1. PRESTIGE INSTITUTE OF MANAGEMENT,
GWALIOR
PRESENTATION ON
Presented to: Presented by:
Dr. Garima Mathur Pallavi Tiwari
Rohit Kumar
Jyoti
2. HRD Scorecard
The HR Scorecard is a strategic HR measurement
system that will help you measure, manage and
improve the strategic role of your HR department.
The HR scorecard is a method for Human Resources to
position itself as a strategic planning partner with line
managers and executives within an organization.
3. History
Most HR scorecards are developed based on the work
of Robert Kaplan and David Norton, who built upon
the original “Balanced scorecard" theories of Art
Schneiderman. Kaplan and Norton wrote a couple of
papers in the early 1900s on the subject, followed by a
book in 1996 called "The Balanced Scorecard."
4. Process
"The HR Scorecard," recommends a four-step process
that includes identifying the critical deliverables
for human resources, identifying human resource
customers, defining HR activities that provide
deliverables like high-talent staffing or employee-
retention initiatives, and conducting cost-benefit
analyses of deliverable-providing activities.
5. Perspectives…..
The HR Scorecard is a really useful tool to measure the
level of maturity of any HRD of organizations. This tool
focuses on 4 perspectives:
1. HRD Systems Maturity
2. HRD Competence
3. Linking business Objectives with HR
4. HRD Culture
6. HRD Culture
Every organization should follow an OCTAPACE Culture:
O- Openness
C-Collaborative
T-Trustworthiness
A-Authenticity
P-Proactive
A- Affiliative
C-Confrontation
E-Experimentation
8. A sample score card for hospital is given below.
HRD SCORECARD
HRD
Systems and
Strategies
HRD
Competencies
HRD culture
and Values
HRD Impact Overall HRD
Maturity
grading
B D C* D BDCD
Name of the Organization Hospital
Editor's Notes
The score card indicates that the hospital has good HR systems and good culture but lacks competent staff at present and HR is not delivering results. The CEO of the hospital therefore should focus on aligning HR with hospital goals more intensely by recruiting or enhancing the competencies and learning orientation of the hospital staff. The score card gives in details what systems are good, whose competencies are good or weak (HR staff, Doctors and nurses, hospital management etc.), what impact is missing (intellectual capital or talent or financial impact etc.)