The document discusses how HR can contribute to an organization's strategic performance. It notes that a 5% improvement in employee attitudes can drive a 1.3% improvement in customer satisfaction, resulting in 0.5% revenue growth. However, HR typically measures elements like hiring times and turnover that fail to address its contribution to business goals. The HR strategic contribution (HR SC) provides a link between HR operations and business targets by clarifying strategy, developing an HR business case, consolidating HR policies, creating a strategic map, identifying HR deliverables, aligning the HR architecture, designing a strategic measurement system, and implementing the strategy.

1. PRIYANKA S
M120017MS

2. “what is HR’s contribution to the organisation’s
strategic performance?”

3.  A 5% point improvement in employee
attitudes
 Drives a 1.3% improvement in customer
satisfaction
 Which will result in a 0.5% improvement in
revenue growth

4.  Help business to determine the value of HR
department.
 Human capital is intangible and difficult to
measure

5.  Typically HR dept measures elements such as
hiring times, turnover rates & workers
compensation related issue
 Fails to address HR departments contribution
to a company’s business goals.
 HR SC provides a link between HR operations
and a company’s business targets

6.  Clarify the business strategy
Employees should know what is their role in
organisation and how to achieve goals

7.  Develop a business case for HR as strategic
asset
HR personnel should be able to explain why
and how HR can support strategy
Consolidate appropriate HR policies

8. Create a strategic map for the firm
Diagram showing link in value chain
?critical strategic goals
?performance drivers of these goals
?how to measure progress
?barriers to achievement of goals
?recognize employee behavior needed
?missing employee competencies
?decide what to change

9.  Identify HR deliverables within the strategy
map
Performance drivers and enablers

10.  Align HR architecture with HR deliverables
Internal alignment & External alignment
Periodically reshaped

11.  Design a strategic measurement system
Choose correct deliverables and correct
measures
Balance between financial and non financial
measures

12.  Implement strategy
Once HR scorecard developed, implement in
correct way.
Requires flexibility and change
Constantly monitored and re defined

13. THANK YOU