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HRD SCORECARD & BALANCED SCORECARD Presented By :
Topics Under Study ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
What is HR’s Challenge  ? Cultural change (metamorphosis)   Human Capital of Human Resources   Management Human  Resources Personnel Management Personnel  Administration To Provide Greater Value
Emerging HR Roles
Business Partner ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Change Agent ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Leader ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
THE EVOLUTION OF HR FROM PROFESSIONAL TO STRATEGIC PARTNER ,[object Object],[object Object],[object Object],[object Object],[object Object]
What is HR Scorecard ,[object Object],[object Object]
Benefits Of The HR Scorecard ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],Tangible Versus Intangible Assets
HR’s Strategic Architecture 3 dimension “value chain” THE HR FUNCTION HR professionals with strategic competencies THE HR SYSTEM High-performance, strategically aligned policies and practices EMPLOYEE BEHAVIOURS Strategically focused competencies, motivations, and associated behaviours
The Laws of Systems Thinking  Peter M. Senge ,[object Object],[object Object],[object Object],[object Object],[object Object]
Clarifying and Measuring HR’s Strategic Influence ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Strategy Map Firm Performance Balanced Performance Measurement Knowledge Management System HR Strategic Alignment Employee Strategic Focus Strategy Implementation
Alignment of HR Architecture with HR Deliverables ,[object Object],[object Object],Senior staff employment stability R&D cycle time Focus of HR System Alignment HR Deliverable (enabler) Single Performance Driver
Creating An HR Scorecard ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Creating An HR Scorecard Contd… ,[object Object],ROI Strategic Focus (empty set) HR “doables” driven entirely by cost control HR deliverables disciplined by attention to both benefit and costs Undisciplined attention to value creation that misjudges benefits and / or ignores efficiency
Creating An HR Scorecard Contd… ,[object Object],[object Object],[object Object],[object Object],[object Object]
Re- Check ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Benefits  Estimates : good Cost Estimates:good Calculations : NPV Frequency : Regular Benefits Estimates : Intuition Cost Estimates : Good Calculations : Payback, breakeven Frequency : Irregular Benefits Estimates : Intuition Cost Estimates : Intuition Calculations : None Frequency : Never Cost Benefit Analysis Decisions
Principles of Good Measurement ,[object Object],[object Object],[object Object],[object Object]
Competencies For HR Professionals ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
The STRATEGIC PERFORMANCE MANAGEMENT Competencies Include : ,[object Object],[object Object],[object Object],[object Object]
Five Core Competencies ,[object Object],[object Object],[object Object],[object Object]
Guidelines for Implementing an HR Scorecard ,[object Object],[object Object],[object Object],[object Object]
[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],Seven Keys & Processes for Making Change….
4 Critical Dimensions ,[object Object],[object Object],[object Object],[object Object]
HRD Systems Maturity ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
HRD COMPETENCIES IN THE CORPORATION : ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
HRD CULTURE AND VALUES   ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Evolution of Balanced Scorecard ,[object Object],[object Object],[object Object],[object Object]
Balanced Scorecard ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Four Key Areas : By Kaplan & Norton ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Four Key Areas : By Kaplan & Norton ,[object Object],[object Object],[object Object],[object Object]
Four Key Areas : By Kaplan & Norton ,[object Object],[object Object],[object Object],[object Object]
BSC APPROACH TO HRM
Key Performance Indicators ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Developing A Balanced Scorecard ,[object Object],[object Object],[object Object],[object Object],[object Object]
Developing A Balanced Scorecard ,[object Object],[object Object],[object Object]
Developing A Balanced Scorecard ,[object Object],[object Object],[object Object]
Developing A Balanced Scorecard ,[object Object]
Developing A Balanced Scorecard ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Developing A Balanced Scorecard ,[object Object],[object Object],[object Object],[object Object]
[object Object],[object Object],A Final Glance….
A Final Glance…. ,[object Object],[object Object]
In Short… ,[object Object],[object Object],[object Object],[object Object]
Conclusion ,[object Object]
Thank You

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20678074 Hrd Scorecardgroup I

  • 1. HRD SCORECARD & BALANCED SCORECARD Presented By :
  • 2.
  • 3. What is HR’s Challenge ? Cultural change (metamorphosis) Human Capital of Human Resources Management Human Resources Personnel Management Personnel Administration To Provide Greater Value
  • 5.
  • 6.
  • 7.
  • 8.
  • 9.
  • 10.
  • 11.
  • 12. HR’s Strategic Architecture 3 dimension “value chain” THE HR FUNCTION HR professionals with strategic competencies THE HR SYSTEM High-performance, strategically aligned policies and practices EMPLOYEE BEHAVIOURS Strategically focused competencies, motivations, and associated behaviours
  • 13.
  • 14.
  • 15. Strategy Map Firm Performance Balanced Performance Measurement Knowledge Management System HR Strategic Alignment Employee Strategic Focus Strategy Implementation
  • 16.
  • 17.
  • 18.
  • 19.
  • 20.
  • 21. Benefits Estimates : good Cost Estimates:good Calculations : NPV Frequency : Regular Benefits Estimates : Intuition Cost Estimates : Good Calculations : Payback, breakeven Frequency : Irregular Benefits Estimates : Intuition Cost Estimates : Intuition Calculations : None Frequency : Never Cost Benefit Analysis Decisions
  • 22.
  • 23.
  • 24.
  • 25.
  • 26.
  • 27.
  • 28.
  • 29.
  • 30.
  • 31.
  • 32.
  • 33.
  • 34.
  • 35.
  • 36.
  • 38.
  • 39.
  • 40.
  • 41.
  • 42.
  • 43.
  • 44.
  • 45.
  • 46.
  • 47.
  • 48.