The HR Scorecard, Essay Example

Using an HR scorecard is advantageous because it provides specified framework to reorient the management system in a manner that allows them to be ready to achieve long term goals of the organization and ensuring that the strategy of the organization is continually used in decision making processes. Using the scorecard to measure organizational performance is useful because it helps the company focus on objectives they need to achieve. This can contribute to competitive advantages as well because it could drive customer focus in support functions. Two challenges that may be encountered when implementing the scorecard include not the formulation of the strategy, but its implementation in addition to agreement upon the framework that is considered important. To minimize these challenges, there should be many discussions about the framework before implementation to ensure that all employees are in agreement and ready to ensure that the framework is followed. For Walmart, important HR scorecard objectives would be to improve upon performance management systems as a part of HR deliverables, which could result as a consequence of HR efficiency measures.

To Tamekia Pearson:

It’s interesting to see how Chase has effectively made use of HR scorecards to measure their employees’ actions. I agree that when errors occur, the HR scorecard system is almost useless. However, I think that the benefits of the scorecards outweigh the disadvantages and even if the system isn’t working temporarily, it is likely that the employees will continue to behave as if their performance is still being measured.

To Lisa Coyne:

I don’t think that use of HR scorecards would contribute to a lack of senior management commitment. I think it would just make it easier for them to keep track of their employees.