hi,
i m a new member at citehr.
currently i have two queries, if anyone could help me with them...
1. what is the importance of an HR Scorecard?
2. what are the steps required for establishing an HR department in a newly developed organization?
From Pakistan, Karachi
i m a new member at citehr.
currently i have two queries, if anyone could help me with them...
1. what is the importance of an HR Scorecard?
2. what are the steps required for establishing an HR department in a newly developed organization?
From Pakistan, Karachi
Dear Amenaz,
It is called a Balanced Scorecard and not HR scorecard. Introduced in early 1990s under this system an organisation viewed on the following four aspects:
Business Articles - Making an HR Scorecard Work For You - Amazines.com Article Search Engine
About the steps required for establishing an HR department, you may go through the checklist that is also attached herewith.
Hope each of the documents will satisfy your queries.
P S Dhingra
Vigilance & Management Consultant
Dhingra Consultancy Group
New Delhi
From India, Delhi
387It is called a Balanced Scorecard and not HR scorecard. Introduced in early 1990s under this system an organisation viewed on the following four aspects:
- The Learning and Growth Perspective
- The Business Process Perspective
- The Customer Perspective
- The Financial Perspective
Business Articles - Making an HR Scorecard Work For You - Amazines.com Article Search Engine
About the steps required for establishing an HR department, you may go through the checklist that is also attached herewith.
Hope each of the documents will satisfy your queries.
P S Dhingra
Vigilance & Management Consultant
Dhingra Consultancy Group
New Delhi
From India, Delhi
Dear Mr. Dhingra,
Amenaz has gone through the right terminilogy. Under the Balance Score card system organization can be viewed as whole under 4 prospective and under HR Score card system a department can be viewed with same prospective.Concept of HR Score card is new and for your reference a PPt presentation on HR Score Card is attached herewith.
Best Regards
Arun Gupta
From India, Delhi
Amenaz has gone through the right terminilogy. Under the Balance Score card system organization can be viewed as whole under 4 prospective and under HR Score card system a department can be viewed with same prospective.Concept of HR Score card is new and for your reference a PPt presentation on HR Score Card is attached herewith.
Best Regards
Arun Gupta
From India, Delhi
Hi, You may read The HR Scorecard - Linking People, Strategy, and Performance by Dave Ulrich, Mark A. Huselid and Brian E. Becker. It is very informative.
From India, Mumbai
From India, Mumbai
Dear All,
Recently I facilitated a 2 day workshop for a leading publication company in Malaysia in the area of BSC in HR. Enclosed is the ppt slides for your kind perusal. The facilitation workshop is to educate the HR members of the intoduction of BSC and understanding of the linkages of the Corporate Scorecard with HR Scorecard which address the alingment and cacsading process. Thought that it might be a good idea to share something I have.
Adios,
Shamraj
From Malaysia, Seremban
Recently I facilitated a 2 day workshop for a leading publication company in Malaysia in the area of BSC in HR. Enclosed is the ppt slides for your kind perusal. The facilitation workshop is to educate the HR members of the intoduction of BSC and understanding of the linkages of the Corporate Scorecard with HR Scorecard which address the alingment and cacsading process. Thought that it might be a good idea to share something I have.
Adios,
Shamraj
From Malaysia, Seremban
Hi,
How Do I Set Up A New Human Resource Department?
If you were given the task of setting up a new Human Resource Department in a
small company where would you begin? Such a task would be extremely
daunting, but not impossible, if you follow a few tips. To begin, you need to
answer some basic questions:
Why do you want to set one up?
What’s changed to make you or the organization believe that an HR department is needed now?
What do you want the HR department to do? How will this function contribute to the success and bottom-line of the organization? Will it add value?
In other words, before you begin the task, you need to have a clear definition of
the mission and goals of the department and secondly, what role you will play as
“head” of the HR function. Once you have clear direction, there are some key
“audit” issues that you need to focus on.
Do you have personnel files on all your employees? Are they current? Do you have all the legally required documentation? Do you have items in the files that don’t belong there?
Do you have policies and procedures? Are they up-to-date? Are they followed?
Do you have an employee handbook? Do you have the right language in it? Have you inadvertently created a contract between you and your employees?
