Soar to Success June 2015

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Competition is a way of life and business.
In every competitive sporting event the
ending score on the scorecard is the
determining factor for the person or team that
wins the particular competition. Business is
equally as competitive as a sporting event so
implementing a scorecard, for every department
of a business, should be a standard operating
procedure. Even and maybe especially the
Human Resources Department.
The logic behind implementing departmental
Scorecards is that a Scorecard synchronizes
many traditional business based best practices
and measures the successes or shortcomings
of the department by:
 Determining authentic value the department
provides to the company
 Implementing strategic planning practices
 Communicating company expectations
 Creating a managerial system
 Continually recognizing and implanting ever-
changing business/human capital trends
Determining the issues of concentration in
developing a departmental scorecard include:
 Identify the company goals the department
contributes direct or indirect expertise
 Identify the critical department deliverables
 Identify the internal and external customers
 Conduct a cost-benefit analysis of the
department deliverables
Finally the seven components that must be
included in a Scorecard:
1. Define the business strategy of the department
2. Build the case of the department as a strategic
asset
3. Create a strategic map for the department to
achieve the business strategy
4. Identify the department deliverables to the
strategy
5. Align the structure of the department with the
expected deliverables
6. Design the measurement system of success
of the deliverables
7. Implement management by measurement
Winning the Human
Capital Challenge
with the HR Scorecard in ALL
Departments! By The Merit Group
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SOAR TO SUCCESS | JUNE 2015 | Business Acceleration Strategies