Global HRM standards as boundary objects: a device to enhance legitimacy and status

Purpose In 2016, the International Organization for Standardization (ISO) introduced new standards for human resource management (HRM). The purpose of this paper is to describe and explain the significance that human resource (HR) professionals attribute to global HRM standards, what outcomes they envisage for the profession and organizations, and what influences engagement in the standardization project. Design/methodology/approach The analyses interpret the relationship between standards, professions, and organizations by combining theories of professions with concepts from institutional theory. The study is ethnographic and consists of observations of meetings and interviews with eight participants from the Swedish committee participating in the ISO project. Findings HR professionals consider HRM standards positive for the profession’s legitimacy, status, and development, which are also considered beneficial for organizations. However, difficulties in recruiting participants and organizations to the standardization project may prevent positive exchanges for the profession, and point to a weak interest in HRM issues from the HR professionals themselves. Research limitations/implications The generalizability of the results is somewhat limited due to the small sample size. Nevertheless, the study provides insights into how HR professionals reason about their profession and professionalization. Practical implications Gaining insights into the forthcoming global standards for HRM is important for HR professionals. These standards may be implemented in organizations worldwide and affect how HRM is conducted, and therefore also have a profound effect on the profession. Originality/value The ISO’s targeting of a specific occupation is unique. The paper contributes with the knowledge on how professionals relates to standardization of the given field.