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Product Description
Book Description
From the Back Cover
-Paul McKinnon, Senior Vice President of HR, Dell Computer Corporation
"At the root of every business challenge or opportunity is a human issue. If you believe that, you must take seriously the challenge of strategically planning for, and measuring the results of, human resource work. The HR Scorecard will both challenge your thinking in this area and provide options that you can use today."
-Ralph Christensen, Senior Vice President of Human Resources, Hallmark Cards, Inc.
"A must-read primer for human resources professionals who view HR as critical to the success of their companies."
-Mike Tindall, Vice President of Strategic Measures, Prudential
"This fact-filled, thoughtful, well-researched book provides valuable insights on the most pressing issue facing organizations today: how to measure their human resource performance. In an economy increasingly based on knowledge and people, no executive can afford not to read this book."
-Jeffrey Pfeffer, Thomas D. Dee II Professor of Organizational Behavior at the Stanford Business School and Author of The Human Equation
"The HR Scorecard provides a language for HR professionals and line managers working together to really nail the connection between HR interventions and the firm's success."
-Susan Bowick, Vice President and Director of Human Resources, Hewlett-Packard
"The HR Scorecard demonstrates how improved measurements play a vital role in linking human resource initiatives to business strategies and to significant increases in shareholder value."
-Robert Kaplan, Marvin Bower Professor of Leadership Development, Harvard Business School and Coauthor of The Balanced Scorecard and The Strategy-Focused Organization
"This book serves as a tremendous strategic tool for HR functions to showcase their impact on the business. If you want to succeed in the new economy as a high-performing HR strategic partner, I recommend you read this book."
-Robyn Ewing, Senior Vice President of HR, Energy Services, Williams
"A must-read for all HR executives. Full of useful findings, methods, measures and examples."
-Edward E. Lawler III, Author of Rewarding Excellence
"The HR Scorecard is the definitive guide for today's human resource professional. It provides perfect insight into a field that has been under much scrutiny and in great need of change."
-Milano Reyna, Worldwide Human Interests Director, Saatchi & Saatchi
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. Read the first page
Concordance
Front Cover | Copyright | Table of Contents | Excerpt | Index
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Most helpful customer reviews
1 of 1 people found the following review helpful
2.0 out of 5 stars
Ignore this,
By Manish (NJ, USA) - See all my reviews
This review is from: The HR Scorecard: Linking People, Strategy, and Performance (Hardcover)
The issue is to have an HR scorecard for the business. The book was disappointing since it continues with the theory that originated with "Balanced Scorecard". It should have focussed on the actual challenges and created a robust framework.The book missed the point and an oppurtunity. It might be interesting read but no practical value.
1 of 1 people found the following review helpful
5.0 out of 5 stars
Essential for the Serious HR Leader's Library,
By Libby Sartain (San Carlos, CA USA) - See all my reviews
This review is from: The HR Scorecard: Linking People, Strategy, and Performance (Hardcover)
As a seasoned HR professional, I have spent the last decade looking for the "Holy Grail" of H.R. Metrics. My quest is not over after reading The HR Scorecard, but the book presented many helpful concepts and tools that we can use to measure the effectiveness of HR as a function, to measure R.O.I. on talent and talent initiatives, to measure the impact of HR on organizational performance, and as a basis for business case development of our deliverables.Three well respected thought leaders in the HR field have conducted extensive research of more than 2500 companies to uncover a model for implementing HR strategy and measuring results. If fully employed HR will deliver results linked to higher functional and organizational performance. To transform the structure of HR into a strategic function, HR leaders must: 1. Clearly define the business strategy. The concepts in this book are useful but may not be practical for all HR leaders. This book is for organizations that have the resources to implement an in-depth system of measuring their HR performance. It is not a way to create a simple snapshot to be included in business reviews. While the authors suggest using no more than 25 measures so as not to create a burdensome systems, many of the examples in the book are quite complex and can by used only by the largest of organizations. It is also difficult to pick just a few efficiency measures and performance drivers from the comprehesive list prepared by the authors. Real life examples of scorecards are shown from organizations such as Verizon/GTE, General Mills, and General Electric. While these examples can help any size HR department think through how to measure the performance of their function, I would like to see a smaller organization profiled with more simple measures. This book should be in the library of all serious HR practitioners. It is well written, well researched, and well presented. If the tools and concepts are implemented, the HR function can rise to a new level. For those in smaller organizations, a few HR efficiency measures can be gleaned to build a simpler scorecard based on the key HR deliverables for the enterprise.
1 of 1 people found the following review helpful
5.0 out of 5 stars
A Must Read for all HR Professionals....,
By A Customer
This review is from: The HR Scorecard: Linking People, Strategy, and Performance (Hardcover)
I recently purchased this book after studying the Balanced Scorecard concept in grad school. This book translates the importance of the HR profession to the survival of any business while using the concept of the balanced scorecard. Most HR professionals, from entry level to senior level, will surely enjoy this book even if they have no concept of the balanced scorecard.For those of you enjoy the HR profession and your role in it, this book will only reconfirm why you chose this profession to make a living, as well as show you ways in which you can make even more of an impact in your organization. For those of you in the profession that are not inspired by your position/profession within your organization, or your impact on a successful company, this book is for you as well. Regardless of whether or not you found this review helpful, you must OWN this book if you are in the HR Profession.
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