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 the 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 helps us ensure whether the HR tools and practices are well implemented and used properly. It's the duty of the HRD to ensure that the tools and practices are linked with the Business Strategy and that they suit the Organizational Structure.
2. HRD Culture: Every organization should 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 possess the competencies required by the position to work effectively. The competencies required by each individual can be identified with the help of Competency Mapping.
4. Business Linkages with HR: This is where most HRDs fail. They simply don't link their objectives and practices with those of the organizational objectives/strategies. The changes that occur in the business concerning its Vision, Mission, Objectives, and strategies should also have a direct impact on HR. Thus, HR should work in alignment with the business.
I have just given an overview of the above four perspectives. I hope I have done justice to this topic. Your queries or additional information are welcome.
Thanking You,
Alex.