HR SCORECARDPRIYANKA S

M120017MS

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

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

A significant financial turnaround that reflected and measured HR’s strategic influence:

Help business to determine the value of HR department.

Human capital is intangible and difficult to measure

GOAL

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

REASONS

Clarify the business strategy

Employees should know what is their role in organisation and how to achieve goals

7 step model for using HR as a strategic business asset

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

Create a strategic map for the firmDiagram 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

Identify HR deliverables within the strategy map

Performance drivers and enablers

Align HR architecture with HR deliverables

Internal alignment & External alignment

Periodically reshaped

Design a strategic measurement system

Choose correct deliverables and correct measures

Balance between financial and non financial measures

Implement strategy Once HR scorecard developed, implement in

correct way.Requires flexibility and changeConstantly monitored and re defined

THANK YOU