This factsheet explains what British and International standards in HR are and why they matter. It introduces the British and International HR standards already published or under development and outlines the CIPD involvement in their development.
Whether or not organisations have a dedicated HR team, they will at some point need guidance on ethical and effective human resource management practice in areas such as workforce planning, recruitment, inclusion and diversity, learning and development, and human capital reporting. British and International standards provide such guidance. International experts develop them, in collaboration with key stakeholders. These standards advocate responsible people management practices and support the organisations that adopt them to improve their organisational resilience and sustainability.
This factsheet was last updated by Heather Bond: Standards Adviser, CIPD
CIPD Trust
Tackling barriers to work today whilst creating inclusive workplaces of tomorrow.
Bullying
and harassment
Discover our practice guidance and recommendations to tackle bullying and harassment in the workplace.
Related content
An exploration of how generative AI tools like ChatGPT can be used effectively to support human resource management
Researchers investigate the daily obstacles faced by HR practitioners when trying to work proactively rather than reactively
Understand the principles of shared services, how they work, and the benefits they can bring to an organisation
Insight into how global issues are impacting people professionals in the UK, Ireland, Asia-Pacific, MENA and Canada
Learn about the SWOT framework, the process of a SWOT analysis, and its advantages and disadvantages
Discover what PESTLE means, how it influences your organisation, plus a downloadable template
Learn about embedding employer-supported volunteering in your organisation, different types of opportunities and why it matters
Learn how to measure sickness absence, the main components of an absence policy, and how to address short- and long-term absence in an organisation.