03.100.30 劳动资源管理 标准查询与下载

GSO ISO/TS 24178:2023 人力资源管理 组织文化指标集群

This document describes the elements of organizational culture and provides the formula for comparable measures for internal and external reporting. This document also highlights issues that need to be considered when interpreting the organizational culture data, especially when deciding on appropriate interventions internally and when reporting these to external stakeholders (e.g. regulators, investors).

Human resource management — Organizational culture metrics cluster

GSO ISO/TS 30430:2023 人力资源管理 招聘指标集群

This document describes the elements of recruitment in the recruitment, mobility and turnover cluster. This document provides the formulae for comparable measures for internal and external reporting. This document also highlights issues that need to be considered when interpreting the recruitment data, especially when deciding on the appropriate intervention internally and when reporting these to external stakeholders, such as regulators and investors.

Human resource management — Recruitment metrics cluster

GSO ISO/TS 30425:2023 人力资源管理 劳动力可用性指标集群

This document describes the measurement elements of workforce availability for organizations. This document provides the formula for comparable measures for internal and external reporting. This document also highlights issues that need to be considered when interpreting compliance data, especially when deciding on appropriate interventions internally and when reporting these to external stakeholders (e.g. regulators, investors). This document pertains to the working capacity of the permanent and temporary workforce, and does not consider their existing allocated work, skills or suitability for taking on specific work efforts. These subjects are addressed in ISO 30409.

Human resource management — Workforce availability metrics cluster

GSO ISO/TS 30410:2023 人力资源管理 雇用指标的影响

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.

Human resource management — Impact of hire metric

GSO ISO/TS 30427:2023 人力资源管理 成本指标集群

This document describes the elements of organizational workforce costs. This document provides the formula for comparable measures for internal and external reporting. This document also highlights issues for consideration when interpreting the cost data, especially when deciding on the appropriate intervention internally and when reporting these to external stakeholders (e.g. regulators, investors).

Human resource management — Costs metrics cluster

GSO ISO/TS 30431:2023 人力资源管理 领导力指标集群

This document describes the elements of the leadership metrics cluster. This document provides the formula for comparable measures for internal and external reporting. This document also highlights issues that need to be considered when interpreting the leadership data, especially when deciding on the appropriate intervention internally and when reporting these to external stakeholders (e.g. regulators, investors).

Human resource management — Leadership metrics cluster

GSO ISO/TS 30423:2023 人力资源管理 合规和道德指标集群

This document describes the elements of compliance and ethics. This document provides the formula for comparable measures for internal and external reporting. This document also highlights issues that need to be considered when interpreting the compliance data, especially when deciding on the appropriate intervention internally and when reporting these to external stakeholders (e.g. regulators, investors).

Human resource management — Compliance and ethics metrics cluster

GSO ISO 30415:2023 人力资源管理 多元化和包容性

This document provides guidance on D&I for organizations, including their governance body, leaders, workforce and recognized representatives, and other stakeholders. It is intended to be scalable to the needs of all types of organizations in different sectors, whether in public, private, government or non-governmental organizations (NGO), regardless of size, type, activity, industry or sector, growth phase, external influences and country-specific requirements. This document presents fundamental prerequisites for D&I, associated accountabilities and responsibilities, recommended actions, suggested measures and potential outcomes. It recognizes that each organization is different and that decision makers need to determine the most appropriate approach to embedding D&I in their organization, based on the organization’s context and any disruptive challenges that emerge. This document does not address the specific aspects of relations with labour unions or work councils, or country-specific compliance, legal requirements or litigation.

Human resource management — Diversity and inclusion

ASTM F3330-23 UAS操作员培训和培训手册编制标准规范

1.1 This specification defines the requirements for training and the development of training manuals for the unmanned aircraft systems (UAS) operator. 1.2 The specification addresses the requirements or best practices, or both, for documentation and organization of a professional operator (that is, for compensation and hire) for the purposes of internal training programs and for programs offered to the general public. 1.3 This specification supports professional entities that will receive operator certification by a CAA, and provide standards of practice for selfor third-party audit of operators of UAS. 1.4 The standard case study used to develop this specification focused on operators of light UAS (below 1320 lb/600 kg as defined by EASA), but the specification may be applied to larger aircraft for using other methods of classification (that is, risk based classes and pilot privileges classes). 1.5 Training manuals that do not include all the minimum requirements of this specification may not be referred to as meeting this specification. 1.6 The values stated in inch-pound units are to be regarded as standard. The values given in parentheses are mathematical conversions to SI units that are provided for information only and are not considered standard. 1.7 This standard does not purport to address all of the safety concerns, if any, associated with its use. It is the responsibility of the user of this standard to establish appropriate safety, health, and environmental practices and determine the applicability of regulatory limitations prior to use. 1.8 This international standard was developed in accordance with internationally recognized principles on standardization established in the Decision on Principles for the Development of International Standards, Guides and Recommendations issued by the World Trade Organization Technical Barriers to Trade (TBT) Committee.

