Hi... Folks, Can anybody tell me.... Is there any difference between HR Score Card and Balance Score Card? If yes, Please explain me... Thanks & Regards, Vishnu...
From France, Versailles
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From France, Versailles
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Dear Vishnu,
As far as my knowledge goes, I have a BSc, not HRSC. In BSc, we calculate the headcount in each department on a monthly basis, which can also be done weekly. I feel HRSC is similar to BSc, just because HRSC stands for Human Resources (headcount).
Thank you.
From India, Bangalore
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As far as my knowledge goes, I have a BSc, not HRSC. In BSc, we calculate the headcount in each department on a monthly basis, which can also be done weekly. I feel HRSC is similar to BSc, just because HRSC stands for Human Resources (headcount).
Thank you.
From India, Bangalore
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Dear Lakshmi Natarajan,
BSC stands for "Balanced Scorecard"!! Where did you find space for headcount in it? Please check - maybe you typed it wrongly!!! Or you probably misunderstood the concept of BSC as such!!!!
And Vishnu,
BSC provides a 360-degree perspective. It is not solely focused on one area but on four different perspectives that are linked to the vision. This strategic alignment is crucial for Financial, Customer, Internal Business Process, and Learning & Growth perspectives, which will help the company achieve its vision.
Please search for material on BSC on citehr - there are many good resources available.
When it comes to the HR scorecard, the focus is on "linking people, strategy, and performance."
The Balanced Scorecard is where you can define and align the goals of the HR scorecard and other departmental scorecards as well.
You will also find material on the HR scorecard on citehr.
And please see the attachments I borrowed from citehr! (relevant to your question).
Please take the time to search, understand what already exists, and then pose your question. This is beneficial for your learning as well as for others' learning!
From India, Madras
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57BSC stands for "Balanced Scorecard"!! Where did you find space for headcount in it? Please check - maybe you typed it wrongly!!! Or you probably misunderstood the concept of BSC as such!!!!
And Vishnu,
BSC provides a 360-degree perspective. It is not solely focused on one area but on four different perspectives that are linked to the vision. This strategic alignment is crucial for Financial, Customer, Internal Business Process, and Learning & Growth perspectives, which will help the company achieve its vision.
Please search for material on BSC on citehr - there are many good resources available.
When it comes to the HR scorecard, the focus is on "linking people, strategy, and performance."
The Balanced Scorecard is where you can define and align the goals of the HR scorecard and other departmental scorecards as well.
You will also find material on the HR scorecard on citehr.
And please see the attachments I borrowed from citehr! (relevant to your question).
Please take the time to search, understand what already exists, and then pose your question. This is beneficial for your learning as well as for others' learning!
From India, Madras
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Dear,
There does exist a great deal of difference between the balanced scorecard and HR scorecard. When you talk about the balanced scorecard, it focuses on the following perspectives:
(A) Financial Perspective
(B) Internal Business Perspective
(C) Customer Perspective
(D) Learning & Growth Perspective
The approach here is top-down. Corporate objectives are defined first, and thereafter, units, departments, and individual goal setting are done in line with the accomplishment of corporate objectives. The concept of the balanced scorecard is very wide and directed towards the accomplishment of pre-defined objectives. Through pre and post-exercise strategies, learners understand what should be done to achieve point X, such as sales goals or how to increase share value, and so on.
The HR scorecard, on the other hand, does not focus on the financial perspective; rather, it aims at measuring the success and performance of HR policies and programs. It highly aims for internal process improvement through appropriate feedback mechanisms.
Regards,
AS
From India, Rohtak
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There does exist a great deal of difference between the balanced scorecard and HR scorecard. When you talk about the balanced scorecard, it focuses on the following perspectives:
(A) Financial Perspective
(B) Internal Business Perspective
(C) Customer Perspective
(D) Learning & Growth Perspective
The approach here is top-down. Corporate objectives are defined first, and thereafter, units, departments, and individual goal setting are done in line with the accomplishment of corporate objectives. The concept of the balanced scorecard is very wide and directed towards the accomplishment of pre-defined objectives. Through pre and post-exercise strategies, learners understand what should be done to achieve point X, such as sales goals or how to increase share value, and so on.
The HR scorecard, on the other hand, does not focus on the financial perspective; rather, it aims at measuring the success and performance of HR policies and programs. It highly aims for internal process improvement through appropriate feedback mechanisms.
Regards,
AS
From India, Rohtak
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Thanks for all those giving good replies. Should we not be asking questioners to search the web first and help themselves rather than spoon-feeding them? I am all for "helping those who help themselves first" if they are facing problems.
Have a nice day.
Simhan
A retired academic in the UK
From United Kingdom
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Have a nice day.
Simhan
A retired academic in the UK
From United Kingdom
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Balanced Scorecard was introduced by Kaplan and David Norton in 1992. BSC translates an organization's vision and strategy into a set of measures built around four perspectives: Financial, Customer, Internal Business Process, and Innovation & Learning. BSC will not give you a strategy, but it will inform you quickly if the strategy is not working. BSC helps in aligning the organization's strategic objectives across the organization at all levels.
HR Scorecard: Linking People, Strategy, and Performance. The idea was that an individual's performance improvements would automatically enhance the organization's performance.
From India, Madras
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HR Scorecard: Linking People, Strategy, and Performance. The idea was that an individual's performance improvements would automatically enhance the organization's performance.
From India, Madras
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HR Dashboard provides insights on people management and how individuals are involved in operations and contributing to results. BSC stands for Balanced Scorecard and measures units/organizations' performance on various metrics.
Subbu:icon1:
From India, Mumbai
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Subbu:icon1:
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Balanced Scorecard.zip
6 Balanced Scorecard A Strategic Management Tool.pdf