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