SYNOPSIS

ON
PUTTING HR ON BALANCED
SCORECARD

NAME: SURBHI AGARWAL

REGISTRATION NO. : 891520005

GUIDE’s CREDENTIALS
NAME OF GUIDE: RAJENDER CHAUDHARY

DESIGNATION: MANAGER(HR)

NAME OF ORG. : GAIL (INDIA)LTD.

CONTACT: +91-9873552547

: rc@gail.co.in

SUBMITTED TO
 GUIDE DETAILS

Name - RAJENDER CHAUDHARY

Email id - rc@gail.co.in

Contact no. - 9873552547

Designation - MANAGER(HR)

Org. Address - GAIL (INDIA)LTD.

Education - MA,MBA,LLB,PGDPM,PGDLL

Experience - 20+ IN MANAGERIAL CAPACITY.

 INTRODUCTION

The balance scorecard is a management that maps an organization strategic

objectives into performance metrics in four perspectives i.e.Financial internal
processes,Customers,and Learning and Growth.These perspectives provides
relevant feedback as to how well the strategic plan is executing so that
adjustments cab be made as necessary.
The Hr scorecard is a measurement as well as an evaluation systems
for redefining the role of Hr as a strategic partner.It is based on the balanced
scorecard framework developed by KAPLAN AND NORTON and is set to
revolution the way business perceives Hr.Based on various studies,it can be
concluded that firms with more effective Hr management system consistently
outperform the competition.However evidence that Hr can contribute to a firm
success does not mean it is how effectively contributing to success in business. It
is a manager to make Hr a strategic asset.
Why I choose this topic?
 This topic is related with my subject
 My Guide Mr. Rajender Chaudhary also suggest me for this topic and
benefit, its became also a reason to work with topic.
 The balanced scorecard includes financial measures that tell the results of
actions already taken.

What is the Scope of research?

As i write this balanced scorecard step by step ,the concept itself has been with us
for just over 15 years.Born from a research study conducted in 1990, the balanced
scorecard has since become a critical business tool for thousands of organization
around the globe.In has a balanced scorecard in place. Further evidence of the
ubiquity of the balanced scorecard is provided by The Hackett Group ,which
discovered in 2002 that 96 percent of the nearly 2,000 global companies in
surveyed had either implemented or planned to implement the tool.

What is the Aims & Objective of research?

1. To highlight the importance of Balanced Scorecard as a measurement tool.

2. To find out the need of Balanced Scorecard in today’s competitive environment.

3. To find out how Balanced Scorecard is useful for developing the Human Resource as a
strategic partner.

4. To find out how Balanced Scorecard can be implemented to Human Resource.

Hypothesis:
Strategy is a hypothesis
 The essence of strategy is choosing to perform activities differently from the
competitors so as to provide a unique value proposition . A sustainable strategic
position comes from a system of activities ,each of which reinforces the others.

The balanced scorecard builds a view of strategy based on hypothesis ,as

strategy implies the movement of an organization from its present position to a
desirable but uncertain position.The scorecard enables the strategic hypothesis to
be described as set of cause and effect relationships that are explicit and testable,
and allow identifying the activities that are the drivers (lead indicators) of the
desired outcomes (lag indicators).

Research Methodology
The balanced scorecard methodology builds on some key concepts of previous
management ideas such as TQM(Total Quality management) including customer
defined quality,continuous improvement,employee empowerment and primarily
measurement based management and feedback.

 RESEARCH DESIGN: The research design used for this study is, of the
descriptive type. Descriptive research studies are those studies which are
concerned with describing the characteristics of a particular individual or a
group.

 POPULATION: The total element of the universe from which sample is

selected for the purpose of study is known as population. The population of
my research is the employees of company.

 SAMPLE SIZE: In this research only a few items can be selected form the
population for our study purpose. The items selected constitute what is
technically called a sample. Here out sample size is 40 employees from the
total population to conduct the study.

 DATA COLLECTION: The research is based on primary and secondary data and
the data is collected from various websites, Journals, Magazines, Articles and
 Research Paper.

 The research approach: Survey Method

 The research instrument: Questionnaire Method

 The respondents: Executives, Sr. Executives, Assistant Managers, Managers

and Top Management of various departments.

 QUESTIONNAIRE SCHEDULE: Questions are framed in such a way that the

answers reflect the ideas and thoughts of the respondents with regard to level
of satisfaction of various factors of employee satisfaction. The questionnaire
has total 14 questions and Likert scaling techniques has been used for each
question.

 5.  Strongly Disagree

 4. Disagree

 3. Neutral

 2. Agree

 Strongly Agree

Employee Job Satisfaction: Sample (14 Question)

Please take a few minutes to tell us about your job and how the organization assists
 you.

Strongly Somewhat Neither Strongly

Disagree Disagree Agree Agree
nor
Disagree

I feel encouraged to come up with new and better ways of

doing things.

My work gives me a feeling of personal accomplishment.

I have the tools and resources to do my job well.

On my job, I have clearly defined quality goals.

My job makes good use of my skills and abilities.

Senior managers visibly demonstrate a commitment to

quality.

How satisfied are you with your involvement in decisions

that affect your work?
Considering everything, how satisfied are you with your
job?

How satisfied are you with the information you receive

from management on what’s going on in the company?

How satisfied are you with your opportunity to get a better

job in this company?

Strongly Disagre Neither Agree Agre Strongly

Disagree e nor Disagree e Agree

The company clearly communicates its

goals and strategies to me.

I receive adequate opportunity to interact

with other employees on a formal level.

I have a clear path for career

advancement.

My job requirements are clear.