please any one can u plz plz plz mail how to prepare an hr score card design ..i hav to prepare an hr score card for essar telecom..and have little knowldege abt it ..plz ne one plz help me ..will be really greatful.kindly mail me at 
From India, Mumbai
1From India, Mumbai
Dear Swati,
Here, you can o through the fundamentals of HR scorecard.
The HR scorecard is a method for Human Resources to position itself as a strategic planning partner with line managers and executives in the organization.
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, As follows:
1. Identify the critical deliverable for Human Resources
2. Identify HR's customers (for the deliverable).
2. Define HR activities that provide the critical deliverables (such as high-talent staffing or a retention initiative).
3. Conduct a cost-benefit analysis of activities that provide deliverables.
Tha last phase is, evaluate the functionality of HRD thru the costumers. For HRD, Costumers are employees, so, prepare an evaluation form and request to do the needful from the employees.
Examples of these questions are:
A. How many exceptional candidates do we recruit and retain for each strategic job opening?
B. How many hours of results-oriented training do new employees receive annually?
C. What is the differential in merit pay between high-performers and low-performers?
Let me know for more information!
This information being drafted from the net.
Best Regards,
Shiv
From India, Bangalore
Here, you can o through the fundamentals of HR scorecard.
The HR scorecard is a method for Human Resources to position itself as a strategic planning partner with line managers and executives in the organization.
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, As follows:
1. Identify the critical deliverable for Human Resources
2. Identify HR's customers (for the deliverable).
2. Define HR activities that provide the critical deliverables (such as high-talent staffing or a retention initiative).
3. Conduct a cost-benefit analysis of activities that provide deliverables.
Tha last phase is, evaluate the functionality of HRD thru the costumers. For HRD, Costumers are employees, so, prepare an evaluation form and request to do the needful from the employees.
Examples of these questions are:
A. How many exceptional candidates do we recruit and retain for each strategic job opening?
B. How many hours of results-oriented training do new employees receive annually?
C. What is the differential in merit pay between high-performers and low-performers?
Let me know for more information!
This information being drafted from the net.
Best Regards,
Shiv
From India, Bangalore
HI Swathi,
Please go to https://www.citehr.com/98008-what-ba...core-card.html and see; there is quite a bit of information.
Simhan
From United Kingdom
Please go to https://www.citehr.com/98008-what-ba...core-card.html and see; there is quite a bit of information.
Simhan
From United Kingdom
Hi Swati, I have information on HR Score card in attachment. I hope this will enable you to develop good HR Scorecard. Regards Abraham
From Saudi Arabia
From Saudi Arabia
hey, hie can u help me to get the hr scorecard design as me doing my MBA project on hr scorecard at hospital under hr dept sohhh plz plz plz can u help me...as i have to submit it as soon as possible sohhh plz....
From India, Surat
From India, Surat
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Regional HR Score Card.doc
Hr score card.pdf