HR Balanced Scorecard - Careerontogenesis

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HR Balanced Scorecard. The balanced HR Scorecard is a set of measures that gives top HR managers a fast but comprehensive view of the business.
HR  Balanced  Scorecard      

The  balanced  HR  Scorecard  is   a  set  of  measures  that  gives   top  HR  managers  a  fast  but   comprehensive  view  of  the   business.    The  purpose  of  a   scorecard  is  to  put  strategy   and  vision  at  the  center  for   establishing  goals  that  can  be   adopted  by  employees.       The  HR  value  proposition  is   the  basis  for  constructing  the   balanced  scorecard.    It  is  the   promise  of  value  to  be   delivered  by  HR,  and  the  belief   from  the  customer  of  the   value  that  will  be  experienced.       The  scorecard  includes  financial  measures  that  tell  the  results  of  actions  already  taken  (lagging   indicators),  and  complements  those  measures  with  operational  measures  on  customer   satisfaction,  internal  processes,  and  HR’s  innovation  and  improvement  activities  (leading   indicators)  –  which  are  the  drivers  of  future  financial  performance.    A  balanced  scorecard  allows   HR  managers  to  look  at  the  business  from  four  important  perspectives:   1. Financial  –How  is  the  firm  regarded  by  all  shareholders?   2. Customer  –  How  is  HR  perceived  by  internal  customers?   3. Internal  Operations  –  What  does  HR  promise  and  deliver  to  customers?    What  does  HR   do  best?   4. Learning  and  Development  –  How  does  HR  continue  to  improve  and  create  value?   Implementing  the  balanced  scorecard  will  require  dedicated  involvement  of  the  senior   managers  who  have  the  most  complete  picture  of  the  company’s  vision  and  priorities.         Kaplan  and  Norton  1992  –  “The  Balanced  Scorecard”