Hi All, I have to give a presentation on HR Scorecard as a method of performance management. Can anybody please help. Regards Neha Agrawal
From India, Bhubaneswar
From India, Bhubaneswar
Hi Neha,
HR Scorecard has been always one of my favourite topics and I have researched a lot on this.
A suggestion for your presentation. Learn the concept of Balance Scorecard well. Take it from there to HR Scorecard. I too had made a wonderful presentation in my college. I am putting some material which could be really helpful to you. The presentation has both the concepts of Balance Scorecard and HR Scorecard. It also has the TCS integrated Model.
All the best for the presentation.
Regards,
Mallet
:D
From India, Hyderabad
40HR Scorecard has been always one of my favourite topics and I have researched a lot on this.
A suggestion for your presentation. Learn the concept of Balance Scorecard well. Take it from there to HR Scorecard. I too had made a wonderful presentation in my college. I am putting some material which could be really helpful to you. The presentation has both the concepts of Balance Scorecard and HR Scorecard. It also has the TCS integrated Model.
All the best for the presentation.
Regards,
Mallet
:D
From India, Hyderabad
hi mallet thanks a lot can u plz mail me more details on balance scorecard its benifts drawbacks implementation etc as i am doing a project on it. thanks a lot. asp
From India, Gurgaon
From India, Gurgaon
priyanka84. hi, thanks a lot can u mail me the more details on balance score card as i am making a project on it. as soon as possible thanks and regards.
From India, Gurgaon
From India, Gurgaon
Hi,
The HR Scorecard is a really useful tool to measure the level of maturity of any HRD of organizations.I happened to come across a book by T.V Rao on this concept and he has fantabulously explained the concept of HR Scorecard.This tool focuses on 4 perspectives:
1. HRD Systems Maturity
2. HRD Culture
3. HRD Competence
4.Linking business Objectives with HR
1. HRD Systems Maturity: This perspective help us to ensure whether the HR tools and practices are well implemented and are used properly.Its the duty of the HRD to ensure that the tools and practices are linked with the Business Strategy and that it suits the Organizational Structure.
2.HRD Culture: Every orgnanization shopuld follow an OCTAPACE Culture:
O- Openness
C-Collaborative
T-Trustworthiness
A-Authenticity
P-Proactive
A-Affiliative
C-Confrontation
E-Experimentation
3.HRD Competence:
The members of the organization should be competent enough.They should posess the competencies as required by the position to work effectively.The competenies required by each and every individual acan be zeroed in with the help of Competency Mapping.
4. Business Linkages with HR:
This is where most of the HRDs fail.They simply don't link their objectives and practices with that of the organizational objectives/strategies.The changes that occur to the business with respect to its Vision,Mission,Objectives and strategies should also have a direct impact on HR too.Thus the HR should work in alignment with that of the business.
I have just given an overview of the above four perspectives.
I hoope I have done justice on this topic.Your queries/additional information are welcome.
Thanking You,
Alex.
4.
From Kuwait
The HR Scorecard is a really useful tool to measure the level of maturity of any HRD of organizations.I happened to come across a book by T.V Rao on this concept and he has fantabulously explained the concept of HR Scorecard.This tool focuses on 4 perspectives:
1. HRD Systems Maturity
2. HRD Culture
3. HRD Competence
4.Linking business Objectives with HR
1. HRD Systems Maturity: This perspective help us to ensure whether the HR tools and practices are well implemented and are used properly.Its the duty of the HRD to ensure that the tools and practices are linked with the Business Strategy and that it suits the Organizational Structure.
2.HRD Culture: Every orgnanization shopuld follow an OCTAPACE Culture:
O- Openness
C-Collaborative
T-Trustworthiness
A-Authenticity
P-Proactive
A-Affiliative
C-Confrontation
E-Experimentation
3.HRD Competence:
The members of the organization should be competent enough.They should posess the competencies as required by the position to work effectively.The competenies required by each and every individual acan be zeroed in with the help of Competency Mapping.
4. Business Linkages with HR:
This is where most of the HRDs fail.They simply don't link their objectives and practices with that of the organizational objectives/strategies.The changes that occur to the business with respect to its Vision,Mission,Objectives and strategies should also have a direct impact on HR too.Thus the HR should work in alignment with that of the business.
I have just given an overview of the above four perspectives.
I hoope I have done justice on this topic.Your queries/additional information are welcome.
Thanking You,
Alex.
4.
From Kuwait
Hi Mallet,
This is Vaishakh mailing from Bangalore. I was not able to view the ppt, could you plz help me in this regard and could you also help me to connect performance appraisal and balance score card that which can yield result in an effecrtive manner.
With Regards
Vaishkh
From India, Chennai
This is Vaishakh mailing from Bangalore. I was not able to view the ppt, could you plz help me in this regard and could you also help me to connect performance appraisal and balance score card that which can yield result in an effecrtive manner.
With Regards
Vaishkh
From India, Chennai
Hi,
Here is some additional material on the Balanced Scorecard and how it can be applied. There is some specific material for developing a scorecard for a public sector as well as public sector institution.
Bernard Ngosi
Director
The Value Creation Team
Here is some additional material on the Balanced Scorecard and how it can be applied. There is some specific material for developing a scorecard for a public sector as well as public sector institution.
Bernard Ngosi
Director
The Value Creation Team
Dear Mallet!
Thanks to you and your ScoreBoard PPT, i have struk another deal with one of my clients with the ideas and knowledge i have gained from your PPT.
I sincerely thank Miss NEha too for raising this issue.
DO keep in touch guys...
Firasat
Thanks to you and your ScoreBoard PPT, i have struk another deal with one of my clients with the ideas and knowledge i have gained from your PPT.
I sincerely thank Miss NEha too for raising this issue.
DO keep in touch guys...
Firasat
hi
nice to see you that topic of hr score card is being discussed.I am also doing my project on HR scorecard.If any body have previously made presentation on HR scorecard in power point , please mail me at my id
.
I would also love to see any word document if any one has made and some case studies as well.
Best Regards
Rashid
From Pakistan, Islamabad
nice to see you that topic of hr score card is being discussed.I am also doing my project on HR scorecard.If any body have previously made presentation on HR scorecard in power point , please mail me at my id
I would also love to see any word document if any one has made and some case studies as well.
Best Regards
Rashid
From Pakistan, Islamabad
Dear Mallet,
May you provide me details related to HR balance score card.
Presently i am working on it for my company, so wanting some information your your side as u have researched on it.
Kindly provide me your Material & details on ID-
Waiting for your response......
Cheers!
Ashish
Sr.officer
Ispat
May you provide me details related to HR balance score card.
Presently i am working on it for my company, so wanting some information your your side as u have researched on it.
Kindly provide me your Material & details on ID-
Waiting for your response......
Cheers!
Ashish
Sr.officer
Ispat
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