Dear Swati,
Here, you can o through the fundamentals of HR scorecard.
The HR scorecard is a method for Human Resources to position itself as a strategic planning partner with line managers and executives in the organization.
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, As follows:
1. Identify the critical deliverable for Human Resources
2. Identify HR's customers (for the deliverable).
2. Define HR activities that provide the critical deliverables (such as high-talent staffing or a retention initiative).
3. Conduct a cost-benefit analysis of activities that provide deliverables.
Tha last phase is, evaluate the functionality of HRD thru the costumers. For HRD, Costumers are employees, so, prepare an evaluation form and request to do the needful from the employees.
Examples of these questions are:
A. How many exceptional candidates do we recruit and retain for each strategic job opening?
B. How many hours of results-oriented training do new employees receive annually?
C. What is the differential in merit pay between high-performers and low-performers?
Let me know for more information!
This information being drafted from the net.
Best Regards,
Shiv