本文主要讲述的是人力资源记分卡的好处，人力资源记分卡的主要好处是，它允许高级管理层就公司必须掌握的关键关系和能力进行辩论，并达成一致意见。如果公司的目标是战略上的成功和高的财务业绩，那么公司就必须专注于内部流程的学习和成长，从非财务角度看待客户。本篇美国酒店管理论文代写文章由美国论文人EducationRen教育网整理，供大家参考阅读。
The main benefit of the HR Scorecard is that it allows the senior management to debate and reach consensual agreement as to exactly what are the key relationships and capabilities that the company must master. The company has to focus on the internal processes of learning and growth, non financial perspectives of the customers, if the company aims towards strategic success and high financial results.
The other benefit of the HR Scorecard is that it forces the HR managers to and their leadership team to debate and agree on the elements that what values must be delivered to the organization. The values include management, leadership, and compensation and employee development. It must also be seen that how organization will deliver these elements, with the question that do HR function require special skills to do so, if not then how this will be achieved and delivered (Becker, Huselid,. & Ulrich, 2001).
The HR Scorecard can not only help in creating a common purpose among the team, but also Powerful and sustainable outcomes can be achieved if the HR leaders spend time with business leaders with one-to-one interviews or within focus groups. The HR might think that they are able to deliver the value to the organization, but the business leaders might think on other way.
First of all it is very important to concentrate on the key drivers of the company’s performance. In most of the companies, the customer value generated through the products is the result of cumulative and complex processes, which is referred to as the value chain according to Michael Porter.
In the business performance management system, the HR mangers have to identify the elements to intersect with organization’s strategy plans. On the other hand it is seen that performance drivers of HR such as competency, motivation and availability are very fundamental, thus the process of locating them on the map could be difficult.
HR is accountable for the financial performance in an organization. The financial perspectives should be at the top of the Hr scorecard at least in the publicly traded organizations. The HR leaders should be able to describe to the other employees that how their target is being accomplished with cost control and revenue growth.
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