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  • HR Scorecard

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    RhythmGupta
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    The document outlines an HR scorecard framework that measures human resource department performance across four perspectives: financial, customer, internal processes, and learning and growth. It describes seven steps to implement an HR scorecard, including defining business strategy, identifying HR deliverables, and designing a strategic measurement system. Key aspects include linking HR objectives to overall business goals, defining metrics like employee productivity and satisfaction, and assessing HR functions and capabilities. The scorecard is intended to provide a visual representation of HR's achievements and productivity in supporting organizational goals.

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    Hr Scorecard

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    The document outlines an HR scorecard framework that measures human resource department performance across four perspectives: financial, customer, internal processes, and learning and growth. It describes seven steps to implement an HR scorecard, including defining business strategy, identifying HR deliverables, and designing a strategic measurement system. Key aspects include linking HR objectives to overall business goals, defining metrics like employee productivity and satisfaction, and assessing HR functions and capabilities. The scorecard is intended to provide a visual representation of HR's achievements and productivity in supporting organizational goals.

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    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
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    1K views13 pages

    HR Scorecard

    Uploaded by

    RhythmGupta
    The document outlines an HR scorecard framework that measures human resource department performance across four perspectives: financial, customer, internal processes, and learning and growth. It describes seven steps to implement an HR scorecard, including defining business strategy, identifying HR deliverables, and designing a strategic measurement system. Key aspects include linking HR objectives to overall business goals, defining metrics like employee productivity and satisfaction, and assessing HR functions and capabilities. The scorecard is intended to provide a visual representation of HR's achievements and productivity in supporting organizational goals.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    of 13

    HR Scorecard

    BY:
    Himanshu Saluja
    Rhythm Gupta
    Tushar Punj
    Rishita Sharma
    INTRODUCTION
    An HR scorecard is a visual representation of
    key measures of human resource
    department achievements, productivity and
    other factors important to the organization.
    Comparison with previous data figures
    FACTORS
    COST
    HIRING
    TURNOVER
    ALIGNMENT WITH CORPORATE
    GOALS
    HR Scorecard
    Implementation
    It has seven steps model:
    Clearly defining business strategy
    Building a business case for HR as a
    strategic asset
    Develop HR Architecture
    Identifying HR deliverables within the
    strategy map
    Aligning HR architecture to HR
    deliverables
    Designing the strategic HR measurement
    system
    Implementing management by
    measurement.
    Perspectives of HR
    Scorecard

    The development of an HR
    Scorecard must be done with four
    perspectives in mind as follows:
    A financial perspective
    A customer perspective
    An internal perspective
    A learning perspective
    HR Strategy Map
    Drive Long term
    Shareholder Value

    Enhance ROI of HR Enhance Employee


    Financial Strategic Initiatives Productivity

    Enhance Internal
    Internal Create Positive
    Customer (Employee)
    Customers Work Environment
    Satisfaction

    Apply Excellent Develop Strategic Implement Best Optimize


    HR Internal Recruitment Performance
    Employee Talent Management
    Process Process Management System
    Competencies Practices

    Develop Internal HR Deploy HRIS


    Learning Capabilities
    HR Scorecard

    Strategic Objectives Key Performance Indicators

    Shareholder value
    Drive Long term
    Shareholder Value Shareholder value growth

    ROI of HR Strategic Programs


    Enhance ROI of HR
    Strategic Initiatives
    and Initiatives

    Enhance Employee Profit per Employee


    Productivity Revenue per Employee
    HR Scorecard

    Strategic Objectives Key Performance Indicators

    Create Positive Ranking in Best Place to Work Annual


    Work Environment Survey (conducted by Fortune
    Magazine)
    % of Employee Turn Over

    Enhance Internal Employee Satisfaction Index


    Customer (Employee) Employee stability
    Satisfaction Improved Process cycle times
    HR Scorecard

    Strategic Objectives Key Performance Indicators

    Apply Excellent Average lead time to recruit employees


    Recruitment Process Recruiting cost per employee
    Performance of New Recruits during the
    First Two Years of Employment

    Average Lead Time to Develop Strategic


    Develop Strategic Competencies
    Competencies
    Average Lead Time to Close Strategic
    Competencies Gap
    % of Strategic Competencies Available
    within the Organization
    HR Scorecard

    Strategic Objectives Key Performance Indicators

    Number of Qualified Talents per


    Implement Best Talent
    Strategic Positions
    Management Practices
    Progress of Talent Development Plan
    (actual vs. plan)
    % of Senior Managers who Have Been
    Promoted Internally

    Average Competency Assessment


    Optimize Performance
    Scores
    Management System
    Number of Performance Feedback
    Session Conducted per Year
    HR Scorecard

    Strategic Objectives Key Performance Indicators

    % of HR Employees who Develop


    Develop Internal HR
    Individual Development Plan
    Capabilities
    % of HR Employees who Fully
    Execute Their Individual Development
    Plan

    Progress of HR Portal
    Deploy HRIS System Implementation (actual vs. plan)
    Accuracy Level of HR Database
    HR Scorecard Pros and
    Cons
    Pros:
    Provide a focus
    Show HR contributions
    Identify areas for manageable growth

    Cons:
    Subjectivity
    Inaccuracy
    Interpretation
    Thank You

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