JSA-S1001:2019

ヒューマンリソース
マネジメント－ 従業員満足 －組織における行動規範のための指針
2019年3月25日 発行
ICS 03.040, 03.100.01, 03.100.30

ᄌǽǽǽጤJSA-S 1001：2019目 次ページ

序文 ··································································································································· 10.1

一般 ···························································································································· 10.2

従業員満足と企業収益との関係························································································· 11

適用範囲························································································································· 12

用語及び定義 ··················································································································· 2

3

ESO の基本要素 ··············································································································· 33.1

一般 ···························································································································· 33.2

組織及びリーダーの考えに共感していること ······································································· 33.3

自分のやりたい仕事がやれていること ················································································ 33.4

自分の成長及び貢献が認められていること ·········································································· 33.5

良好な人間関係が築けていること······················································································ 33.6

仕事と生活とが両立していること······················································································ 33.7

心身ともに健やかで生き生きとしていること ······································································· 34

規範の運用の仕組み ·········································································································· 35計画······························································································································· 35.1

規範の目標の設定 ·········································································································· 35.2

情報の収集及び評価 ······································································································· 3

5.3

利害関係者からの情報の入手及び評価 ················································································ 45.4

規範の作成 ··················································································································· 45.5

パフォーマンス指標の設定 ······························································································ 45.6

規範の実施，評価及び改善のための手順の作成 ···································································· 45.7

コミュニケーション方法の決定························································································· 45.8

必要な経営資源の決定 ···································································································· 46実施······························································································································· 57

評価及び改善 ··················································································································· 57.1

情報の収集 ··················································································································· 57.2

パフォーマンスの評価 ···································································································· 57.3

従業員満足度調査 ·········································································································· 57.4

規範及び規範の運用の仕組みのレビュー ············································································· 57.5

継続的改善 ··················································································································· 6

解 説 ································································································································ 7（1）
著作権法により無断での複製，転載等は禁止されております。

JSA-S 1001：2019

まえがき
この規格は，株式会社ディスコが実施した JSA 規格開発プロジェクト（従業員満足規格フォーラム）の成果である“ヒューマンリソースマネジメント－従業員満足－組織における行動規範のための指針（案）”について，JSA 規格制度に基づいて，日本規格協会に設置した規格審議委員会による作成過程等の確認を経て，2019 年 3 月 25 日付で発行した日本規格協会規格（JSA 規格）である。
この JSA 規格は，日本規格協会が著作権をもつ，著作権法で保護対象となっている著作物である。
この JSA 規格の一部が，特許権，出願公開後の特許出願又は実用新案権に抵触する可能性があることを注意喚起する。日本規格協会は，このような特許権，出願公開後の特許出願及び実用新案権に関わる確認について，責任はもたない。
この JSA 規格の情報を用いて利用者が行う一切の行為について，また，当該行為に起因して利用者に生じた損害について，日本規格協会は責任をもたない。
この JSA 規格は，発行の日から 5 年を経過する日までに見直しを行う。見直しの結果によって，改正又は廃止することがある。また，この JSA 規格が将来，JIS 又は国際規格として発行された場合，又はこれらの規格に取り込まれた場合には，この JSA 規格は廃止する。

（2）
著作権法により無断での複製，転載等は禁止されております。

JSA 規格

JSA-S 1001：2019

ヒューマンリソースマネジメント－従業員満足－
組織における行動規範のための指針
Human resource management-Employee satisfactionGuidelines for codes of conduct for organizations
序文
0.1

一般

組織は，人の集合体であり，従業員一人ひとりが高いパフォーマンスを発揮し続けることが組織経営には不可欠である。しかし，常に全力を出し切ることを求めるだけでは持続的なパフォーマンス向上は望めない。組織は，従業員が燃え尽きることなく，最高の活力で働き続けることができるよう，働きがい，働きやすさ及び健康をバランス良く高めることが必要である。
この規格は，従業員の働きがい，働きやすさ及び健康を重視することを従業員満足志向（EmployeeSatisfaction Oriented:ESO）と称し，ESO に基づく組織経営のための指針を示す。
0.2

従業員満足と企業収益との関係“企業”という組織の形態において，従業員満足の向上は，図 1 に示すように，従業員のパフォーマン
ス向上のみならず，離職率の低減及び優秀な人材の確保をもたらし，ひいては，製品／サービスの質の向上，顧客満足の向上及び企業収益の向上につながると考えられる。
さらに，企業は，得た収益を従業員の働きがい，働きやすさ及び健康につながる取組みに投資することで，従業員満足及び企業収益の向上の好循環を生み出すことが可能になる。

従業員満足の向上

従業員のパフォー
マンス向上
離職率の低減・優秀な人材の確保

製品／サービスの顧客満足

企業収益質の向上の向上の向上

従業員の働きがい，働きやすさ及び健康につながる取組みへの投資

図 1－従業員満足と企業収益との関係
1

適用範囲
この規格は，従業員満足に関する行動規範のうち，主として従業員の自己実現及び従業員間の信頼関係の向上に配慮することによって，従業員が働きがい，働きやすさ及び健康を享受できる組織を志向する経営に資する行動規範の計画，実施，評価及び改善のための指針を示す。

著作権法により無断での複製，転載等は禁止されております。