hrd scorecard, benchmarking

7/29/2019 HRD Scorecard, Benchmarking

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HRD SCORECARD &

BENCHMARKING HR

PRACTISES

UNIT 5


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HR SCORECARD

HR scorecard measures the HR

function's effectiveness and

efficiency in producing

employee behaviors

needed to achieve

the company'sstrategic goals.


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Creating the HR Scorecard reveals The 'new' skills HR professionals must develop in

order to become true strategic assets to their

organizations

An explanation of how HR programmes can be

assessed and a detailed overview of how to conduct an

HR audit

The demands placed on HR in the current climate and

the challenges involved in becoming a strategic

partner


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BENCHMARKING HR PRACTISES

Benchmarking is a process for identifying,

understanding & adapting outstanding practices from

organization to help your organization to improve its

performance.

Benchmarking essentially involves learning, sharing

information and adopting best practices to bring about

changes in performance.


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PURPOSE OF HR BENCHMARKING

Establish solid HR Systems.

Get difficult, focused HR projects done accurately

and quickly.

Maintain HR Systems on an ongoing basis. Establish workers compensation reporting.

Provide ongoing Human Resource support as needed

and requested.


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The Benchmarking Process


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Phase One: Planning

Identify what functions, products or outputs

are essential practices and should be benchmarked.

Identify external organizations or functions

within organization with superior work practices for

comparison.


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Phase Two: Analysis

Determine what data sources are to be used. &

then collecting the data. Valuable information may

also be available through personnel records, surveys

or even interviews.

Determine the current level of performance.

This will enable the gap in performance to be

identified.


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Phase Four: Action

Establish functional goals linked to the overall

vision for the organization.

Develop action plans and implement the

best practice findings. Periodic measurement and

assessment of achievements should be put into place.

Update knowledge on current work practices.

This is, in essence, the crux of continuous quality

improvement.


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Factors Enhancing the Chances of SuccessFor a Benchmarking Effort

Senior Management Support;

Useful information technology systems;

Cultural practices that encourage learning; and

Resources, especially in the form of time, funding, anduseful equipment.


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HRD AUDIT

A human resource audit evaluates the personnel

activities used in an organization.

The audit is an overall quality control check on human

resource activities in a division or company & how

those activities support organizations strategy.

It gives feedback about:

- The function of operating managers.

- The human resource specialists.- How well managers are meeting their HR duties.


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HRD Audit is a comprehensive evaluation of

human resource development encompassing

strategies, systems, practices, structures,

competencies, styles & culture & their

appropriateness to achieve the short & long term

business goals of the organization - Dr. T.V. Rao


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Objectives & Purpose of HRD Audit

1. Organizational Growth

2. Professional Endowment

3. Benchmarking

4. Coping with Dissatisfaction5. Leadership Change


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Role of HRD Audit

Cost Effective

Provide Insight

Promotes Strategies Leverages

Modify StyleRole Clarity

Developing Competencies

Effective Recruitment & Training

Enhancing Accountability


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HRD Function

Adequacy of manpower

Appropriateness of the structure

Cost consciousness of staff

Quality consciousness of the

HRD staff

Responsiveness of the HRD department

to the needs of Employees, Managers,

Staff, Workmen, Union Leaders

Level of Internal customer satisfaction

Internal operational efficiency of the

department

hrd scorecard, benchmarking

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