One of the ISO’s aims in mandating that all ISO management system Standards conformed to the 10 clause structure set out in Annex SL Appendix 3 was to make the integration of management systems easier. Having worked on a number of integrated management system involving ISO 9001:2015, ISO 14001:2015 and ISO 45001:2018 I know that this has worked. I have developed integrated management systems in the past but it was usually difficult and the results were not always satisfactory – this is not the case with the Standards using the 10 clauses.

Hastam has had an Integrated Management System (IMS) for some time and we revised it when ISO DIS 45001 was published. Our IMS covered quality, environment and health and safety but not our human resources management, which had separate procedures. We found this unsatisfactory so we looked for a way of including HR in our IMS.

We found the answer in BS 76000:2015 Human resource – Valuing people – Management system – Requirements and guidance. This standard uses the ISO mandated 10 clause structure and, crucially, the Scope clause includes the statement

This standard does not require the creation of an entirely new management system for valuing people within an organization.

Incorporating HR issues into the existing IMS proved relatively straightforward. For example, only a few of the 28 definitions in BS 76000 were different from, or additional to, definitions already used in our IMS. The main change arising from the definitions clause was the special treatment of value and measurement in BS 76000.

In the ISO Standards, value is not a defined term, although it occurs in a number of definitions, including measurement which is a process to determine a value. In BS 76000, value is defined as merit and worth of people due to their unique knowledge, skills and ability. BS 76000 uses this ISO definition of measurement but there is a long note that illustrates how measurement in BS 76000 differs from measurement in the other Standards. In full, the note is

The value that people bring to an organization is both tangible and intangible. Measurement is taken to include systematic processes of assessment and evaluation that utilize both qualitative and quantitative forms of data to take into account the value that is contributed by people over a longer time frame and in a more diffused way than is assumed with the measurement of any directly quantifiable monetary value, transactional utility or return on investment.

There are other useful definition in BS 76000 including the following

values principles, ethics or rules applied to make moral judgement and consequently people’s standards of behaviour and attitudes

valuing recognition of value which may be determined both objectively through a process and subjectively

organizational culture values, norms and behaviours that are encouraged and expected from members of the organization that affect how people conduct themselves and relate with each other and the wider community.

In practice, because the BS 76000 clauses 4 to 10 are based on the Appendix 3 clauses 4 to 10 our existing IMS already met the BS 76000 requirements. However, BS 76000 includes 7 figures and it is not clear whether these are additional requirements. Figure 6, for example, is Evaluating the operation of the system and it uses marketing terminology such as employer brand, employee value proposition and external value proposition. For the purposes of our revised IMS we assumed that these figures were intended to provide additional insights and guidance and that they were not imposing additional requirements. This obviously made integration a lot easier.

In addition to the figures in BS 76000, there are boxes to give useful guidance on, and examples of, the implementation of the requirements. This guidance does help but there was another people-related Standard we found provided further guidance and this Standard, BS ISO 27500:2016 The human-centred organization – Rationale and general principles, is the subject of my next post.

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