GUIDELINES FOR IMPLEMENTING HR

SCORE CARD

VYAKHYA SHRIVASTAVA
2019MB14
Steve Kerr points out,
any change effort has Effective Change =
two generic elements Quality x Acceptance
defined by this ( EC = Q x A)
equation:

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WHY IS CHANGE DIFFICULT?

• The commitment to the HR measurement work is more rhetoric

and hope than reality and action.
• Technical aspect is manageable but high-quality thinking is
missing in the application of change-management.
• Less effective at articulating the vision to the organization.
• The message for change is not persuasive.
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 GENERAL ELECTRIC CHECKLIST

Building
Leading Shaping enabling Making
change a vision systems it last

Creating a Mobilizing Monitoring and

shared commitment demonstrating
need progress

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 Convergent
validity

Deployment
Face validity
validity

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CHANGE MANAGEMENT LESSONS

Attend
Create
all
profile
factors

Languag
Monitor
e
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 FACTOR 1: LEADING CHANGE

HR Scorecard has Senior HR Advisory

two sponsors. Champion Team

Secondary sponsor
Primary sponsor
head of HR head of business
division
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 FACTOR 2: CREATING A SHARED
NEED

Share this case

Create business Allocate 3 to 5% of
with line
case for HR and for HR budget to
management and
HR measurement measurement
HR

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FACTOR 3: SHAPING A VISION

Prepare the key

Define desired measures that Create a
Define decisions
will be tracked mechanism to
outcomes of that will be made
and monitored, collect the data
the HR using these
and clarify how behind the
Scorecard measures
they will be measures
tracked

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 FACTOR 4: MOBILIZING
COMMITMENT

Figure out how to

Identify key players
engage these key
whose support the
players so they will
project requires
support it

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 FACTOR 5: BUILDING ENABLING
SYSTEMS
Make sure that
the HR Invest in
measurement technology
Put the right group reports requirements
people on the to the right to execute the
project people HR Scorecard

Ensure that we Create a Make the

have the right communication required
incentives plan for HR financial
measurement investments

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 FACTOR 6: MONITORING AND
DEMONSTRATING PROGRESS

Creating Monitoring
Naming Selecting Validating
the Collecting and
the targeted the
Scorecard data updating
champion measures measures
team data

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 FACTOR 7: MAKING IT LAST
ENSURE EARLY SUCCESSES - Start with simple measures

MAINTAIN INVESTMENT IN THE SCORECARD - Make the measures visible and applicable

INTEGRATE THE SCORECARD WITH OTHER WORK - Post the measures

LEARN FROM EXPERIENCE - Change the measures over time if required 13

 SUMMARY

Monitoring the progress at each stage of creating and using the HR

Scorecard ensures that the project unfolds as planned. Periodically
revisiting the Score card itself also helps to assess how well it is
helping in the improvement of HR investment decisions and how
well it is supporting the organization’s strategy implementation
efforts. The HR Scorecard will help the organization deliver
increased value to its employees, customers and investors.
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THANK YOU

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