Do you have policies dealing with sexual harassment, workers’ compensation, safety, benefits, discipline, etc.?
Are you in compliance with state regulations?
Do you have a working knowledge of the law? Do you have all the required postings, forms, and documentation required by the respective governmental agencies? Are all the managers aware of their legal responsibilities and liabilities?
Are you recruiting and selecting the right people? Are you aware of the talent and skills needed to move your organization forward? Do you know where to find these people? Are you recruiting in a cost effective manner? Are your managers trained in interviewing techniques?
What kind of compensation plan do you have? Is it meeting the organization’s needs? Is it motivating your employees? Is it competitive and fair?
How about your benefits? Are you getting the best coverage for your people at a price the employees and the organization can afford? Is your total compensation attractive enough to retain existing people and be an incentive to new people?
What’s it like working at your company? Are people productive and motivated? Are you looking at the indicators of a productive and motivatedworkforce (absenteeism, tardiness, turnover, grievances, high workers’compensation rates, poor quality, missed deliveries, and poor productivity)?
What about your training? Are manager’s and employee’s skills current? Is training a “way-of-life”? Are you growing your people or do you have to go to the outside every time you need someone with a specialization? Are supervisors effectively managing their employees?
Are managers and employees kept informed? Do they know what’s going on? Is the grapevine the main source of communication? What are the sources of communication?
As you begin the process, get some professional help, whether through networking with peers, other organizations, or outside expertise. It is a big task, but one that is critical to the organization.
When Is An HR Department Necessary?
How many employees should a company have before there is a need for an HR Department? As companies grow, there is a need to administer the HR function, but that doesn't necessitate an HR Department. In fact, 30 years experience has shown that until the company has at least 50 employees, that "department" -- really a function -- can consist of or be handled by one person.
Between outsourcing such things as payroll and the initial writing of an employee handbook, and with the plethora of software for HR today, one person should be able to develop and administer the function.
Of course, there are variations to this theme. In some companies where recruiting has been a major activity, there may well be a need to have an HR administrator or recruiter. But in most small companies an Office Manager can suffice.
STEPS TO ESTABLISH HR DEPT
The first step is to determine what the expectations are of the manager who realized the necessity of HR function.
After that, determine the compliance issues which pertain to your company. The most basic of these have to do with wages and hours of work, classification of employees, leaves of absence including maternity leaves, harassment, and others.
Then, determine whether or not you need to have an employee handbook or other formal policies and procedures manual to cover everything from establishing the company as an at-will employer to benefits. If a handbook already exists, be certain that it is in compliance with state regulations and that the policies and the way they are written are in the best interests of the company.
Are all the basic policies included? These can be thought of as grouped into conditions of employment, benefits, and disciplinary processes. Is there a balance between stated corporate and employee rights and obligations?
Take a look at existing employee files or, if no files exist, gathering all the papers into coherent personnel files. Minimally, you should have an Application for Employment form or resume, , any insurance forms that the employee may have signed, and performance appraisals.
Who takes care of payroll? There used to be an ongoing fight between HR and accounting as to who gets payroll.. So make sure of this point to have a clear picture on this.
One person should be responsible for new employee orientation. In order to inform new employees of their benefits and the policies of the company, you will very simply have to be the expert in benefits and policies of the company.
HR has an information function that you should think through. Changes in policies, changes in benefits, even changes in laws must be communicated to all employees. Major changes may call for training such as in harassment a few years back. Therefore, HR becomes a kind of pass-through in the information cycle.
To summarize the steps to set up an HR DEPT , the following things should kept in mind.
1) Recruitment and selection (i.e. job descriptions, selection tools, background checks, offers)
2) Compensation (i.e. methods, consistency, market)
3) Employee relations (i.e. labor agreements, performance management, disciplinary procedures, employee recognition)
4) Mandated benefits (i.e. social security, , worker's compensation, )
5) Optional group benefits (i.e. insurance, time off benefits, flexible benefits, retirement plans, employee assistance programs, perks)
6) Payroll (i.e. internal vs. external options, compliance)
7) Recordkeeping (i.e. HRIS, personnel files, confidential records, other forms)
Training and development (i.e. new employee orientation, staff development, technical and safety, leadership, tuition reimbursement, career planning)
9) Employee communications (i.e. handbook, newsletter, recognition programs, announcements, electronic communication)
10) Internal communications (i.e. policies and procedures, management development, management reporting)
Once you have carefully evaluated each of these areas, you are ready to put together your strategic human resources business plan. This will help you map out exactly what you need to do and how it impacts the bottom line, plus when you will need to do it. With a good grasp on this plan, you are ready to sell it to management
From :Durga Chatterji (One of hr Cite Member)
From India, Gurgaon
How Do I Set Up A New Human Resource Department?
