ISO/TS 30410:2018 pdf download – Human resource management — Impact of hire metric.
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. ISO 30400, Human resource management — Vocabulary
5.4.2 Intended user(s) This metric is intended to be used to track how critical positions effectively contribute to the achievement of specific strategic organizational goals relating to performance and maximizing value. Each organization should establish specific objectives for quantifying the impact of critical positions, including relevant risk and opportunity parameters, and the percentage share that the identified critical positions contribute to total business value. 5.4.3 Contextual factors Contextual factors vary according to size, type, sector and growth phase of individual organizations. In organizational contexts, critical positions might involve competitive factors for organizational sustainability, which can include commercially sensitive data. 6 Impact of performance variation of critical position holders on business value 6.1? ? Definition This metric identifies how the performance variation of critical position holders affects the annualized total business value. 6.2 Purpose Organizations that have determined their critical positions may use this impact of performance variation metric to measure individual critical position holder effectiveness against the expectations and target performance rating (T) of the critical position.
7.4.2 Intended user(s) This metric is intended to be used by organizations to focus on the risk to business value of unfilled critical positions and the need to develop a pipeline of critical position talent to mitigate the risk, and to measure the average time and costs of replacement. 7.4.3 Contextual factors Workforce segmentation based on the criticality to the business is particularly important when the individual’s or team’s departure may severely impact business continuity with immediate consequences on the organization’s objectives (e.g. core operations, financial viability or reputation). If a critical position requires specialized knowledge, skills, abilities and other factors, and the same are in short supply, organizations need to develop a talent pipeline internally instead of relying on finding talent externally.