The document discusses the implementation of a scorecard for evaluating worker performance and aligning human resources strategically with organizational goals. It outlines key metrics such as cost per hire and turnover rates, highlighting the importance of defining HR deliverables and conducting cost-benefit analyses. Additionally, it explores the use of balanced scorecards in various sectors to improve performance by linking organizational vision to individual performance and operational goals.

1. SCORE CARD

2. To measure the company’s Worker’s performance A method for Human Resources to position itself as a strategic planning partners with line managers and executives in the organization Navigator to competitive success Balanced Scoreboard will help you evaluate performance of HR managers and find solutions to problems The Functions of Score Card: INTRODUCTION

3. Cost per hire Turnover cost Turnover rate Time to fill Length of employment Training and development Salaries, compensation and Bonuses Cost effectiveness INTRODUCTION Analyzing Scorecard helps by giving answers to:

4. Define HR activities that provide the critical deliverables (such as high-talent staffing or a retention initiative) How to Implement Score Card: Identify the critical deliverables for Human Resources Identify HR's customers (for the deliverables) Conduct a cost-benefit analyses of activities that provide deliverables. 1 2 3 4

5. Looking for ways to measure performance in the organisation of the future E.g. KPI (Key Performance Indicator) Help companies translate and implement strategy E.g. Operational scorecard to manage performance How’s Scorecard Conduct? Potential to develop it into a strategic management system, its next development, which added most values to organizations E.g. Number of activities per function

6. Alerting managers to areas where performance deviates from expectations, they can be encouraged to focus their attention on these areas, and hopefully as a result trigger improved performance within the part of the organization they lead Translating the vision into operational goals How’s Scorecard Conduct? Communicating the vision and link it to individual performance Business planning; index setting Feedback and learning

7. Examples of How Balanced Scorecards are Used in FINANCE

9. Examples of How Balanced Scorecards are Used in GOVERNMENT

11. Examples of How Balanced Scorecards are Used in HOSPITAL

13. Credit Card Company Balanced Score Card Example

14. Regional Airline Balanced Score Card Example

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