Hi All,
I have read a lot about the HR Scorecard in forums and books, but I have yet to come across a template or a working version of an HR scorecard. I would greatly appreciate it if someone could share a template of the HR scorecard.
Regards,
Anurag
From United States
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11I have read a lot about the HR Scorecard in forums and books, but I have yet to come across a template or a working version of an HR scorecard. I would greatly appreciate it if someone could share a template of the HR scorecard.
Regards,
Anurag
From United States
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Hi Anurag,
Scorecard contents:
a) Objective (in relation to business - internal & external - and your own job role)
b) Weightage
c) Measurable scale for Objective
d) Target time/date
e) Target Achieved time/date
f) Percentage for point (e)
g) Score i.e. point (b) * (f)
This is what a scorecard contains to the best of my knowledge. You can include more elements as needed.
Regards,
Deeps
From India, New Delhi
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Scorecard contents:
a) Objective (in relation to business - internal & external - and your own job role)
b) Weightage
c) Measurable scale for Objective
d) Target time/date
e) Target Achieved time/date
f) Percentage for point (e)
g) Score i.e. point (b) * (f)
This is what a scorecard contains to the best of my knowledge. You can include more elements as needed.
Regards,
Deeps
From India, New Delhi
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hi. i am kuldeep kumar dixit i am from delhi. i have some question of hr.
plzzz help me.
1. Staffing, training, compensation and performance management are important HRM functions. How can each of these functions help companies succeed in meeting the global challenge, the challenge of using new technologies, and the sustainability challenge?
2. What are some of the key environmental variables that you see changing in the business world today? What impact will those changes have on the HRM function in organizations?
3. Recruiting people for jobs that entail international assignments is increasingly important for many companies. Where might one go to look for individuals interested in these types of assignments? How recruiting practices aimed at these people differe from those one might might apply to the “average” recruit.
4. Why do companies develop formal mentoring programs? What are the potential benefits for the mentor? For the protégé?
can u send the answer of these questions today till 9:00pm. please
From India, New Delhi
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plzzz help me.
1. Staffing, training, compensation and performance management are important HRM functions. How can each of these functions help companies succeed in meeting the global challenge, the challenge of using new technologies, and the sustainability challenge?
2. What are some of the key environmental variables that you see changing in the business world today? What impact will those changes have on the HRM function in organizations?
3. Recruiting people for jobs that entail international assignments is increasingly important for many companies. Where might one go to look for individuals interested in these types of assignments? How recruiting practices aimed at these people differe from those one might might apply to the “average” recruit.
4. Why do companies develop formal mentoring programs? What are the potential benefits for the mentor? For the protégé?
can u send the answer of these questions today till 9:00pm. please
From India, New Delhi
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Hi anurag, you can perpare this in excel sheet with said formulas. Let me know if u require any further details. Rgds, Deeps
From India, New Delhi
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From India, New Delhi
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Can you tell me exactly what this HR scorecard deals with and what type of work it involves? Please provide me with a synopsis, objectives, and expected results along with hypotheses on this HR scorecard topic because I want to use this topic as the focus of my MBA major report. Kindly provide me with further information about it if you can. Thank you.
From India, Bhilai
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From India, Bhilai
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The Premise for an HR Scorecard
The premise for an HR scorecard is that HR can and should develop metrics to demonstrate how HR activities impact profitability. The process we recommend is:
1. Identify the critical deliverables for Human Resources.
2. Identify HR's customers (for the deliverables).
3. Define HR activities that provide the critical deliverables (such as high-talent staffing or a retention initiative).
4. Conduct a cost-benefit analysis of activities that provide deliverables.
Lastly, it's important to ask the right questions to determine if HR is providing the appropriate deliverables. Examples of these questions are:
- How many exceptional candidates do we recruit and retain for each strategic job opening?
- How many hours of results-oriented training do new employees receive annually?
- What is the differential in merit pay between high-performers and low-performers?
From India, Kolkata
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The premise for an HR scorecard is that HR can and should develop metrics to demonstrate how HR activities impact profitability. The process we recommend is:
1. Identify the critical deliverables for Human Resources.
2. Identify HR's customers (for the deliverables).
3. Define HR activities that provide the critical deliverables (such as high-talent staffing or a retention initiative).
4. Conduct a cost-benefit analysis of activities that provide deliverables.
Lastly, it's important to ask the right questions to determine if HR is providing the appropriate deliverables. Examples of these questions are:
- How many exceptional candidates do we recruit and retain for each strategic job opening?
- How many hours of results-oriented training do new employees receive annually?
- What is the differential in merit pay between high-performers and low-performers?
From India, Kolkata
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
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