The course resources discuss a number of important benefits from utilizing an HR Scorecard/Dashboard, including controlling cost and creating value.
HR Scorecard/Dashboard
The course resources discuss a number of important benefits from utilizing an HR Scorecard/Dashboard, including controlling cost and creating value. Continuous management of the HR Scorecard/Dashboard can contribute to the organization’s focus on strategy as long as the HR team can confidently identify and communicate to their business partners what is of value on the data. In addition, it will aid in employees being knowledgeable about how HR-related activities meet the organizational strategy. Keep in mind that organizations are dynamic, and if the organization’s performance drivers change, the HR Scorecard/Dashboard may have to shift as well. In other words, the HR Scorecard/Dashboard is fluid. The HR Scorecard/Dashboard should encourage flexibility and changes that are often needed to meet the organizational pressures. In fact, many times HR will lead that effort by creating a new program or process to meet particular pressures which providing informational continuity to allow for the identification of trends and taking actions based upon such trends.
For this Discussion, you will provide a balanced critique of the value of an HR Scorecard/Dashboard. Using the same organization you discussed in Weeks 2 and 3, answer the following as if you were developing HR-driven metrics. For this Discussion, you will assume an HR Scorecard/Dashboard approach.
Post by Day 3 a cohesive and scholarly response, based on and supported by your required readings, media, and research this week, that addresses the following:
What are the benefits of implementing an HR Scorecard/Dashboard. Should it be balanced? Why or why not?
Identify at least two possible competitive advantages that might result from using an HR Scorecard/Dashboard.
List two challenges of creating a Scorecard/Dashboard propose a strategy for overcoming these challenges.
Note: An HR balanced Scorecard/Dashboard is not the same as a company balanced Scorecard/Dashboard.
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