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HR Scorecard

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HR Scorecard

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HR Scorecard

  1. 1. HR ScorecardHR Scorecard Dr. G C Mohanta, BE(Mech), MSc(Engg), MBA, PhD(Mgt) Professor Al-Qurmoshi Institute of Business Management, Hyderabad - 500005
  2. 2. HR Scorecard Measures HR Deliverables and objectives Quantitatively demonstrate HR’s contribution to firm’s financial results and profitability Measure the degree of alignment between business strategy and HR deliverables HR Scorecard links the things people do with the strategy of the firm.
  3. 3. Development of HR Scorecard The development of an HR Scorecard must be done with four perspectives in mind as follows: A financial perspective to address strategies that satisfy customers A customer perspective that asks what customer want An internal perspective that addresses the stated desires of customers and designs processes consistent with those desire learning perspective that taken into account . HR employees can implement steps to align HR goals with the overall company mission, vision and business objectives.
  4. 4. HR Scorecard Implementation It has seven steps model: Clarify the business strategy Develop HR Architecture Create a strategy map of the firm Business Indicators Results Identify HR Deliverables in the map Align HR Architecture with HR Deliverables Design HR Scorecard Execute/Implement
  5. 5. HR Architecture The HR function (services) The HR management system Supporting policies and practices such as  Create links between promotions and competencies  Provide skills training  Attract and retain high performers Strategic Employee Behaviours
  6. 6. Drive Long term Shareholder Value Enhance ROI of HR Strategic Initiatives Develop Internal HR Capabilities Develop Strategic Employee Competencies Deploy HRIS System HR Strategy MapHR Strategy Map Financial Internal Customers HR Internal Process Learning Create Positive Work Environment Enhance “Internal Customer” (Employee) Satisfaction Enhance Employee Productivity Apply Excellent Recruitment Process Optimize Performance Management System Implement Best Talent Management Practices
  7. 7. Drive Long term Shareholder Value HR ScorecardHR Scorecard Strategic ObjectivesStrategic Objectives Key Performance IndicatorsKey Performance Indicators • Shareholder value • Shareholder value growth • ROI of HR Strategic Programs and Initiatives Enhance ROI of HR Strategic Initiatives Enhance Employee Productivity • Profit per Employee • Revenue per Employee
  8. 8. HR ScorecardHR Scorecard Strategic ObjectivesStrategic Objectives Key Performance IndicatorsKey Performance Indicators • Ranking in “Best Place to Work Annual Survey” (conducted by Fortune Magazine) • % of Employee Turn Over • Employee Satisfaction Index • Employee stability • Improved Process cycle times Create Positive Work Environment Enhance “Internal Customer” (Employee) Satisfaction
  9. 9. HR ScorecardHR Scorecard Strategic ObjectivesStrategic Objectives Key Performance IndicatorsKey Performance Indicators Develop Strategic Competencies Apply Excellent Recruitment Process • Average lead time to recruit employees • Recruiting cost per employee • Performance of New Recruits during the First Two Years of Employment • Average Lead Time to Develop Strategic Competencies • Average Lead Time to Close Strategic Competencies Gap • % of Strategic Competencies Available within the Organization
  10. 10. HR ScorecardHR Scorecard Strategic ObjectivesStrategic Objectives Key Performance IndicatorsKey Performance Indicators Optimize Performance Management System Implement Best Talent Management Practices • Number of Qualified Talents per Strategic Positions • Progress of Talent Development Plan (actual vs. plan) • % of Senior Managers who Have Been Promoted Internally • Average Competency Assessment Scores • Number of Performance Feedback Session Conducted per Year
  11. 11. HR ScorecardHR Scorecard Strategic ObjectivesStrategic Objectives Key Performance IndicatorsKey Performance Indicators Develop Internal HR Capabilities Deploy HRIS System • % of HR Employees who Develop Individual Development Plan • % of HR Employees who Fully Execute Their Individual Development Plan • Progress of HR Portal Implementation (actual vs. plan) • Accuracy Level of HR Database

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