global economy is transforming from

physical to intellectual capital. According
to Ocean Tomo Intellectual Capital Equity
USA, In 500 Fortune Companies, 90% of
value creation in S&P 500 firms is
attributed to intangible assets. Human
capital cost consumes lion’s share of
intangible assets. With the rising
investment in workforce, shareholders are
keen to know as how this investment
impacts the organization bottom line. There is a swell of interest by investors in
human capital measurement and impact on the sustainability of organization.
With the emergence of Environmental, Social, and Governance (ESG) framework,
human capital has become important for investment analysis, both from social
and financial impact perspective. Human capital is now a key consideration for
most companies around the world.
It is recognized as one of the most important drivers of competitiveness, value
creation, and sustainable competitive advantage. Worldwide investors are
engaging with companies to improve the workforce risk disclosure to cope with
rapid environmental and technological change. CEOs are under growing pressure
from investors, government, regulators, customers, employees, and communities,
to become more transparent in their investments and outcomes.
www.thehrmetrics.com [email protected]
How are Global ESG Developments Redefining
Corporate Sustainability and Reporting
Standards?
1. The European Union is issuing Corporate Sustainability Directive.
2. The International Organization of Securities Commissions (IOSCO) has set out its
intention to accelerate the harmonization of sustainability standards.
3. The US Securities and Exchange Commission (SEC) has amended its rules to
enhance human capital disclosures.
4. The International Financial Reporting Standards (IFRS) Foundation has agreed to
consult on broadening its mandate to include sustainability issues.
5. The International Federation of Accountants (IFAC) has called for the creation of
an International Sustainability Standards Board to sit alongside the International
Accounting Standards Board (IASB) under the auspices of the IFRS Foundation.
6. Leading voluntary framework and standard setters including Climate Disclosure
Project (CDP), the Climate Disclosure Standards Board (CDSB), the Global
Reporting Initiative (GRI), the International Integrated Reporting Council (IIRC)
and the Sustainability Accounting Standards Board (SASB) have for the first time
committed to work towards a joint vision.
7. These developments form the natural building blocks of a single, coherent,
global ESG reporting system for sustainability of corporate value creation
system.
What are the impacts of adopting
ISO 30414 on Human Capital
Management?
ISO has developed a global standard ISO-30414: Guidelines for Internal and
External Human Capital Reporting. Using people analytics standard supports
organizations seeking to adopt a more data-driven decision-making process
as opposed to decisions based on gut feelings. However, before organizations
can take this step and start with advanced People Analytics, there is a need to
build a strong data foundation and overall metrics landscape. This is where
the ISO 30414 Standard comes into play. Human Capital Reporting Standard
provides qualitative and quantitative information on the workforce and HR
practices. The goal is to make value contribution of human resources to the
organization more transparent and outcome focused. The standard can also
be used as a tool to demonstrate an organization’s social responsibility to
internal and external stakeholders. ISO 30414 has 58 metrics in 11 areas of
human capital management however, the applicability of metrics depends
upon the size of the organization.
What are the key elements of the ISO 30414 Human
Capital Reporting Standard?
This course is about “how to measure relevant metrics” and not about “how to
perform relevant process”. Participants are expected to possess professional
maturity of being familiar with relevant process performance.
The core content of ISO 30414 comprises 58 Human Capital-related metrics,

which are structured into eleven different areas
Human Capital Area Scope and Content Human Capital Area Scope and Content
-5 metrics, i.a. information on grievance filed -2 metrics, i.a. information on revenue per
Compliance and Ethics Productivity
and disputes referred to external parties. employee and human capital RoI
-7 metrics, i.a. information on workforce -15 metrics, i.a. information on number

Costs Recruitment, Mobility
and hire costs of candidates, turnover rate, and time to
and Turnover fill vacant positions.
-5 metrics, i.a. information on age and
Diversity -5 metrics, i.a. information on total developing
gender of workforce
Skills and Capabilities and training costs and number of training hours
-3 metrics, i.a. information on span of
Leadership
control and leadership trust -5 metrics, i.a. information on succession
Succession Planning
readiness state
-2 metrics, i.a. information on retention
Organizational Culture
rate and engagement -5 metrics, i.a. information on absenteeism,
Workforce Availability
number of employees, and full time equivalents
Organizational Health, -4 metrics, i.a. information on lost time for
Safety and Well-being injury and number of occupational accidents
58 human capital related key metrics
Differentiation according to internal/external
reporting and organizational size.
Core Content of ISO 30414
Human Capital Reporting Standard
The 58 Human Capital-related metrics which are structured into
eleven different areas and their sub-metrics:
01 COMPLIANCE & ETHICS METRICS
1. Number and Type of Grievance Filed

