Dear Lakshmi Natarajan,
BSC is "Balanced score Card"!! Where did you find space for head count in it? Please check - maybe you typed it wrongly!!!!! Or you probably misunderstood the concept of BSC as such!!!!
BSC gives you a 360Degree perspective. If you see - its not just focused on one area - but on 4 different perspective which links to the vision. That is how we should be strategically aligned when it comes to Financial, Customer, Internal Business Process, & Learning & Growth perspectives which will help teh company achieve its vision.
Please do search for material on BSC in citehr - there are a lot of good materials on it.
When it comes to HR scorecard - you focus on "linking people, strategy and performance"
Balance score card is the main place where you can define and align the goals of the HR scorecard too or any other departmental scorecards too.
You will also get material on HR score card on citehr.
And pls see attachments I borrowed from citehr! (which is relevant to your question).
Please take an effort to search, understand what is existing, and then put up your question. This is helpful for your learning as well as for other's learning!
There does exist great deal of difference betweeen balance score card and hr score card.When you talk about balance score card it focuses on the following perspective :
( A) Financial Perspective
(B) Internal Business Perspective
(c) Customer Perspective
(d) Learning & Groth Perspective
The approach here is top- down , here corporate objectives are defined first and thereafter units, department and individual goal setting is done in line with accomplishment of corporate objective .The concept of BSC is very wide and directed towards accoplishment of pre-defined objectives.Through Pre & Post Excercise strategisers learn that what should be done to achieve point x , this sales goal or how to increase shares value and so on .
The hr score card on the other way does not focus on the financial perpective rather it aims at measuring the sucess and performance of HR policies and programms and it aims highly for the internal process improvement through appropriate feedback mechanism.
Balance Score Card was introduced by Kaplan & David Norton in 1992. BSC translates an organization's vision & strategy into a set of measures built around four perspectives: Financial, Customer, Internal Business Process and Innovation & Learning. BSC will not give you a strategy, but it will inform you quickly if the strategy is not working. BSC helps in aligning the organization's strategic objectives across the organization at all levels
HR Score Card: Linking People, Strategy and Performance. The idea was that an individual's performance improvements would automatically enhance the organization's performance.
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