Dear All, Can you please help me preparing the HR score card for the year 2009-10. I have been asked to list down the objective or the initiative for the new year.
We have already committed to better our SLA for routine HR functions.
Can you suggest me some new initiative which we can think of during this phase.
I am planning to bring in
1. Peer Recognition Program
2. Corporate Folklore
3. More of CSR activities
Please suggest some employee engagement stuffs and also any other initiatives
thanks
Viju
From India, Pollachi
1We have already committed to better our SLA for routine HR functions.
Can you suggest me some new initiative which we can think of during this phase.
I am planning to bring in
1. Peer Recognition Program
2. Corporate Folklore
3. More of CSR activities
Please suggest some employee engagement stuffs and also any other initiatives
thanks
Viju
From India, Pollachi
HR score card is a progress report showing the status of you r HR health
HR score card basically what system you have for ?
Eg Do you have a CSR system
next step is what are the in puts ,process and out put elements for this system
Input elemants may be "To comply to CII standard i have person working this aspects ......
what structure uhave ?
waht skill set youhave ?
a measure score of all will ebcome your HR score card
For example in an organisation
System3/10
Sturcture 5/10
style 3/10
staff 1/10
skaill 3/10
one has identify which areas to work, that will becomethe objective for that year
Dr.P.T.Sunderam
HRDC BHEL
From India, Hyderabad
HR score card basically what system you have for ?
Eg Do you have a CSR system
next step is what are the in puts ,process and out put elements for this system
Input elemants may be "To comply to CII standard i have person working this aspects ......
what structure uhave ?
waht skill set youhave ?
a measure score of all will ebcome your HR score card
For example in an organisation
System3/10
Sturcture 5/10
style 3/10
staff 1/10
skaill 3/10
one has identify which areas to work, that will becomethe objective for that year
Dr.P.T.Sunderam
HRDC BHEL
From India, Hyderabad
I find this amazing!. Why do you ask for someone else's scorecard. Why don't your start with your own that better suits your company's strategic, operational and cultural needs. It is this type of "copy and paste" that is dragging HR credibility and role backwards.
Be bold, go ask your the top management for the company's objectives and strategic initiatives for the year. HR is there to support the business needs, in particular the business operations. If operations cannot define clearly what they want, how can HR help or provide services.
This is what Strategic HR is. Play a dorminant role in checking and correcting the incompetencies of senior management before focussing on improving your HR system, practices and results. What score are you speaking off when you don't know what is expected. People talk of HR architecture, what about Business architecture?. Ask for it and then shape your HR systems and build your scorecard around it. Insist on CEO and HODs to outline what they want from HR to help improve strategic business/operational efficiencies.
Don't people understand the simple rule of cause and effect?. If you don't know this then there is little hope for a scorecard to make an impact on the bottom line, which is what we ultimately measure to benchmark
Hence, before you can talk of HR scorecard, insist on the Business scorecard. If your top cannot give you this, then tell them to stop running the company like a tea stall. That should be the first finding of your TNA. Send them for training on how to write a business plan and map strategies for implementation. HR should be included in the strategic brainstorming sessions to be transparent of the inter-linkages and connections.
Rgds
Yuva
Malaysia
From Malaysia, Kuala Lumpur
Be bold, go ask your the top management for the company's objectives and strategic initiatives for the year. HR is there to support the business needs, in particular the business operations. If operations cannot define clearly what they want, how can HR help or provide services.
This is what Strategic HR is. Play a dorminant role in checking and correcting the incompetencies of senior management before focussing on improving your HR system, practices and results. What score are you speaking off when you don't know what is expected. People talk of HR architecture, what about Business architecture?. Ask for it and then shape your HR systems and build your scorecard around it. Insist on CEO and HODs to outline what they want from HR to help improve strategic business/operational efficiencies.
Don't people understand the simple rule of cause and effect?. If you don't know this then there is little hope for a scorecard to make an impact on the bottom line, which is what we ultimately measure to benchmark
Hence, before you can talk of HR scorecard, insist on the Business scorecard. If your top cannot give you this, then tell them to stop running the company like a tea stall. That should be the first finding of your TNA. Send them for training on how to write a business plan and map strategies for implementation. HR should be included in the strategic brainstorming sessions to be transparent of the inter-linkages and connections.
Rgds
Yuva
Malaysia
From Malaysia, Kuala Lumpur
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Regional HR Score Card.doc
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