2. Number and Type of Concluded Disciplinary Action
3. Percentage of Employees Who have Completed Training on Compliance and
Ethics
4. Disputes Referred to External Parties
5. Number, Type and Source of External Audit Findings and Actions arising from
these
02 COST MANAGEMENT METRICS
1. Total Workforce Costs

2. External Workforce Costs
3. Total Costs of Employment
4. Ratio of the Average Salary and Remuneration
5. Cost Per Hire
6. Hiring Costs
7. Turnover Costs
03 DIVERSITY & INCLUSION METRICS
1. Gender Diversity Ratio

2. Age Diversity Ratio
3. Disability Diversity Ratio
4. Other Diversity Ratio
5. Leadership Team Diversity Ratio
04 LEADERSHIP GROWTH METRICS
1. Leadership Trust Ratio

2. Span of Control Ratio
3. Leadership Development Ratio
05 ORGANIZATIONAL CULTURE METRICS

1. Engagement/ Satisfaction/ Commitment Ratio
2. Retention Rate (Stability Index)
06 ORGANIZATIONAL HEALTH, SAFETY AND WELLBEING METRICS

1. Lost Time for Injury (LTI)
2. Number of Occupational Accidents (Accident Rate)
3. Number of People Killed During Work (Fatality, Death or Mortality Rate)
4. Percentage of Employees Who Participated in Training
07 WORKFORCE PRODUCTIVITY METRICS

1. EBIT /Revenue/Cost/Profit Per Employee
2. Human Capital ROI
08 RECRUITMENT METRICS
1. Number of Qualified Candidates Per Position Advertised
2. Quality of Hire
3. Average Length of Time to Fill Vacant Position
4. Average Length of Time to Fill Vacant Critical Business Position
5. Transition and Future Workforce Capabilities Assessment (Talent Pool)
6. Percentage of Positions Filled Internally
7. Percentage of Critical Business Positions Filled Internally
8. Percentage of Critical Business Positions (in relation to other positions)
9. Percentage of Vacant Critical Business Positions (in relation to all vacant
positions)
10. Internal Mobility Rate
11. Employee Bench Strength
12. Turnover Rate
13. Voluntary Turnover Rate
14. Voluntary Critical Turnover Rate
15. Turnover Reasons
09 SKILLS AND CAPABILITIES METRICS
1. Total Training and Development Cost

2. Training Participation Rate
3. Average Formalized Training Hours Per Employee
4. Training Participation Rate by Category
5. Workforce Competency Rate
10 SUCCESSION MANAGEMENT METRICS
1. Succession Effectiveness Rate (Home Grown Leaders)

2. Successor Coverage Rate
3. Succession Readiness Rate (Ready Now)
4. Succession Readiness Rate (Ready in 1–3 years)
5. Succession Readiness Rate: (Ready in 4–5 years)
11 WORKFORCE AVAILABILITY METRICS
1. Number of Employees
2. Full Time Equivalents (FTE)
3. Contingent Workforce: Independent Contractor
4. Contingent Workforce: Temporary Workforce
5. Absenteeism (Unplanned Leave)
What are the six pivotal reasons for adopting
Human Capital Disclosure in organizations?
01 04
Organizations have a fiduciary duty to The current disclosure gap obscures talent
communicate existing and potential future management effectiveness and material
risks deemed material to their business. human capital risks to investors.
Human Capital is clearly material to virtually any With no visibility into utilization of a firm’s single
organization’s current and future success, therefore a largest expense, investors must rely on social media
fiduciary responsibility exists to provide greater tidbits or simply make judgements on no information
information to shareholders, creditors and others. at all.
02 05
There is broad agreement by investors, boards
directors, CEOs, CFOs, governments, human What gets measured gets managed.
resources and workers.
That human capital has an impact on organizational For most organizations, human capital is not well
success. CEO’s state “Our people are our most measured except as a cost. This suggests
valuable asset,” or “It all starts with people.” Shouldn’t unbalanced reporting with only the cost side of the
such asset information be disclosed to key equation represented and the value-add investment
stakeholders. side missing.
03 Companies need smart, effective employees to

