BS 76000:2015

Foreword
0 Introduction
1 Scope
2 Normative references
3 Terms and definitions
4 Context of the organization
5 Leadership
6 Planning
7 Support
8 Operation
9 Performance evaluation
10 Improvement
Annexes
Annex A (informative) - Determining the scope of the
        management system for valuing people
Annex B (informative) - Documented information
Annex C (informative) - Performance evaluation
Bibliography

Describes high-level, strategic requirements for a management system for valuing people to enable an organization to manage and develop its people, and realize and manage their actual and potential value, such that the organization is sensitive to its environment, manages related risks, and improves its people strategy and performance.

This British Standard specifies high-level, strategic requirements for a management system for valuing people to enable an organization to manage and develop its people, and realize and manage their actual and potential value, such that the organization is sensitive to its environment, manages related risks, and improves its people strategy and performance. NOTE1 This standard does not require the creation of an entirely new management system for valuing people within an organization. Its requirements are applicable to elements of other strategies, processes and systems relating to the governance, deployment and development of people. NOTE2 The concept of “organization” includes, but is not limited to, a small/micro and medium business, company, corporation, firm, enterprise, authority, partnership, charity or institution, or part or combination thereof, whether incorporated or not, public or private. This British Standard is applicable to any organization that wishes to: establish a strategic management system to plan, improve and realize the intrinsic value of people under its control; and implement, maintain, review and continually improve a strategic management system that addresses the organizational value of people. The requirements of this standard are generic and are intended to be applicable to all organizations (or parts thereof), regardless of type, size, nature and complexity of business, and whether in the public, private or voluntary sector. The extent of the application of these requirements depends on such factors as the organization\'s strategic policies addressing the value of people, the nature of its activities and the risks and complexity of its operations. The standard recognizes that each organization is different and that decision-makers need to determine the most appropriate approach according to their organization\'s context. This standard does not specify performance criteria or prescribe operational processes or procedures, such as employee recruitment, performance management or sickness absence, nor does it define what constitutes “good” people management and development.