Winning the Human Capital Challenge with the HR Scorecard in ALL Departments!

Competition is a way of life and business. In every competitive sporting event the ending score on the scorecard is the determining factor for the person or team that wins the particular competition. Business is equally as competitive as a sporting event so implementing a scorecard should be the standard operating procedure. A scorecard process should be implemented for every department of a business. Even and maybe especially the Human Resources Department.

The logic behind implementing departmental Scorecards is that a Scorecard synchronizes many traditional business based best practices and measures the successes or shortcomings of the department by:

• Determining authentic value the department provides to the company

• Implementing strategic planning practices

• Communicating company expectations

• Creating a managerial system

• Continually recognizing and implanting ever-changing business/human capital trends

Determining the issues of concentration in developing a departmental scorecard include:

• Identify the company goals the department contributes direct or indirect expertise

• Identify the critical department deliverables

• Identify the internal and external customers

• Conduct a cost-benefit analysis of the department deliverables

Finally the seven components that must be included in a Scorecard:

• Define the business strategy of the department

• Build the case of the department as a strategic asset

• Create a strategic map for the department to achieve the business strategy

• Identify the department deliverables to the strategy

• Align the structure of the department with the expected deliverables

• Design the measurement system of success of the deliverables

• Implement management by measurement

Once the Departmental Scorecard is developed it must be communicated to all the stakeholders in the department. Implementing this aspect builds team support, individual and team motivation for departmental success. The Departmental scorecard also provides an objective focal point for employee evaluations based on their departmental contribution to the business success.

Begin the process of implementing a Departmental Scorecard process an win the of human capital challenge by gaining the support, knowledge, and attributes that will further contribute to your success by demonstrating that your employees are a worthwhile investment of your time, effort, and strategic commitment.

If you would like support in developing your Departmental Scorecard we are we are eager to team together with you to get the results you desire.

Visit our website at www.themeritgroupindy.com or call 317-805-4896 today!

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