Pplication: Constructing an HR Scorecard

Application

Constructing an HR Scorecard

You have examined the benefits and limitations of the HR Scorecard, and you will now take the knowledge you gained to construct an HR Scorecard for your chosen organization (STARBUCKS is the chosen organization) . You should use the course text for guidance, and you should ensure that your HR Scorecard both offers the benefits outlined in the course text and incorporates feedback you received from your Instructor and/or colleagues in the Discussion area.

For this Application, you will develop an HR Scorecard using the template provided. Your HR Scorecard should not only look at HR functions, but also the organizational functions (e.g., organization change or sustainability).

Please Note:

1. You must use the HR Scorecard Template (ATTACHED)to complete the scorecard construction portion of the assignment.

2. Below the scorecard construction area of the template discuss in 1-2 pages how the HR Scorecard might be used to demonstrate value creation that aligns with the organizations strategic goals. Be specific, and provide examples with references to the literature.

REFERENCES:

Becker, B., Huselid, M. A., & Ulrich, D. (2001). The HR scorecard: Linking people, strategy, and performance. Boston, MA: Harvard Business School Press.

The HR Scorecard, Linking People, Strategy, and Performance
Chapter 3, Creating an HR Scorecard”

In Chapter 3, the authors discuss the process for developing the HR Scorecard, building on the material that you reviewed in Chapter 2. Benefits of the HR Scorecard are reviewed, as is the dynamic nature of measurement.
Articles

Anand, S. (2007, October 31). How to develop an HR scorecard. Gulf News, 1. Retrieved from the Walden Library using the ProQuest Newsstand database:
/web.ebscohost.com.ezp.waldenulibrary.org/bsi/detail?sid209c1eec-83c3-442a-8076-58d54224daa8%40sessionmgr110&vid1&hid110&bdataJnNpdGU9YnNpLWxpdmU%3d#dbbth&AN58521148

Because the HR function is considered a support function, it can be vulnerable during difficult times. In this article, the authors discuss the results of a 2010 survey that suggests that the HR function has in fact improved its strategic position in many organizations.

Schneider, C. (2006). The new human-capital metrics. CFO Magazine, 22(3), 22i??27. Retrieved from the Walden Library using the LexisNexisi?? Academic database:
detail?sid0df01ea1-165c-49e6-b29d-291159470f8a%40sessionmgr110&vid1&hid110&bdataJnNpdGU9YnNpLWxpdmU%3d#dbbth&AN19868966

Although dated, this article focuses on some specific companies making interesting changes using HR metrics to guide them.