Introduction

Employee engagement is a rapidly developing field of study that is increasingly critical to the effective management of human resources within an organization. This document has been created to provide guidance for those wishing to develop metrics through which desired degrees of engagement can be established, tracked, and monitored. Effective metrics used for employee engagement complement, support and reinforce several other areas of human resource management.

Employee engagement is a result of the experience that a person has at work and how it affects them. The degree of employee engagement influences many organizational measurements such as productivity and performance, absenteeism, accidents, retention rate, and even individual productivity and health. A high degree of employee engagement can positively influence these metrics and conversely a low degree of employee engagement can negatively influence these metrics.’

Thus, employee engagement is part of a holistic system of workplace environment, often referred to as culture. In ISO 30414, employee engagement is included as a sub-set of organizational culture metrics.

Typically, metrics are developed for and used by multiple stakeholders. This document is related to the United Nations Sustainable Development Goal 8, Decent Work and Economic Growth, and is intended to be used by:

— organizational governance bodies and leaders;
— people with HR expertise;
— managers;
— entrepreneurs;
— individuals in the workforce and their representatives;
— professional and trade bodies;
— academics and other professionals interested in employee engagement;
— developers of related standards.

Employee engagement is driven by several factors. An effective system of metrics should be able to inform the relationship between conditions and antecedents and outcomes being observed. Without this linkage, corrective action required to change the outcome cannot be identified.

Additionally, lack of engagement can be related to a part of the work environment that is not in the control of the directly responsible leader or manager. Effective engagement metrics should clearly show related factors that can be linked back to specific accountability.

PD ISO/TS 30438:2024

Human resource management. Employee engagement metrics

Current

Published:

31 Mar 2024