Can any one help with HR SCORECARD.
From India, Mumbai
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Manishsawankar
Hr Executive
Zizzy
Business Adviser
Priyaashan
Hrm Officer
Thiruhrd
Enjoy Work

hi Ajit
HR Scorecard
1. Focuses on leading indicators.
2. Identifies the differences between HR doables and HR deliverables.
3. Demonstrates HRís contribution to strategy implementation and to the companyís bottom line.
4. Helps HR managers focus on and manage their strategic responsibilities.
5. Encourages HR flexibility and change.
Regards
priya

From India, Bangalore
Hi Ajith
Developing Your Scorecard
1. Define/Describe Your Business Strategy.
2. Develop a Strategy Map.
3. Identify the High Leverage HR Deliverables.
4. Identify Key Components of the HR Architecture that Support the HR
Deliverables.
5. Develop the HR Scorecard/Dashboard.
Regards
Priya

From India, Bangalore
Formulas For HRís Effect on Business Results

No need for calculus. Here are five different -- and not too complicated -- mathematical formulas that calculate the effects of human capital on financial performance.



The formulas below offer a set of quantitative macro metrics linking human and financial variables.

1. Human Capital ROI

This measures the return on capital invested in pay and benefits. The formula is:

Revenue - Nonhuman Expenses

Pay and Benefits

Pay includes all money spent on regular and contingent labor.

2. Human Capital Value Added

This uses a similar formula to Human Capital ROI but divides by the number of full-time equivalent employees (FTEs). The formula is:

Revenue - Nonhuman Expenses

Full-Time Equivalents

This yields a profit per FTE. These two measures are views of the profitability attributable to human effort.

3. Human Capital Cost

This is simply the average pay per regular employee. The formula is:

Pay + Benefits + Contingent Labor Cost

Full-Time Equivalents

It can be augmented by added in contingent labor. In that case, we would take total labor expenses, including benefits costs, and divide by FTEs, including contingents.

4. Human Economic Value Added

This is net operating profit after tax, minus the cost of capital divided by FTEs, including contingent labor. The formula is:

Net operating profit after tax - Cost of capital

FTEs

5. Human Market Value Added

This divides market capitalization by FTEs, including contingents. The formula is:

Market Capitalization

FTEs

From India, Nagpur
Dear Ms.Priya,
I have joined a new firm in HR department and my objective is to set the KPI's in HR. The main topics are " Preferred Employer" and " Employee Value Addition". This I need to take up with strategic Map.
Please guide me how to proceed with KPI''s because I am new to Balance Score Card concept. I have collected some materials on BSC. I need some suggessions to set my KPI's. Please guide me.
Please reply to
Thanks with Regards,
Thirumalesh

From Germany, Herzogenaurach
hello Ajit, i hv attached some documents that can be helpful. Regards


Attached Files (Download Requires Membership)
File Type: pdf hr_scorecard_528.pdf (85.8 KB, 608 views)
File Type: pdf hr_scorecard_528.pdf (85.8 KB, 303 views)
File Type: pdf hr_scorecard_2_355.pdf (607.4 KB, 440 views)
File Type: pdf hr_scorecard_2_355.pdf (607.4 KB, 320 views)

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