One of the key goals of the CXR Foundation is to put together some real work on universal standards. The new SEC Guidelines on Human Capital may just be the perfect opportunity to develop those standards or guidelines around the collection, reporting, guidelines/standards, etc. in this area. The time for real work on universal standards on some of this is long overdue. So what do these guidelines mean…
The SEC just announced guidelines effective November 9 for publicly traded companies to disclose various human capital details starting with their next quarterly or annual financial releases. Even if you’re not publicly traded, I’d recommend that you pay attention here – there’s some opportunity to get in front of this and be a leader in this space AND the attraction and brand space among your competitors.
The SEC just mandated human capital disclosure: What does this mean for you?
Here’s an excerpt from the article from a recent Chief Learning Officer piece: “The 10 metrics for all-sized organizations include total workforce cost, human capital ROI, EBIT per employee, turnover rate, total development and training cost, and percentage of employees who have completed compliance training, among others. The 13 additional metrics for larger organizations include diversity by age, gender and disability, leadership diversity, leadership trust, time to fill vacant positions and time to fill critical vacant positions, and percentage of positions filled internally and percentage of critical positions filled internally. ISO also recommends other metrics for L&D which could be disclosed publicly, such as percentage of employees who receive training, percentage of leaders who receive training, percentage of leaders who receive leadership development and average hours of training per year.”
About 1/2 way thru the article you’ll see what TA will now need to disclose. Read the article, pass it on to your Talent Management counterpart and up to your CHRO. You’ll be glad you did.
