Background

It is highly recommended that HR Practitioners joining this programme first attend the "New Roles for HR Practitioners" and the "Value Creating HR Business Partner" programmes, as this programme is an extension of the philosophies covered in those programmes.

This programme continues the investigation of intangibles and strategy discussed in the "Value Creating HR Business Partner" programme but at more advanced levels. It is no secret to HR Practitioners that organisations with more effective HR management systems, seem to consistently outperform their competitors. This situation is unfortunately not always the case with senior general management in the organisation! Time and again HR Practitioners find themselves in the position of having to try and "prove" the value that HR is adding to the organisation and its stakeholders.

In our "new" business world which is dominated by human capital and other intangible assets, we need to measure the effect of present HR strategies and using these measurements, tailor and create better and more effective strategies. We need to be able to meaningfully answer the question "what value is HR adding and what difference has its strategy made to the organisation?"

Drawing on internationally recognised principles and research, this programme discusses the design and implementation of an HR Balanced Scorecard. It takes Kaplan and Norton’s "Balanced Scorecard" and focuses it on HR practices as it discusses how to design and implement a strategic HR measurement system, as well as linking and measuring strategy, people and performance.

Content Overview

• The measurement challenge;
• Clarifying and measuring HR's strategic influence;
• Creating an HR Scorecard;
• The principles of good measurement;
• Measuring HR alignment;
• Implementing an HR Balanced Scorecard.

Objectives

• Describe and implement the seven step process that lays the foundation for HR's strategic influence;
• Develop an HR Scorecard to measure HR's strategic influence;
• Design and implement basic cost benefit analyses of HR programmes and decisions;
• Validate the quality of your measurement system and its data;
• Measure the strategic alignment of HR;
• Understand the challenges of implementing an HR Scorecard.