HR AND DEVELOPMENT

1. PRESTIGE INSTITUTE OF MANAGEMENT,
GWALIOR
PRESENTATION ON
Presented to: Presented by:
Dr. Garima Mathur Pallavi Tiwari
Rohit Kumar
Jyoti

2. HRD Scorecard
 The HR Scorecard is a strategic HR measurement
system that will help you measure, manage and
improve the strategic role of your HR department.
 The HR scorecard is a method for Human Resources to
position itself as a strategic planning partner with line
managers and executives within an organization.

3. History
 Most HR scorecards are developed based on the work
of Robert Kaplan and David Norton, who built upon
the original “Balanced scorecard" theories of Art
Schneiderman. Kaplan and Norton wrote a couple of
papers in the early 1900s on the subject, followed by a
book in 1996 called "The Balanced Scorecard."

4. Process
 "The HR Scorecard," recommends a four-step process
that includes identifying the critical deliverables
for human resources, identifying human resource
customers, defining HR activities that provide
deliverables like high-talent staffing or employee-
retention initiatives, and conducting cost-benefit
analyses of deliverable-providing activities.

5. Perspectives…..
 The HR Scorecard is a really useful tool to measure the
level of maturity of any HRD of organizations. This tool
focuses on 4 perspectives:
1. HRD Systems Maturity
2. HRD Competence
3. Linking business Objectives with HR
4. HRD Culture

6. HRD Culture
 Every organization should follow an OCTAPACE Culture:
O- Openness
C-Collaborative
T-Trustworthiness
A-Authenticity
P-Proactive
A- Affiliative
C-Confrontation
E-Experimentation

7. Use of HR Score card

8. A sample score card for hospital is given below.
HRD SCORECARD
HRD
Systems and
Strategies
HRD
Competencies
HRD culture
and Values
HRD Impact Overall HRD
Maturity
grading
B D C* D BDCD
Name of the Organization Hospital