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Sviluppare una Hr Scorecard
The document outlines the development of an HR scorecard and strategy map aimed at enhancing long-term shareholder value and optimizing return on investment in HR initiatives. It identifies strategic objectives and key performance indicators, such as employee satisfaction, turnover rates, and talent management metrics, to create a positive work environment and improve internal capabilities. The scorecard emphasizes the importance of effective recruitment processes and performance management systems to drive productivity and employee development.
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Sviluppare una Hr Scorecard
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- 3. Drive Long term ShareholderValue Enhance ROI of HR Strategic Initiatives Develop Internal HR Capabilities Develop Strategic Employee Competencies Deploy HRIS System HR Strategy MapHR Strategy Map Financial Internal Customers HR Internal Process Learning Create Positive Work Environment Enhance “Internal Customer” (Employee) Satisfaction Enhance Employee Productivity Apply Excellent Recruitment Process Optimize Performance Management System Implement Best Talent Management Practices
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- 5. Drive Long term ShareholderValue HR ScorecardHR Scorecard Strategic ObjectivesStrategic Objectives Key Performance IndicatorsKey Performance Indicators • Shareholder value • Shareholder value growth • ROI of HR Strategic Programs and Initiatives Enhance ROI of HR Strategic Initiatives Enhance Employee Productivity • Profit per Employee • Revenue per Employee
- 6. HR ScorecardHR Scorecard StrategicObjectivesStrategic Objectives Key Performance IndicatorsKey Performance Indicators • Ranking in “Best Place to Work Annual Survey” (conducted by Fortune Magazine) • % of Employee Turn Over • Employee Satisfaction Index Create Positive Work Environment Enhance “Internal Customer” (Employee) Satisfaction
- 7. HR ScorecardHR Scorecard StrategicObjectivesStrategic Objectives Key Performance IndicatorsKey Performance Indicators Develop Strategic Competencies Apply Excellent Recruitment Process • Average lead time to recruit employees • Recruiting cost per employee • Performance of New Recruits during the First Two Years of Employment • Average Lead Time to Develop Strategic Competencies • Average Lead Time to Close Strategic Competencies Gap • % of Strategic Competencies Available within the Organization
- 8. HR ScorecardHR Scorecard StrategicObjectivesStrategic Objectives Key Performance IndicatorsKey Performance Indicators Optimize Performance Management System Implement Best Talent Management Practices • Number of Qualified Talents per Strategic Positions • Progress of Talent Development Plan (actual vs. plan) • % of Senior Managers who Have Been Promoted Internally • Average Competency Assessment Scores • Number of Performance Feedback Session Conducted per Year
- 9. HR ScorecardHR Scorecard StrategicObjectivesStrategic Objectives Key Performance IndicatorsKey Performance Indicators Develop Internal HR Capabilities Deploy HRIS System • % of HR Employees who Develop Individual Development Plan • % of HR Employees who Fully Execute Their Individual Development Plan • Progress of HR Portal Implementation (actual vs. plan) • Accuracy Level of HR Database
- 10. HR ScorecardHR Scorecard StrategicObjectivesStrategic Objectives Key Performance IndicatorsKey Performance Indicators Develop Internal HR Capabilities Deploy HRIS System • % of HR Employees who Develop Individual Development Plan • % of HR Employees who Fully Execute Their Individual Development Plan • Progress of HR Portal Implementation (actual vs. plan) • Accuracy Level of HR Database