ISO/TS 30425 pdf free download
ISO/TS 30425-2021 pdf free download.Human resource management – Workforce availability metrics cluster.”
6 Contingent workforce
6.1 General
Globally, the use of contingent and temporary workforces is increasing due to improving technology, a remote workforce, the gig economy and the need for organisations to Improve flexibility and agility.
6.2 Purpose
The purpose of measuring contingent workiorce is to gain an understanding of the effort and working hours produced by this labour source. This understanding of effort and working hours can then be compared and analysed as described in 6A.
6.3 Formula
The calculation of the contingent workforce, the temporary workforce or both should align with the financial year. the annual budgeting cycle or both. The point in time for calculation is at the end of each defined measurement period, for example the end of month one, the end of quarter two or end-of- year totals. If for any reason the organization decides on another measurement point, utilization of the preferred measurement point should be consistent and articulated.
Once established, the reporting should include a comparison of previous periods with the current period and of past years with the current year. Three-to-five years is a typical comparison period. This measurement period will allow trends to be established and further allow an organization to better manage expectations and outcomes by establishing targets for future comparison. A further comparison of actual hcadcount with budgctcd hcadcount adds to thc depth of understanding of contingent workforce for managers, executives, the board and other relevant stakeholders.
Total contingent workforce is the sum of all workiorce as described in ISO 30414:2018.4.7.12.3.
Total temporary workforce is the breakdown of all workforce as described in ISO 30414:2018,4.7.12.3 b) and Table 4.
Depending on the size and complexity of the organization, Table 4 can be further expanded to include subsets, e.g. by department, service line, location or capability.
7 Absenteeism
7.1 General
Absenteeism is important to measure as it impacts the overall ability of an organisation to deliver outputs and productivity levels on a day-to-day basis.
7.2 Purpose
This metric displays the percentage of available working days that employees are unavailable. Employees can be absent from work because of sickness, injury, medical problems, personal issues, strikes or job dissatisfaction. These absences can be avoidable or unavoidable. Vacation, statutory holidays and authorized leave are not part of the absenteeism rate calculation.
7.3 Formula
The calculation of absenteeism should align with the financial year, the annual budgeting cycle or both. The point in time for calculation is at the end of each defined measurement period, for example the end of month one, the end of quarter two or end-of-year totals. If for any reason the organization decides on another measurement point, utilization of the preferred measurement point should be consistent and articulated.
Once established, the reporting should include a comparison of previous periods with the current period and of past years with the current year. Three-to-five years is a typical comparison period. This measurement period will allow trends to be established and further allow an organization to better manage expectations and outcomes by establishing targets for future comparison. A further comparison of actual absenteeism with budgeted absenteeism adds to the depth of understanding of absenteeism for managers, executives, the board and other relevant stakeholders.ISO/TS 30425 pdf download.