compete, 06
Regulatory securities commissions, require
extensive disclosure of all major assets.
so understanding and quantifying human capital is including financial assets, physical assets, and
critical for success and future growth internally within technological assets such as patents. However, there
the organization. is minimal disclosure of human capital which is, for
most organizations, their largest annual operating
expense.
What advantages do organizations gain by
implementing ISO 30414 Human Capital
Disclosure?
1. ISO 30414 provides the first and most widely accepted roadmaps for
voluntary, strategic and systematic processes that improve
outcomes and experiences. The primary focus of the human capital
disclosure is to determine the long-term health of a business, thus
mitigating the risk for the shareholders as well as all stakeholders
including donors, regulators, employees, compliance agencies,
customer, public and the community.
2. It disrupts the way companies think, value and report on their human
capital, and deliver what investors look for; sustainable growth and
returns. It will enable financial investors to credibly assess the quality
of HR mechanisms and processes between competing companies,
include this information in respective financial evaluation models,
and measure its impact on organization’s bottom line.
3. With the new focus on human capital as an asset, the funds
organizations budget to engage people are increasingly becoming
considered an investment with a desired ROI, creating a new demand
for voluntary, sensible and auditable practices.
4. By connecting the dots between the organization’s brand, culture, and
objectives, with the practices used to engage all stakeholders, leaders
can not only improve performance through efficiencies but create
better experiences for all stakeholders.
5. Usage of standardized and agreed upon data describes
organizational value in a broadly comparable sense.
6. Improvement of HR management processes support good practices
in establishing and maintaining positive employment relations.
7. Human capital transparent disclosure attracts the attention of
leading investors and executives interested in sustainable financial
performance.
What are the benefits of ISO 30414 for organizations?
Identify measurement opportunities; diagnose HR financial and

operational measures, understand the messages in measured
01 data, with a view to become competitive, cost effective and yet
responsive to business needs.
Quantify HR department’s contribution to the overall bottom line,

02 through solid, factual, and verifiable data and analyze toughest
workforce decisions with easy-to-use mathematical formulas.
Integrate measurement analytics with action plan through bench-

03 marking, to achieve and surpass industry standards.
Accessible and transparent human capital data insights enhances

internal and external understanding and assessment of investment
04 in organization’s human capital, its present and future performance
along with financial and non-financial returns.
Stakeholders view intangibles alongside tangibles data to review

companies performance. As a result, assessing whether a company
05 is set up for sustainable growth becomes much more valid. This
disruption also provides a massive opportunity for HR professionals
as they understand HR practices, and how HR systems captures
data to support organization’s value creation cycle.
Our Services
1. Diagnostic audit
2. Organizational development
3. Professional certification
Practitioner Consultant
Coach Assessor
ISO 30414 CERTIFIED
ALUMNI GROWTH RATE
2020 22
2021 65
2022 272
2023 597
2024 706
0 200 400 600 800
Certified Assessor/Consultant/Practitioner ISO 30414
Training: Online via Zoom

Duration: Total 16 hours, 8 sessions of 2 hours each
Regular Fee: US $ 1200
Training Timings/
Coaching Fee: US $ 2000
Fees & Dates
Soft Copy of ISO 30414: 2018 (HR Metrics will purchase

and provide)
Soft copy of Training Manual
Problem-based metrics exercises
Learning Pack ISO 30414 Certification has 2 versions as under:
i. Certified Practitioner ISO 30414
ii. HR Consultants/Assessors/Practitioners ISO 30414
Learning contents/duration of both programs is same

however difference lies in exam scope.
Certified Practitioner ISO 30414 Program contains metrics
proficiency test (online).
HR Consultants/Assessors/Practitioners ISO 30414 Program
contains proficiency test, audit proposal, mock audit report
and judgement test.
HR Consultants/Assessors/Practitioners ISO 30414 Exam
Structure is as under:
Exam Structure i. Proficiency test: 30%
ii. Case study-based audit proposal and audit report: 40%
iii. Judgment test: 30%
Pass marks for both certifications’ exams are 70%. Those
not willing/not able to pass the exam get “Certificate of
Participation”.
HR Metrics is recognized by SHRM USA to offer SHRM-CP or

SHRM-SCP professional development credits (PDCs). This
program is valid for 16 recertification PDCs. For more
information, please visit www.shrmcertification.org
FREQUENTLY ASKED QUESTIONS
01 What is a Standard?
A Standard is a document that provides requirements, specifications and

guidelines or characteristics that can be used consistently to ensure that
materials, products, processes and services are fit for their purpose.
02 Who Develops Global Standards?
ISO is a legal association of members of national standards bodies of 162

countries, supported by a Central Secretariat based in Geneva, Switzerland.
03 What are ISO Human Resources Standards?
Previously, ISO standards were only developed for the manufacturing sector.
Currently, the service industry accounts for more than 70% of the global
economy. The ISO human resources standards provide human resources
practitioners with broad, coordinating guidance and harmonize disparate
practices for the benefit of organizations and their employees.
04 What is ISO 30414 Human Capital Disclosure Standard?
ISO 30414, Human resource management – Guidelines for internal and

external human capital reporting, is the first International Standard that allows
an organization to get a clear view of the actual contribution of its human
capital.
05 Is ISO 30414 Applicable to Small or Mid-sized Organizations?
Yes. The standard is designed to be implemented by organizations of different

sizes and structures.
FREQUENTLY ASKED QUESTIONS
06 What is the duration of the course?
Total 16 hours online training that includes; 14 hours Training on 58 metrics of

