Hi All, I have to give a presentation on HR Scorecard as a method of performance management. Can anybody please help. Regards Neha Agrawal
From India, Bhubaneswar
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From India, Bhubaneswar
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Hi Neha,
HR Scorecard has always been one of my favorite topics, and I have researched a lot on this. A suggestion for your presentation: Learn the concept of Balanced Scorecard well and then relate it to HR Scorecard. I too made a wonderful presentation in college. I am sharing some material that could be really helpful to you. The presentation covers both the concepts of Balanced Scorecard and HR Scorecard, along with the TCS Integrated Model.
All the best for the presentation.
Regards,
Mallet 😄
From India, Hyderabad
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41HR Scorecard has always been one of my favorite topics, and I have researched a lot on this. A suggestion for your presentation: Learn the concept of Balanced Scorecard well and then relate it to HR Scorecard. I too made a wonderful presentation in college. I am sharing some material that could be really helpful to you. The presentation covers both the concepts of Balanced Scorecard and HR Scorecard, along with the TCS Integrated Model.
All the best for the presentation.
Regards,
Mallet 😄
From India, Hyderabad
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hi mallet thanks a lot can u plz mail me more details on balance scorecard its benifts drawbacks implementation etc as i am doing a project on it. thanks a lot. asp
From India, Gurgaon
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From India, Gurgaon
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priyanka84. hi, thanks a lot can u mail me the more details on balance score card as i am making a project on it. as soon as possible thanks and regards.
From India, Gurgaon
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From India, Gurgaon
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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.
From Kuwait
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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.
From Kuwait
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Hi Mallet,
This is Vaishakh writing from Bangalore. I was unable to view the PowerPoint presentation. Could you please assist me with this issue? Additionally, I would appreciate your guidance on how to connect performance appraisals and the balanced scorecard effectively to achieve desired results.
With Regards,
Vaishakh
From India, Chennai
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This is Vaishakh writing from Bangalore. I was unable to view the PowerPoint presentation. Could you please assist me with this issue? Additionally, I would appreciate your guidance on how to connect performance appraisals and the balanced scorecard effectively to achieve desired results.
With Regards,
Vaishakh
From India, Chennai
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Hi,
Here is some additional material on the Balanced Scorecard and how it can be applied. There is specific material for developing a scorecard for the public sector as well as public sector institutions.
Bernard Ngosi Director The Value Creation Team
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Here is some additional material on the Balanced Scorecard and how it can be applied. There is specific material for developing a scorecard for the public sector as well as public sector institutions.
Bernard Ngosi Director The Value Creation Team
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Dear Mallet,
Thanks to you and your ScoreBoard PPT, I have struck another deal with one of my clients using the ideas and knowledge I have gained from your PPT. I sincerely thank Miss Neha too for raising this issue.
Do keep in touch, guys.
Firasat
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Thanks to you and your ScoreBoard PPT, I have struck another deal with one of my clients using the ideas and knowledge I have gained from your PPT. I sincerely thank Miss Neha too for raising this issue.
Do keep in touch, guys.
Firasat
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Hi,
Nice to see that the topic of HR scorecard is being discussed. I am also working on my project on the HR scorecard. If anybody has previously created a PowerPoint presentation on the HR scorecard, please email me at my address raashid_em06@yahoo.com.
I would also appreciate seeing any Word documents or case studies that anyone has available.
Best Regards,
Rashid
From Pakistan, Islamabad
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Nice to see that the topic of HR scorecard is being discussed. I am also working on my project on the HR scorecard. If anybody has previously created a PowerPoint presentation on the HR scorecard, please email me at my address raashid_em06@yahoo.com.
I would also appreciate seeing any Word documents or case studies that anyone has available.
Best Regards,
Rashid
From Pakistan, Islamabad
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Dear Mallet,
May you provide me details related to HR balanced scorecard? I am presently working on it for my company and would appreciate any information you have researched on the topic. Kindly share your materials and details with me at
.
I am looking forward to your response.
Cheers!
Ashish
Sr. Officer
Ispat
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May you provide me details related to HR balanced scorecard? I am presently working on it for my company and would appreciate any information you have researched on the topic. Kindly share your materials and details with me at
I am looking forward to your response.
Cheers!
Ashish
Sr. Officer
Ispat
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Hi Mallet, wow! this is what i felt like while going through your ppt. very few ppts are made after so much research and then presented so articulately. Excellent!:-P Regards, Neena
From India, Delhi
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From India, Delhi
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hai this is ganesh doing MBA final year in HR i need a full detail in HR SCORECARD because for my project purpose so send any student project or ppt or pdf
From India, Madras
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From India, Madras
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Hi Mallet,
Kindly forward the attached files. Unable to view.
Regards,
Jagannat
Attached Files
[IMG]https://www.citehr.com/images/attach/pdf.gif[/IMG]hrpercent20balancepercent20scorepercent20card_136. pdf (85.8 KB, 4501 views)
[IMG]https://www.citehr.com/images/attach/ppt.gif[/IMG]balance_scorecard__an_effective_tool_490.ppt (467.0 KB, 6672 views)
From India, Mumbai
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Kindly forward the attached files. Unable to view.
Regards,
Jagannat
Attached Files
[IMG]https://www.citehr.com/images/attach/pdf.gif[/IMG]hrpercent20balancepercent20scorepercent20card_136. pdf (85.8 KB, 4501 views)
[IMG]https://www.citehr.com/images/attach/ppt.gif[/IMG]balance_scorecard__an_effective_tool_490.ppt (467.0 KB, 6672 views)
From India, Mumbai
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Neha...I’m not sure whether you got relevant information...I’m herewith enclosing a sample HR scorecard...hope this will be of help >> ram2jo
From India, Hyderabad
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From India, Hyderabad
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Respected Mr Bernard Ngosi and Mr Mallet, both of u posted wounderfull presentation. My special Thanks to Mr Ngosi for posting such a nice presentaion on BALANCED SCORECARD SYSTEM.
From India, Delhi
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From India, Delhi
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6 Balanced Scorecard A Strategic Management Tool.pdf
03 Vangonotes HRM - Strategic Human Resource Management and the HR Scorecard.zip