Hi, I am studying for my PGDM with an HR specialization. Our HR faculty has assigned me a task to determine if there is a difference between an HR scorecard and an HR matrix. If so, how do they differ? Please assist me as I need to submit this by Saturday. Thank you.
Regards,
From India, Bhubaneswar
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Regards,
From India, Bhubaneswar
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Understanding HR Scorecard and HR Matrix
HR Scorecard is primarily a measurement tool, whereas HR Matrix reflects information and authority flow. The implementation, requirements, and results from these two are entirely different.
Suppose you have an HR Department and you wish to test its effectiveness. You need to create an HR Scorecard that is aligned with the processes and systems and set parameters to benchmark performance.
On the other hand, if you have an organization with many people working in a hierarchical structure, you need to understand the individual deliverables and responsibilities. You would consider the Key Result Areas (KRA) and the organizational structure to create a matrix that shows who is responsible for decision-making, the protocols to be maintained, and whom to inform of any updates. While the Skill-matrix is often referred to as HR Matrix, you need to ensure they mean Skill-matrix.
Please read the attached articles, documents, and discussions to understand this concept further. Feel free to ask questions in this thread to gain a complete understanding before Saturday. Best of luck.
- [The power of HR Scorecard](https://www.citehr.com/135626-power-hr-score-card.html#axzz1AEPxnpVF)
- [All about HR Balance Scorecard](https://www.citehr.com/101769-all-about-balanced-scorecard.html#post395870)
- [A six-step approach to implement HR Scorecard](#axzz1AEPkpaWM)
- [What is HR Matrix](https://www.citehr.com/86422-what-hr-matrix.html#axzz1AEQPjyoR)
- [Designing Authority Matrix](http://citeman.com) (Search on Cite | Search on Google)
Regards,
(Cite Contribution)
From India, Mumbai
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1873HR Scorecard is primarily a measurement tool, whereas HR Matrix reflects information and authority flow. The implementation, requirements, and results from these two are entirely different.
Suppose you have an HR Department and you wish to test its effectiveness. You need to create an HR Scorecard that is aligned with the processes and systems and set parameters to benchmark performance.
On the other hand, if you have an organization with many people working in a hierarchical structure, you need to understand the individual deliverables and responsibilities. You would consider the Key Result Areas (KRA) and the organizational structure to create a matrix that shows who is responsible for decision-making, the protocols to be maintained, and whom to inform of any updates. While the Skill-matrix is often referred to as HR Matrix, you need to ensure they mean Skill-matrix.
Please read the attached articles, documents, and discussions to understand this concept further. Feel free to ask questions in this thread to gain a complete understanding before Saturday. Best of luck.
- [The power of HR Scorecard](https://www.citehr.com/135626-power-hr-score-card.html#axzz1AEPxnpVF)
- [All about HR Balance Scorecard](https://www.citehr.com/101769-all-about-balanced-scorecard.html#post395870)
- [A six-step approach to implement HR Scorecard](#axzz1AEPkpaWM)
- [What is HR Matrix](https://www.citehr.com/86422-what-hr-matrix.html#axzz1AEQPjyoR)
- [Designing Authority Matrix](http://citeman.com) (Search on Cite | Search on Google)
Regards,
(Cite Contribution)
From India, Mumbai
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HR-balance scorecard.zip
The Power of the HR Scorecard.doc
Hr-scorecard-tr ial.xls