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Inside this Book – AS YOU BEGIN TO READ THIS BOOK , take a moment to reflect on your firm’s human resources “architecture”—the sum of the HR function, the broader HR system, and the resulting employee behaviors. Why are these three features important? How does the HR architecture help your company to excel in the marketplace? If your organization is like most, you’re probably finding it difficult to answer these questions. In our experience, many HR management teams have a well-developed vision of their department’s strategic value (at least from the perspective of HR), but the CEO and senior line managers are at best skeptical of HR’s role in the firm’s success. Worse, in many firms, executives want to believe that “people are our most important asset,” but they just can’t understand how the HR function makes that vision a reality. What explains this situation? We believe that these problems have the same root cause: HR’s influence on firm performance is difficult to measure. Consider the elements and outcomes of your firm’s human resources architecture that are tracked on a regular basis. You might have included total compensation, employee turnover, cost per hire, the percentage of employees who had a performance appraisal in the last twelve months, and employee attitudes such as job satisfaction. Now consider those HR attributes that you believe are crucial to the implementation of your firm’s competitive strategy. Here you might mention a capable and committed workforce, development of essential employee competencies, or a training system that helps your employees learn faster than your competitors.
Inside this book –The HR Scorecard PDF Book by Brian E. Becker – THIS QUOTATION CAPTURES the energy that can be created when an organization aligns its HR architecture with its larger plan for strategy implementation—and devises a way to measure that alignment. If we take a closer look at Sears’ transformational experience, we can see that the company’s effort centered on telling the “story” of how value is created within the organization. Specifically, Sears executives clarified how their employees drive customer satisfaction and how that satisfaction, in turn, fuels overall firm performance. They then reinforced the story by involving a broad cross-section of senior managers, providing developmental opportunities for those supervisors who lacked the leadership skills needed to implement the new strategy, and realigning the HR system to support the strategy.
The HR Scorecard by Brian E. Becker PDF : eBook Information
- Full Book Name – The HR Scorecard
- Author of this Book – Brian E. Becker
- Language – English
- Book Genre – Business, Human Resource
- Download Format – PDF
- Size – 2.0 MB
- eBook Pages – 212
- Price – Free