ISO 30414 and 2 hours Training on conformity assessment process ISO 30414.
07 How many sessions per course?
8 sessions (2 hours each).
What’s the difference between Lead Practitioner ISO 30414

08 and Lead Consultant/Assessor ISO 30414 certification?
Both programs include problem-based exercises to measure/analyze human
capital issues. Learning contents/duration of both programs is same however
difference lies in exam scope.
What’s the minimum criteria for passing the exam to get

09
the certification?
Pass marks for both certifications exams are 70%. Those not willing/not able to
pass the exam get only certificate of participation.
10 Is the program valid for PDCs?
HR Metrics is recognized by SHRM to offer SHRM-CP or SHRM-SCP professional

development credits (PDCs). This program is valid for 16 PDCs.
How do I know more about our ISO 30414 certification

11
services and rapid assessment process?
Register at: www.thehrmetrics.com/hr-disclosure/
ISO 30414: Guidelines for Internal and External Human Capital Reporting
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Additional Services
Human Capital Benchmarks Survey
How to write impact oriented KPIs for workforce to align individual performance with organization performance in measurable terms
How to develop HR business case by using NPV/IRR/ROI framework for measurable impact on organizational sustainability.
Facilitator
Zahid
Mubarik SHRM-SCP, SPHRi, GPHR
CEO HR Metrics
President SHRM Forum Pakistan
Member ISO HR Standards Technical Committee 260
Member Pakistan Stock Exchange Task Force on ESG
Zahid Mubarik is an internationally acclaimed visionary thinker, writer, speaker,

thought leader and influencer on human capital development, analytics, diversity
and inclusion. He is the founding member of ISO Geneva Technical Committee 260
for developing HR global Standards. He actively took part in ISO face to face
meetings for global HR Standards development at American National Standards
Institute (Washington DC), British Standards Institute (London), Standards Australia
(Melbourne), The Royal Netherlands Standardization Institute (Rotterdam),
Association Française de Normalisation (Paris), Singapore Standards Council
(Singapore), The National Standardization Agency of Indonesia (Bali) and UNI-Ente
Nazionale Italiano di Unificazione (Milan). Zahid has the honor of being
distinguished speaker in international conferences and seminars on human capital
analytics at Las Vegas, Beijing, Moscow, Baku, Hanoi, Dubai, Abu Dhabi, and Tokyo.
His analytical papers and expert talks have been featured by national/international
media including Microfinance Gateway World Bank Washington, CNBC, Dawn,
Business Recorder, Business Plus TV and Gulf Economist.
Zahid served as Global Chair of ISO Working Group on HR Metrics Standards. During
his leadership, ISO published two global HR standards including ISO 30410: Impact of
Hire and ISO 30411: Quality of Hire. He also served as member of Working Group
developing ISO 30414: Guidelines for Internal and External Human Capital Reporting.
He groomed and facilitated certification of 500+ consultants/practitioners
worldwide with a heavy concentration in Tokyo Japan. Zahid is SHRM USA Partner in
Pakistan. SHRM is world largest HR association having 325,000+ members in 165
countries. He introduced SHRM competency based global HR certifications in
Pakistan and developed more than 200 people. He served as Board Director The
Centre for Global Inclusion USA. He introduced Global Diversity, Equity & Inclusion
Benchmarks Standards in Pakistan and facilitated 65 large multinational and
national corporations in implementing Global DEI Benchmarks Standards. Zahid is a
member of Pakistan Stock Exchange and Pakistan Institute of Corporate Governance
Task Force on ESGDisclosure. He has a knack in using human capital analytics to
transform organization on (S-Social) part of ESG. He is the Chief Editor of HR
Magazine Workforce Tomorrow.
Facilitator
Dr. Sabrina Pit
Director
Work Wiser International
Australia
Dr. Sabrina Pit is the Director of Work Wiser International, and an HR, health, and
ageing consultant with a special interest in digital technology and workforce
analytics. Sabrina has completed Australian state-wide rural health workforce
needs assessments, which supports state-wide workforce solutions. Her aim is
to introduce key Human Resources International ISO Standards into
organisations to realize long-term growth and sustainable practices.
Sabrina's intimate knowledge of ISO standards is an asset for organizations

