Sunday, November 16, 2014


HR score card is a visual representation of key measures of human resource department. It includes achievement, productivity and other factors that are important to organisation like cost, training, hiring, turnover, performance management etc. HR score card was developed by academicians Bryan E. Becker, Mark A. huselid, and Dave Ulrich and presented in their book “THE HR SCORECARD: linking people, strategy, and performance “, issued by Harvard business school press, 2001. Actually it was a supplementary tool to Kaplan and Norton’s balanced scorecard, which does not focus on HR practice. Basically HR Score card provides a very useful framework for measuring HR. It sees human resource management practices as a strategic asset and provides road map to help organisations. It mainly focuses on accountability and prioritization to all Human Resources.
HR scorecard is used by the entire organization it is not limited to just HR department.
1.    It enables cost control and value creation: HR scorecard helps HR professionals to drive out cost wherever appropriate and defend investment intangibles.

2.    It measures leading indicators: there are leading and lagging indicators in the overall balanced performance measurement system so HR scorecard helps in measuring the leading indicators of performance.

3.    It lets HR professionals effectively manage their strategic responsibilities: HR scorecard encourages HR managers to focus on exactly how their decisions affect the successful implementation of the firm’s strategy.

Lastly, we can say that HR scorecard has made it possible for HR managers to understand how to manage HR strategy with the overall business objective. It is a tool that moves HR managers to new goals and makes them more flexible and creative in supporting the changes.

-         Priyanka Gulati