HR Standards Pioneers Head Up ISO 10018 Certification and HR Standards Audit Practice at ICEE

The introduction of 10 Human Resources standards, and now the new ISO 34014 Human Capital Disclosure Guidelines, are creating a significant opportunity for CEOs and their organizations to take advantage of a formal process for managing engagement across the enterprise to enhance financial performance, the stakeholder experience and address growing pressures on public companies from investors and on ISO-certified companies from new Annex SL People Management standards. 

 

In response to growing pressure from investors, new ISO Annex SL People Management requirements, potential regulatory requirements and increased coverage in the business media of the concept of Enterprise Engagement, the International Center for Enterprise Engagement at TheICEE.org has expanded its services to provide a complete education outreach and advisory service to help organizations and solution-providers profit from this emerging field. 

 

ICEE is managed by Dr. Ron B. McKinley, who is currently Chair of the ISO HR 260 Committee, liaison with the ISO 10018 Working Group, and is Chief Standards Officer and Director of Standards at the Healthcare Management Institute of the University of Texas Medical Branch. The ICEE’s Co-Director is Lee Webster, currently Secretary of ISO HR 260 on Human Resources standards and Director of Standards at the Healthcare Management Institute of the University of Texas Medical Branch. 

 

Activities of ICEE include:

• Management of the ‘Enterprise Engagement in Action’ road show, a crash course on Enterprise Engagement, ISO Annex SL operating systems and ISO 10018 Quality People Management, the only formal education program on the engagement of people formally aligned with ISO standards. The next event is April 3 in San Francisco. Register at TheICEE.org/events.

• The only body that certifies organizations, solution-providers and Enterprise Engagement technology for ISO 10018 certification.

• ISO Human Capital Advisory services to help organizations audit their current Human Capital practices, as well as reporting and disclosures to ensure they can address investor, ISO auditor, or potential regulations in the U.S. and abroad applicable to public companies.

• Human Capital gap analyses based on comparing organizational practices with 10 recently implemented ISO Human Resources practices and on understanding the new ISO 34014 Human Capital reporting guidelines.

• Public speaking and facilitated training events for organizations seeking to become informed on the field or to implement best practices. 

 

Explains Dr. McKinley: “I have spent many years working on the creation of formal Human Capital standards, now it’s time to start helping organizations use them. ICEE has come along at the perfect time—just when CEOs have a pressing need to up their game when it comes to making the most of their Human Capital investments.” Adds Lee Webster: “The time for action is now. CEOs increasingly need to have strategic, systematic and measurable plans to engage all stakeholders and are asking their management teams for more scientific and measurable solutions because of multiple factors.” These include:

• Dozens of independent studies confirming that organizations with a CEO-led strategic and systematic approach to engaging all stakeholders outperform those that don’t. 

• Over $15.7 trillion in investment capital now being directed at public companies with strategic, CEO-led plans to engage all stakeholders; the Engaged Company Stock Index (ECSI) at TheEEA.org has outperformed the S&P 500 by more than 35% over six years, and a JUST Capital Sustainable Investment Fund from Goldman Sachs raised a record $215 million on its first day in July 2018.

• The Securities & Exchange Commission (SEC) is considering a formal petition to require public companies to make formal Human Capital disclosures, including on their efforts to engage all stakeholders, and a U.S. Senator has proposed a law requiring such disclosures of firms with $1 billion in sales or more.

• The International Organization for Standardization (ISO) now requires formal CEO-led people management strategies in 60 standards, including ISO 9001 Quality People Management and ISO 45001 Safety Management. It has created an ISO 10018 standard for Quality People Management and is releasing the first formal standards for the disclosure of Human Capital investments and outcomes in 2019. 

• Top publications, from the Harvard Business Review to Forbes.com are talking about the subject.

• The emerging field of Enterprise Engagement and ISO 10018 Quality People Management standards have the potential to do for engagement what ISO did for Quality Process Management by applying a strategic, proactive, aligned approach to engaging people instead of the current reactive, ad hoc and siloed processes. 

• A recent LinkedIn survey found that ‘Engagement Manager’ is the 7th fastest-growing profession in the U.S., with a median salary of $130,000. 

• A wide gap is emerging between the consulting companies talking about culture and the tactical solution-providers rarely involved in helping to connect culture to behaviors and outcomes.

• ISO standards do not dictate one approach to engaging people other than that it must be strategic, systematic and measurably connect all the dots between key audiences and engagement levers.

• Only 25% of current incentive and recognition programs have a clear ROI. 

 

“Leading investors, pension fund managers, academics and a growing number of organizations now recognize that Human Capital may be one of the least effectively managed resources in their organizations,” says McKinley. “What many organizations lack is a roadmap of how to make the connection between Human Capital investments and positive measurable outcomes. We believe that upon analysis, many organizations will find they can far more effectively manage the return-on-investment of traditional engagement practices, such as engagement surveys, executive coaching, learning, communications, innovation, community, rewards and recognition, and analytics. (see ESM: ‘Effective Practices for Everyone: 9 Human Capital Standards Now Available from ISO.’

 

Webster believes there’s a growing urgency because people increasingly want to invest in and do business with organizations that have a strategic focus on people. “ISO practices not only are proven to improve processes and outcomes,” he notes, “they also mitigate the risk of the loss of valuable talent, customers, distribution partners, or vendors, as well as accidents, product liability and other litigation issues, not to mention corporate reputation.” 

 

For More Information:

Bruce Bolger

914-591-7600, ext. 230

Bolger@TheICEE.org