Human Resource Scorecard (Word DOCX)

BENEFITS OF THIS WORD DOCUMENT

1. Provide a The HR Strategy Map
2. Provide a Key Steps in Implementing HR Scorecard
3. Provide a Methods, Tools, Framework of HR Scorecard

HUMAN RESOURCES WORD DESCRIPTION

This product (Human Resource Scorecard) is a 13-page Word document, which you can download immediately upon purchase.

Human Resource Scorecard
Linking People, Strategy and Performance

1. The HR Strategy Map
2. Key Components of the Human Resource Scorecard
3. KPI Based on Balanced Scorecard
4. The Benefits of HR Scorecard
5. Key Steps in Implementing HR Scorecard
6. Methods, Tools, Framework of HR Scorecard

The HR Strategy Map
Financial. This pertains to how well the firm is doing with regards to financial aspect; particularly expenses and revenue. Such considerations comprised of cost of benefits, rent, equipment, salaries, taxes, training, supplies and travel expenses. This data can aid Human resource in identifying methods to cut costs is specific areas.
• to drive long-range shareholder value
• to significantly improve the Return on Investment of Human Resource Strategic Initiatives
• to improve worker productivity

Internal Customers. This deals with the delivery of product, customer satisfaction as well as the immediate response to whatever issues customers encounter. Such concerns composed of the costs incurred for delivering and packing a certain product and the quality of the product. Human resource can conduct surveys to customers in order to identify their levels of concerns and satisfaction. in addition to this, the firm can then focus on areas and come up with quick and the required improvements.
• to establish positive work environment
• to intensify employee satisfaction or internal customer

Human Resource Internal Process. This includes the IT software and hardware to find out the efficiency in cost and time. In the same way, the firm has to specify and account for accounting functions in accordance to the rules of accounting.

Human Resource can also determine if the processes such as maintaining employees, orientation, staffing and recruiting are providing the aimed business outcomes.
• to apply a more exceptional Recruitment Process

• to promote Strategic Employee Competencies
• to carry out Best Talent Management Practices
• to greatly upgrade Performance Management System

Learning. This refers to how much the firm has improved and learned at the time of operation. Here, morale and employee satisfaction are deemed as two crucial factors. On the other hand, other facets composed of change and continuous improvement. Human resource can function to develop weaker areas through the means of cultivating a vigorous performance development and training systems. Creating recognition and ward systems can be another Human resource strategy practice recognized by the HR scorecard.
• to cultivate Internal Human Resource Capabilities
• to establish outstanding Human Resources Information System

Key Components of the Human Resource Scorecard
What are its Strategic Objectives?
• to drive longstanding shareholder value
• to build Positive Work Environment
• to boost the Return of Investment of Human resource Strategic Initiatives
• to intensify employee satisfaction or internal customer
• to reinforce the productivity of employees
• to bolster Strategic Employee Competencies
• to enforce Best Talent Management Practices
• to apply a more exceptional Recruitment Process
• to improve Performance Management System
• to prosper Internal Human Resource Capabilities
• to set up Human Resources Information System

What are its Key Performance Indicators?
• Shareholder value
• Shareholder value growth
• Return of Investment of Human Resource Strategic Programs and Initiatives
• Being the "Best Place to Work Annual Survey" (administered by the very acclaimed Fortune Magazine)
• Average lead time to recruit employees workers
• Recruiting cost per worker
• Performance of new recruits at the time of their first two years of employment
• % of Worker Employee Turn Over
• Profit per Worker
• Revenue per Worker
• Employee Satisfaction Index
• Average lead time to advocate Strategic Competencies
• Average lead time in order to close the gap in Strategic Competencies
• % of Strategic Competencies which are available in the organization
• Number of skillful talents per Strategic Positions
• Development of Talent Development Plan (this refers to actual vs. plan)
• % of Senior Managers who were promoted within the organization
• % of Human Resource workers who cultivate Individual Development Plan
• % of Human Employees who in all respects perform their Individual Development Plan
• Average Competency Assessment Scores
• Number of Performance Feedback Session that is administered per year
• Development of Human Resource Portal Implementation (the actual versus the plan)
• Precision level of Human Resource Database

Thank you for your attention.

Regards,

UJ Consulting

Source: Best Practices in Human Resources Word: Human Resource Scorecard Word (DOCX) Document, UJ Consulting