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HR Scorecard Metrics Eg

This document outlines potential metrics for an HR balanced scorecard across four categories: financial, customer, people, and process. In the financial category, metrics relate to costs such as department costs against budget, people costs as a percentage of total organizational costs, and average training and recruitment costs. The customer category focuses on metrics for customer satisfaction, responsiveness to employees, and strategy alignment. People metrics include headcount, staff turnover, absence rates, and competence assessments. Finally, the process category includes metrics for areas like training delivery, supplier management, and recruitment times.

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Pavel Banerjee
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3K views1 page

HR Scorecard Metrics Eg

This document outlines potential metrics for an HR balanced scorecard across four categories: financial, customer, people, and process. In the financial category, metrics relate to costs such as department costs against budget, people costs as a percentage of total organizational costs, and average training and recruitment costs. The customer category focuses on metrics for customer satisfaction, responsiveness to employees, and strategy alignment. People metrics include headcount, staff turnover, absence rates, and competence assessments. Finally, the process category includes metrics for areas like training delivery, supplier management, and recruitment times.

Uploaded by

Pavel Banerjee
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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HR Balanced Scorecard Example Metrics

FINANCIAL
MEASURE AREA - COST AGAINST BUDGET: ACTUAL DEPARTMENT COST AGAINST BUDGET (M) MEASURE AREA - BUDGET SPLIT: % OF ACTUAL COST SPLIT PER SUB-DEPARTMENT (M) MEASURE AREA - SERVICE COSTS: % COST OF THE HR SERVICE OUT OF TOTAL ORGANISATIONAL COST (M) COST OF HR PER ORGANISATIONAL EMPLOYEE % PEOPLE COST OUT OF TOTAL ORGANISATIONAL COST (M) AVERAGE COST OF TRAINING PER EMPLOYEE ABSENCE COST PER EMPLOYEE AVERAGE RECRUITMENT COST: GRADUATE/ EXPERIENCED HIRE (Q) AVERAGE COST OF RECRUITING TEMPORARY STAFF (Q) MEASURE AREA - EXTERNAL SUPPLIER: EXTERNAL / INTERNAL HR SPEND RATIO

CUSTOMER
MEASURE AREA - CUSTOMER SATISFACTION: % OF SCORES IN THE TOP TWO CATEGORIES IN THE CUSTOMER SATISFACTION INDEX (Y) MEASURE AREA - EMPLOYEE RESPONSIVENESS: % OF EMPLOYEES THAT LEFT THE ORGANISATION RECEIVING A COMPLETE EXIT INTERVIEW (M) MEASURE AREA - ORGANISATIONAL STRATEGY ALIGNMENT: % OF ASSISTANT DIRECTORS/DIRECTORS WITH CUSTOMER FOCUSED SMART OBJECTIVES (Q) MEASURE AREA - CUSTOMER CARE: NUMBER OF ENQUIRES FROM STAFF RECEIVED BY THE HR DEPARTMENT (M) % OF RECEIVED ENQUIRES RESOLVED BY THE HR DEPARTMENT NUMBER OF COMPLAINTS CONCERNING THE HR DEPARTMENT (M) % OF RECEIVED COMPLAINTS RESOLVED (M)

PEOPLE
MEASURE AREA - STAFF NUMBERS: HEADCOUNT AGAINST BUDGET (M) LENGTH OF SERVICE; MEASURE AREA - STAFF TURNOVER: VOLUNTARY TERMINATION RATE (M) CAREER BREAKS MEASURE AREA - STAFF ABSENCE: TOTAL ABSENCE RATE MEASURE AREA - STAFF MIX: % OF TEMPS/CONTRACTORS STAFF TO TOTAL STAFF (M) MEASURE AREA - STAFF COMPETENCE: % OF ALL STAFF WITH A COMPLETED COMPETENCE ASSESSMENT (Q) MEASURE AREA - STAFF ROLES % OF ALL STAFF WITH CLEARLY DEFINED JOB DESCRIPTIONS (Q) MEASURE AREA - STAFF OBJECTIVES: % OF ALL STAFF WITH CLEARLY DEFINED SMART OBJECTIVES (Q) MEASURE AREA - STAFF RECRUITMENT: NUMBER OF STAFF JOINING THE ORGANISATION (M) % OF ALL APPLICANTS ACCEPTING JOB AFTER OFFER (M) BUISINESS CUSTOMER SATISFACTION INCREASE TREND

PROCESS
MEASURE AREA - TRAINING DELIVERY: NUMBER OF TRAINING COURSES HELD; - RUN BY INTERNAL DEPARTMENT (M) - RUN BY THIRD PARTY TRAINING PROVIDER (M) - AVERAGE NUMBER OF TRAINING DAYS PER EMPLOYEE (Y) AVERAGE NUMBER OF DEVELOPMENTAL TRAINING DAYS PER EMPLOYEE (Y) AVERAGE SCORE ON POST-TRAINING FEEDBACK FORM (M) MEASURE AREA - EXTERNAL SUPPLIER MANAGEMENT: % OF EXTERNAL SUPPLIERS RECEIVING A CONTRACT REVIEW SESSION (Q) MEASURE AREA - PERFORMANCE MANAGEMENT: NUMBER OF ORGANISATIONAL STAFF USING THE PMS (Q) MEASURE AREA - POLICY MANAGEMENT: NUMBER OF NEW HR POLICIES SIGNED-OFF (M) MEASURE AREA - REWARD MECHANISM: % OF BONUS DECISIONS AGREED AT FIRST ATTEMPT (Y) MEASURE AREA - EFFECTIVE MIS: % OF INFORMATION REQUESTS MET BY CURRENT MIS SYSTEM (M) MEASURE AREA - RECRUITMENT: NUMBER OF APPLICATIONS PROCESSED (M) AVERAGE TIME TO ACCEPT OFFER (Q) MEASURE AREA - ORGANISATIONAL SUPPORT: NUMBER OF HR EMPLOYEES TO TOTAL ORGANISATIONAL EMPLOYEES (M)

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