If you were given the task of setting up a new Human Resource Department in a
small company where would you begin? Such a task would be extremely
daunting, but not impossible, if you follow a few tips. To begin, you need to
answer some basic questions:
Why do you want to set one up?
What’s changed to make you or the organization believe that an HR department is needed now?
What do you want the HR department to do? How will this function contribute to the success and bottom-line of the organization? Will it add value?
In other words, before you begin the task, you need to have a clear definition of
the mission and goals of the department and secondly, what role you will play as
“head” of the HR function. Once you have clear direction, there are some key
“audit” issues that you need to focus on.
Do you have personnel files on all your employees? Are they current? Do you have all the legally required documentation? Do you have items in the files that don’t belong there?
Do you have policies and procedures? Are they up-to-date? Are they followed?
Do you have an employee handbook? Do you have the right language in it? Have you inadvertently created a contract between you and your employees?
Do you have policies dealing with sexual harassment, workers’ compensation, safety, benefits, discipline, etc.?
Are you in compliance with state regulations?
Do you have a working knowledge of the law? Do you have all the required postings, forms, and documentation required by the respective governmental agencies? Are all the managers aware of their legal responsibilities and liabilities?
Are you recruiting and selecting the right people? Are you aware of the talent and skills needed to move your organization forward? Do you know where to find these people? Are you recruiting in a cost effective manner? Are your managers trained in interviewing techniques?
What kind of compensation plan do you have? Is it meeting the organization’s needs? Is it motivating your employees? Is it competitive and fair?
How about your benefits? Are you getting the best coverage for your people at a price the employees and the organization can afford? Is your total compensation attractive enough to retain existing people and be an incentive to new people?
What’s it like working at your company? Are people productive and motivated? Are you looking at the indicators of a productive and motivatedworkforce (absenteeism, tardiness, turnover, grievances, high workers’compensation rates, poor quality, missed deliveries, and poor productivity)?
What about your training? Are manager’s and employee’s skills current? Is training a “way-of-life”? Are you growing your people or do you have to go to the outside every time you need someone with a specialization? Are supervisors effectively managing their employees?
Are managers and employees kept informed? Do they know what’s going on? Is the grapevine the main source of communication? What are the sources of communication?
As you begin the process, get some professional help, whether through networking with peers, other organizations, or outside expertise. It is a big task, but one that is critical to the organization.
When Is An HR Department Necessary?
How many employees should a company have before there is a need for an HR Department? As companies grow, there is a need to administer the HR function, but that doesn't necessitate an HR Department. In fact, 30 years experience has shown that until the company has at least 50 employees, that "department" -- really a function -- can consist of or be handled by one person.
Between outsourcing such things as payroll and the initial writing of an employee handbook, and with the plethora of software for HR today, one person should be able to develop and administer the function.
Of course, there are variations to this theme. In some companies where recruiting has been a major activity, there may well be a need to have an HR administrator or recruiter. But in most small companies an Office Manager can suffice.
STEPS TO ESTABLISH HR DEPT
The first step is to determine what the expectations are of the manager who realized the necessity of HR function.
After that, determine the compliance issues which pertain to your company. The most basic of these have to do with wages and hours of work, classification of employees, leaves of absence including maternity leaves, harassment, and others.
Then, determine whether or not you need to have an employee handbook or other formal policies and procedures manual to cover everything from establishing the company as an at-will employer to benefits. If a handbook already exists, be certain that it is in compliance with state regulations and that the policies and the way they are written are in the best interests of the company.
Are all the basic policies included? These can be thought of as grouped into conditions of employment, benefits, and disciplinary processes. Is there a balance between stated corporate and employee rights and obligations?
