Human capital reporting must be flexible to allow for different types of businesses in different sectors, the Chartered Institute of Personnel and Development (CIPD) warned.
Responding to the Accounting for People Task Force consultation paper, Angela Baron, adviser on organisation and resourcing at the CIPD, said standardised reporting would not work.
"It can't be a one-size-fits all approach. It has to be flexible enough. Thinking that there will be a formula that all companies can use is a myth," she said.
She suggested that indicators would work better if they were sector-based, to allow for differences in businesses.
The CIPD has come up with four broad areas it believes should be measured: acquisition and retention of human capital; management and motivation of human capital; development; and performance; and evaluation.
These areas, Baron said, need to be further broken down and measured.
"But this is where gets hard," she added. "We need more discussion and guidance to work this out."
Baron said most companies already have the data, but the ability to pull it together and interpret it will take some work.
Indicators suggested by the taskforce
● labour-management relations
● health and safety