Standard Specification for Training and the Development of Training Manuals for the UAS Operator

T/CICE 001-2023 公路养护技术工人职业技能水平 评价

公路养护技术工人职业技能等级评价包括路基路面、桥涵、隧道、交通工程及沿线设施等专业的考核。 公路养护技术工人职业技能水平评价除符合本文件外，尚应符合国家、行业颁布的其他有关标准、规程的规定。

Evaluate of occupational skill level of highway maintenance technical workers

ASTM C1490-14(2023) 无损检测（NDA）人员的选择、培训和资格鉴定标准指南

1.1 This guide contains good practices for the selection, training, qualification, and professional development of personnel performing analysis, calibration, physical measurements, or data review using nondestructive assay equipment, methods, results, or techniques. The guide also covers NDA personnel involved with NDA equipment setup, selection, diagnosis, troubleshooting, or repair. General guidelines for the selection, training, and qualification of NDA auditors are included as well, but at a lower level of detail due to the variability of the personnel’s responsibilities performing this functions. Selection, training, and qualification programs based on this guide are intended to provide assurance that NDA personnel are suitably qualified and experienced personnel (SQEP) to perform their jobs competently. This guide presents a series of options but does not recommend a specific course of action. This standard guide does not address the qualifications per se of an NDA Manager. However, it is expected that the NDA Manager is familiar with NDA techniques, and can make informed decisions on the acceptability of the assay results. If an NDA Manager does not have adequate technical qualifications in the NDA field, they are recommended to undergo training to gain familiarity in this area. An NDA Manager with no relevant NDA experience should have access to a Senior NDA Professional who will give guidance for all technical decisions such as applicability and limitation of methods, reasonableness of results, needed upgrades and advantageous development investments. 1.2 This international standard was developed in accordance with internationally recognized principles on standardization established in the Decision on Principles for the Development of International Standards, Guides and Recommendations issued by the World Trade Organization Technical Barriers to Trade (TBT) Committee.

Standard Guide for the Selection, Training and Qualification of Nondestructive Assay (NDA) Personnel

DB34/T 4348-2022 企业标准总监工作指南

Corporate Standards Director Job Guide

T/PEIAC 020-2022 印刷色彩数字化管理师职业评价规范

       本文件规定了印刷色彩数字化管理师职业评价规范的术语和定义、基本要求、晋级培训要求、评价要求、申报要求、等级设置和各等级工作要求及晋级考试权重要求。        本文件适用于印刷企业从业人员的印刷色彩数字化管理技术职业技能评价。其他相关人员的印刷色彩数字化管理技术职业技能评价可参考使用。

Occupational evaluation of engineers of digital color management in printing process

EN ISO 23133:2022 核临界安全. 运营中的核临界安全培训

This document specifies minimum nuclear criticality safety training requirements for operations staff, operations supervisors, and management. This document is applicable to areas, processes or facilities containing quantities of fissile material for which nuclear criticality safety assessment is required as defined in ISO 1709. This document is not applicable to the transport of fissile materials outside the boundaries of nuclear establishments.

Nuclear criticality safety - Nuclear criticality safety training for operations (ISO 23133:2021)

T/SSIASD 6-2022 社会体育指导员（足球）评价规范

本文件规定了社会体育指导员（足球）评价的申报条件、评价要求和评价内容。 本文件适用于从事或准备从事社会体育指导员（足球）工作的人员。

Specification for social sports instructors （foottball）

T/SSIASD 4-2022 社会体育指导员（羽毛球）评价规范

本文件规定了社会体育指导员（羽毛球）评价的申报条件、评价要求和评价内容。 本文件适用于从事或准备从事社会体育指导员（羽毛球）工作的人员。

Specification for social sports instructors（badminton）

T/SSIASD 02-2022 社会体育指导员（广场舞）评价规范

本文件规定了社会体育指导员（广场舞）评价的申报条件、评价要求和评价内容。 本文件适用于从事或准备从事社会体育指导员（广场舞）工作的人员。

Specification for social sports instructors（Square-Dancing）

T/SSIASD 3-2022 社会体育指导员（篮球）评价规范

本文件规定了社会体育指导员（篮球）评价的申报条件、评价要求和评价内容。 本文件适用于从事或准备从事社会体育指导员（篮球）工作的人员。

Specification for social sports instructors （basketball）

T/SSIASD 2-2022 社会体育指导员（广场舞）评价规范

本文件规定了社会体育指导员（广场舞）评价的申报条件、评价要求和评价内容。 本文件适用于从事或准备从事社会体育指导员（广场舞）工作的人员。

Specification for social sports instructors（Square-Dancing）

ISO 30400:2022 人力资源管理.词汇

This document defines terms used in human resource management standards.

Human resource management — Vocabulary