Take a look at existing employee files or, if no files exist, gathering all the papers into coherent personnel files. Minimally, you should have an Application for Employment form or resume, , any insurance forms that the employee may have signed, and performance appraisals.
Who takes care of payroll? There used to be an ongoing fight between HR and accounting as to who gets payroll.. So make sure of this point to have a clear picture on this.
One person should be responsible for new employee orientation. In order to inform new employees of their benefits and the policies of the company, you will very simply have to be the expert in benefits and policies of the company.
HR has an information function that you should think through. Changes in policies, changes in benefits, even changes in laws must be communicated to all employees. Major changes may call for training such as in harassment a few years back. Therefore, HR becomes a kind of pass-through in the information cycle.
To summarize the steps to set up an HR DEPT , the following things should kept in mind.
1) Recruitment and selection (i.e. job descriptions, selection tools, background checks, offers)
2) Compensation (i.e. methods, consistency, market)
3) Employee relations (i.e. labor agreements, performance management, disciplinary procedures, employee recognition)
4) Mandated benefits (i.e. social security, , worker's compensation, )
5) Optional group benefits (i.e. insurance, time off benefits, flexible benefits, retirement plans, employee assistance programs, perks)
6) Payroll (i.e. internal vs. external options, compliance)
7) Recordkeeping (i.e. HRIS, personnel files, confidential records, other forms)
Training and development (i.e. new employee orientation, staff development, technical and safety, leadership, tuition reimbursement, career planning)
9) Employee communications (i.e. handbook, newsletter, recognition programs, announcements, electronic communication)
10) Internal communications (i.e. policies and procedures, management development, management reporting)
Once you have carefully evaluated each of these areas, you are ready to put together your strategic human resources business plan. This will help you map out exactly what you need to do and how it impacts the bottom line, plus when you will need to do it. With a good grasp on this plan, you are ready to sell it to management
From :Durga Chatterji (One of hr Cite Member)
From India, Gurgaon
Dear Arun,
Thanks for your try to correcting me. Would you please like to clarify under what of the following four perspective you would like to place the HR Score Card?
The Learning and Growth Perspective
The Business Process Perspective
The Customer Perspective
The Financial Perspective
It would also be nice if you clarify whether HR Score Card falls within the scope of some quite a different perspective, other than the four above, and if so, what is that perspective and when it was invented or segregated from the said four perspectives by any scholar/researcher?
Your clarification may enrich the knowledge of our community members, including myself.
I must, however, appreciate your posting of a nice presentation for enhancement of knowledge of one and all.
P S Dhingra
Vigilance & Management Consultant
Dhingra Consultancy Group
New Delhi
From India, Delhi
Thanks for your try to correcting me. Would you please like to clarify under what of the following four perspective you would like to place the HR Score Card?
The Learning and Growth Perspective
The Business Process Perspective
The Customer Perspective
The Financial Perspective
It would also be nice if you clarify whether HR Score Card falls within the scope of some quite a different perspective, other than the four above, and if so, what is that perspective and when it was invented or segregated from the said four perspectives by any scholar/researcher?
Your clarification may enrich the knowledge of our community members, including myself.
I must, however, appreciate your posting of a nice presentation for enhancement of knowledge of one and all.
P S Dhingra
Vigilance & Management Consultant
Dhingra Consultancy Group
New Delhi
From India, Delhi
Hi there I am a little confused: What is different between HR BSC and HR score card? As I know HR-BSC is a cascade level of corporate BSC into HR process. Please help me to understand better
From Iran,
From Iran,
Another confusion: Which level of HR-BSC will be suitable for putting the corporate-BSC objectives?Some body say the customer view is good some body say process view of HR-BSC.
For more information I am going to translate "the learing and growth" objective of corporate BSC to HR-BSC. I think all will happen in customer view of HR-BSC as it must support the highest level of BSC.
From Iran,
For more information I am going to translate "the learing and growth" objective of corporate BSC to HR-BSC. I think all will happen in customer view of HR-BSC as it must support the highest level of BSC.
From Iran,
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HR-balance scorecard.zip
The Power of the HR Scorecard.doc
Hr-scorecard-tr ial.xls