Hi All,
I have read a lot on HR Scorecard in the forum and in books....however I am yet to see a template or a working version of a HR scorecard.
I would really appreciate if someone can share the template of the HR scorecard.
Regards
Anurag
From United States
10I have read a lot on HR Scorecard in the forum and in books....however I am yet to see a template or a working version of a HR scorecard.
I would really appreciate if someone can share the template of the HR scorecard.
Regards
Anurag
From United States
Hi anurag,
Score card contents:
a) Objective (in relation to business (internal & external), your own job role.)
b) Weithage
c) Measurable scale for Objective
d) Target time/ date
e) Traget Achived time/ date
f) % for point (e)
g) Score i.e point (b)*(f)
This is what score card contain as per my knowledge. you include more to this.
Rgds,
deeps
From India, New Delhi
Score card contents:
a) Objective (in relation to business (internal & external), your own job role.)
b) Weithage
c) Measurable scale for Objective
d) Target time/ date
e) Traget Achived time/ date
f) % for point (e)
g) Score i.e point (b)*(f)
This is what score card contain as per my knowledge. you include more to this.
Rgds,
deeps
From India, New Delhi
hi. i am kuldeep kumar dixit i am from delhi. i have some question of hr.
plzzz help me.
1. Staffing, training, compensation and performance management are important HRM functions. How can each of these functions help companies succeed in meeting the global challenge, the challenge of using new technologies, and the sustainability challenge?
2. What are some of the key environmental variables that you see changing in the business world today? What impact will those changes have on the HRM function in organizations?
3. Recruiting people for jobs that entail international assignments is increasingly important for many companies. Where might one go to look for individuals interested in these types of assignments? How recruiting practices aimed at these people differe from those one might might apply to the “average” recruit.
4. Why do companies develop formal mentoring programs? What are the potential benefits for the mentor? For the protégé?
can u send the answer of these questions today till 9:00pm. please
From India, New Delhi
plzzz help me.
1. Staffing, training, compensation and performance management are important HRM functions. How can each of these functions help companies succeed in meeting the global challenge, the challenge of using new technologies, and the sustainability challenge?
2. What are some of the key environmental variables that you see changing in the business world today? What impact will those changes have on the HRM function in organizations?
3. Recruiting people for jobs that entail international assignments is increasingly important for many companies. Where might one go to look for individuals interested in these types of assignments? How recruiting practices aimed at these people differe from those one might might apply to the “average” recruit.
4. Why do companies develop formal mentoring programs? What are the potential benefits for the mentor? For the protégé?
can u send the answer of these questions today till 9:00pm. please
From India, New Delhi
Hi anurag, you can perpare this in excel sheet with said formulas. Let me know if u require any further details. Rgds, Deeps
From India, New Delhi
From India, New Delhi
can u tell me exactly what is this HR score card is exactly deal with what type of work n plez provide me synopsis , objective, n expected result with hypothesis on this HR SCORECARD topic bcoz i want to use this topic as my MBA's major report topic......so kindly provive me further information abut it if u can thanku.........
From India, Bhilai
From India, Bhilai
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:
1) Identify the critical deliverables for Human Resources.
2) Identify HR's customers (for the deliverables).
3) Define HR activities that provide the critical deliverables (such as high-talent staffing or a retention initiative).
4) Conduct a cost-benefit analyses of activities that provide deliverables.
Lastly, it's important to ask the right questions to determine if HR is providing the appropriate deliverables. Examples of these questions are:
How many exceptional candidates do we recruit and retain for each strategic job opening?
How many hours of results-oriented training do new employees receive annually?
What is the differential in merit pay between high-performers and low-performers?
From India, Kolkata
1) Identify the critical deliverables for Human Resources.
2) Identify HR's customers (for the deliverables).
3) Define HR activities that provide the critical deliverables (such as high-talent staffing or a retention initiative).
4) Conduct a cost-benefit analyses of activities that provide deliverables.
Lastly, it's important to ask the right questions to determine if HR is providing the appropriate deliverables. Examples of these questions are:
How many exceptional candidates do we recruit and retain for each strategic job opening?
How many hours of results-oriented training do new employees receive annually?
What is the differential in merit pay between high-performers and low-performers?
From India, Kolkata
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