Benefits Of Using The HR Scorecard In Business Management Discussion Discussion 1: HR Scorecard
The course resources discuss a number of important benefits from utilizing an HR Scorecard, including controlling cost and creating value. Continuous management of the HR Scorecard will help everyone appreciate the organization’s focus on strategy. In addition, it will aid in employees being knowledgeable in how HR related activities meet the organizational strategy. Keep in mind that organizations are dynamic, and if the organization’s performance drivers change, the HR Scorecard may have to shift as well. In other words, the Scorecard is never concrete. The HR Scorecard encourages flexibility and changes that are often needed to meet the organizational pressures. In fact, many times HR will lead that effort by creating a new program or process to meet particular pressures.
For this Discussion, you will provide a balanced critique of the usefulness of an HR Scorecard. Using the organization you previously identified, answer the following as if you were developing HR-driven metrics. For this Discussion, you will use an HR Scorecard approach.
With these thoughts in mind:
BY DAY 3
Post a cohesive and scholarly response based on your readings and research this week that addresses the following:
Discuss the benefits of using an HR Scorecard for organizational performance measurement.
Review the competitive advantages that might result from using an HR Scorecard.
Discuss at least two challenges you may encounter when implementing an HR Scorecard.
Based on the challenges you have identified, propose a strategy for minimizing these challenges.
Explain what might be included in your HR Scorecard objectives in regards to the following four dimensions: HR deliverables, high-performance work system, HR system alignment, and HR efficiency measures.
Be specific, and provide examples with references to the literature.
References
Lawler, E. E., III, Jamrog, J., & Boudreau, J. (2011). Shining light on the HR profession. HRMagazine, 56(2), 38–41.
Schneider, C. (2006). The new human-capital metrics. CFO Magazine, 22(3), 22–27.