seeking to improve their outcomes. She is the Chair of Standards Australia Mirror
Board Ageing Societies MB027 and Committee-member of Standards Australia
HRM Board MB009. She was honoured as a 2022 Standards Hero for her expertise
and service to Standards Australia for the benefit of the Australian community.
On international level, Sabrina has been the Australian Head of Delegation for
ISO TC314 Ageing Societies since 2018, where she led the development of ISO
25550:2022 Ageing societies — General requirements and guidelines for an age-
inclusive workforce. Currently, she is the convenor of TC314 Ageing Societies
Metrics, and serves on several other ISO working groups, including HR Metrics,
age-inclusive digital economies, and the working group updating "ISO
30414:2018, HRM — Guidelines for internal and external human capital reporting".
Sabrina also serves as the Eurasia meeting coordinator for the Global Expert
Network HCM Impact, actively promoting ISO 30414 (https://hcm-impact.com/).

Iso 30414

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ISO 30414 STANDARD

GUIDELINES FOR INTERNAL AND EXTERNAL

Global economy is transforming from

The core content of ISO 30414 comprises 58 Human Capital-related metrics,

-7 metrics, i.a. information on workforce -15 metrics, i.a. information on number

01 COMPLIANCE & ETHICS METRICS

1. Number and Type of Grievance Filed

02 COST MANAGEMENT METRICS

1. Total Workforce Costs

03 DIVERSITY & INCLUSION METRICS

1. Gender Diversity Ratio

1. Leadership Trust Ratio

05 ORGANIZATIONAL CULTURE METRICS

06 ORGANIZATIONAL HEALTH, SAFETY AND WELLBEING METRICS

07 WORKFORCE PRODUCTIVITY METRICS

1. Total Training and Development Cost

10 SUCCESSION MANAGEMENT METRICS

1. Succession Effectiveness Rate (Home Grown Leaders)

11 WORKFORCE AVAILABILITY METRICS

03 Companies need smart, effective employees to

Identify measurement opportunities; diagnose HR financial and

Quantify HR department’s contribution to the overall bottom line,

Integrate measurement analytics with action plan through bench-

Accessible and transparent human capital data insights enhances

Stakeholders view intangibles alongside tangibles data to review

0 200 400 600 800

Training: Online via Zoom

Soft Copy of ISO 30414: 2018 (HR Metrics will purchase

Learning contents/duration of both programs is same

HR Metrics is recognized by SHRM USA to offer SHRM-CP or

A Standard is a document that provides requirements, specifications and

02 Who Develops Global Standards?

ISO is a legal association of members of national standards bodies of 162

03 What are ISO Human Resources Standards?

04 What is ISO 30414 Human Capital Disclosure Standard?

ISO 30414, Human resource management – Guidelines for internal and

05 Is ISO 30414 Applicable to Small or Mid-sized Organizations?

Yes. The standard is designed to be implemented by organizations of different

06 What is the duration of the course?

Total 16 hours online training that includes; 14 hours Training on 58 metrics of

07 How many sessions per course?

8 sessions (2 hours each).

What’s the difference between Lead Practitioner ISO 30414

What’s the minimum criteria for passing the exam to get

10 Is the program valid for PDCs?

HR Metrics is recognized by SHRM to offer SHRM-CP or SHRM-SCP professional

How do I know more about our ISO 30414 certification

Margaret Balogun Umer Raza Bhutta Dr. Sitwat Husain,

Dr. Syed Qasim Muhammad Haroon Hashim Khan

Dr. Samina Karim Syed Wasiq Muhammad Waqas Ayesha Sikander

Sadia Jehanzeb Sadia Shah Shams Iqbal Muhammad A. Sanna Fakher

Rizwan Mahmud Muhammad

Mikako Seike Akihiro Uono Shuhei Kambayashi Miho Nagao

Keiichi Miyazawa Kaori Yamanaka Hiroyuki Shibuya

Yamamoto Haruki Yusuke Maruyama Kengo Sasauchi

Japan Japan Japan Japan Japan Japan

Kana Tamori Tomoyuki Ishizuka Takayuki Hayashi Shotaro Takahito Yoshizawa

Kanamaru Yukari Tanabiki Tetsuya Satoshi Oka

Zahid Mubarik is an internationally acclaimed visionary thinker, writer, speaker,