Hr Scorecard Essay

1302 words - 6 pages

Measuring the Effectiveness of Human Resources
through the HR scorecards
Audience :
Executives, directors, middle managers, and team leaders involved in or affected by the need to achieve organizational success, as well as those who decide and implement organizational change.
It is suitable for those with organizational re-engineering experience as well as for new practitioners.
The course will be of benefit to all those who have responsibility for the ‘output’ of others including, superintendents, senior managers, HR Managers, Current and Future Managers as well as Current and Future Supervisors
Objectives:
This course will provide participants with a sound foundation for ...view middle of the document...

Why Attend..!!

Upon successful completion of this course, participants will:

• Know the concepts of Balanced Scorecard

• Understand the phases of integrated performance measurement

• Appreciate the uses and benefits of a range of measurement tools
• Understand the implementation issues for an integrated performance measurement system
• Understand how individual, departmental and organizational goals link and align
• Review the similarities between BSC and performance management
• Review best practices and how to overcome obstacles to using a BSC
• Focus on HR strategic Directions and how HR Balanced scorecard & performance measures can contribute to achieving corporate goals & strategy success.
• Be able to practice the approaches to integrated performance measurement
• Understand the three levels of performance - organization, process and activity
• Constantly assess their own organization's integrated performance measurement strengths and weaknesses ( SWOT Analysis )
Course Outline
➢ Introduction to the Balanced Scorecard
• Review the history of the Balanced Scorecard
• The Balanced Scorecard and the strategy focused organizations
• Components of the Balanced Scorecard
• HR Balanced Scorecard
• Performance management and the elements of performance management systems
• Mission statements and communicating organization values.
• Motivation and organization culture, including ethical and value-related issues.
• Change management, and the reasons for resistance to change.
• Competencies - both technical/professional and generic.
• Competency development and the learning organization.
• Reward management - pay, pay variation and job evaluation.
• Setting performance Measures
• HR Measures and Key performance Indicators
• Using the Balanced Scorecard for setting individual performance goals – Activity
➢ How to Implement an Integrated Performance Measurement System
➢ How to approach and Implement the HR scorecard
Day 1:
Introduction and Objectives
The Balanced Scorecard – What is it? And how can it help the Organization?

1. The Concept of Balanced Scorecard
· Basic Design of a Balanced Scorecard Performance System
· Why a Balanced Scorecard?
· The Balanced Scorecard - Strategic Control
· Relationship of Balanced Scorecard to other Concepts

2. Building a Balanced Scorecard
· Thinking in terms of process
· The Process of building a Balanced Scorecard
· Cases from different industries
· Important Issues in the Building Process
· Scorecards as management control
· Measures and their causal relations
· The enabling role of Information Technology

Day 2:

3. Implementing a Balanced Scorecard Approach
· Systems thinking and application
· Systems and IT Solutions for Scorecards
· Towards a Learning Organization
· Using Scorecards to Inform...

Other Essays Like Hr Scorecard

Learning Journal Essay

1540 words - 7 pages HR 485: Strategic Human Resource Management Unit 7 Project March 14, 2012 Learning Journal For this assignment I will be expressing my thoughts about issues, concepts, and events from the reading and classroom discussions in this class. I will address what I have learned and how I will be applying this knowledge to my job. Some of the specific points I found interesting in this course are understanding what the purpose of HR business

Bank of Oklahoma Essay

1476 words - 6 pages prosperous future. MAJOR FINDINGS Preparing for Success The Workforce Scorecard defines a firm’s success by workforce success, workforce mind-set and culture, workforce competencies and workforce behaviors. A successful firm must learn to measure, monitor and strategize their goals to balance their organization. (Huselid, Becker and Beatty, 2005) Organizational Design The Bank of Oklahoma has a well developed HR program that has an

Tah-Harlow-Group

2001 words - 9 pages assignments relevant to their expertise. The database Oracle Human Resources can be used by Halcrow to streamline HRM, payroll management and learning needs. The Oracle’s iLearning package can also be used by Halcrow’s HRM director to provide employees with self-learning and self-pace learning tools. Balanced Scorecard is another organization specific tool that HR director can use to improve the company’s HR. The fourth element of Balanced

Organizational Analysis

666 words - 3 pages hiring the right people to work in certain departments. They also can cross-train employees so that sometimes they can get fresh bright new ideas. Most of all they need to make sure that the employees are happy and the customers are even happier. This way Verizon will always come out on top. References www.bloomberg.com/news/2011-07-06/verizon-paying-20m-to-settle-disability-suit.html www.bscdesigner.com/balanced-scorecard-for-verizon-communications.htm HR, 1st Edition, DeNisi/Griffin, copyright 2012 Cengage Learning

Current Trends in Hrm

892 words - 4 pages Human Resources 4. Balanced Scorecard 5. HR Scorecard 6. Human Resource Information System 7. Broad Branding and Employee Branding 8. Competency Mapping 9. Employee Stock Options Scheme 10. Triple Bottom Line 11. Business Sustainability 12. Reservation & HRM 13. Conclusion

Levis Strauss Struggles With Creating Organisational Change

4851 words - 20 pages Organisational Vision and Mission 11 6.1.4 Balanced Scorecard based strategy implementation 11 6.1.5 Balanced Scorecard value creation perspectives: 12 6.1.6 Building a strategy map 13 6.1.7 Implementing a Balanced Scorecard Programme Management learning organisation structure 14 7. STRATEGIC DEVELOPMENT 15 7.1 SWOT analysis 15 7.2 PESTEL analysis 15 7.3 GAP analysis 16 8. STRATEGY IMPLEMENTATION 16 8.1 Creation of a strategy plan 16 8.2

Pms System of Mahindra

2097 words - 9 pages Performance Management System Assignment – PMS System of Indian industry.. (Mahindra & Mahindra) MASTER OF BUSINESS ADMINISTRATION Performance management system  Performance management is a much broader and a complicated function of HR, as it encompasses activities such as joint goal setting, continuous progress review and frequent communication, feedback and coaching for improved performance, implementation of employee development

Dcfhytikiyloo

3011 words - 13 pages Theory 523 How Does Pay Influence Labor Force Composition? 525 Programs 525 Merit Pay 526 Competing through Technology BP Links Pay to Safety in Fourth Quarter 527 Evidence-Based HR 532 Individual Incentives 533 Profit Sharing and Ownership 534 Gainsharing, Group Incentives, and Team Awards 538 Balanced Scorecard 540 Managerial and Executive Pay 540 Competing through Sustainability Goldman Sachs May Pay Bonuses Tied to Profit, Revenue

Riordan Manufacturing Hris Development

3752 words - 16 pages RUNNING HEADING: RIORDAN MANUFACTURING SR-RM-004 Riordan Manufacturing SR-RM-004 (NAME) University of Phoenix Riordan Manufacturing Analysis of the HRIS Hugh McCauley, COO of Riordan Manufacturing wrote in a memorandum to the HR integration Product Manager the need and initial approval for the upgrade and support to their HR department in order to integrate the disparate tools used today to support the current HR function. The project

Tots-R-Us Case Analysis

1431 words - 6 pages in the average number of students per class from 12 to 10, we believe that one of two possible events occurred. The first, and simplest, event that may have occurred was that TRU increased their prices from approximately $6.67/hr., to approximately $9/hr. This would account for the fact that although there are fewer children per class the actual revenues per class would still increase. We calculated that at a price of $6.67/hr. for 3 hours would

Hr Strategic Management

3241 words - 13 pages , January – February, 1998 Becker, B. & Huselid, M. 2001. The Strategic Impact of HR. Harvard Business School Publishing, Balanced Scorecard, May – June 2001 Nokia. 2003. Nokia Leads Change through Continuous Learning. [Online] (Updated 22 august 2003) Available at http://www.nokia.com. [Accessed 10 September 2008] CIPD 2008. Performance management: an overview. [Online] Available at http://www.cipd.co.uk/subjects/perfmangmt

Related Papers

Financial Essay

3449 words - 14 pages . Journal of Management Development. 28, pp.393-406. 5. Gautreau, A., Kleiner, B., (2001). Recent trends in performance measurement systems – the balanced scorecard approach. Management Research News. 24 (3/4), pp.153-156. 6. Hagood, W., Friedman, L., (2002). Using the balanced scorecard to measure the performance of your HR information system. Public Personnel Management. (31), pp.543-557. 7. Hepworth, P., (1998) "Weighing it up

Managing Human Resource Essay

823 words - 4 pages common tools of HR strategic management tools are: a) Strategy Map b) HR scorecard c) Digital dashboard Managers use the strategy map, the HR scorecard, and the digital dashboard to help them translate the company's broad strategic goals into specific human resource management policies and activities. The strategy map shows the "big picture" of how each department's performance contributes to achieving the company's overall strategic goals

Human Resource Essay

5196 words - 21 pages | | | |Managing with the HR Scorecard | | | |The HR Manager’s Proficiencies | | | |Four Proficiencies

The Office Of Strategy Management. Harvard Business Review, 72 80. Kaplan, R.S. Ve Norton, D. P. (2005). A Summary By Ogunmokun Oluwatobi

1076 words - 5 pages managing the scorecard, aligning the organization, and setting the agenda for monthly strategy reviews, communicating strategy and managing strategic initiatives—are the natural turf of an OSM. They did not exist prior to the introduction of the Balanced Scorecard, so they can be given to a new unit without infringing on the current responsibilities of any other department. But many other activities—strategic planning, budget supervision, or HR