Whether the results are positive or negative, it is only then that the HR department can figure out a clear objective in setting the scorecard. A good example of a scorecard objective is to boost ...

An HR scorecard identifies department areas that have an impact on the organization's goals. Productivity, turnover, promotion and employee satisfaction are common categories for an HR scorecard.

By using a quantitative interview scorecard to evaluate the qualifications and suitability of job candidates, and by comparing interview-based predictions with subsequent performance on the job ...

The goal of an HR scorecard is to help businesses determine the value of their human resources departments. The challenge often is daunting because unlike most departments or divisions within a ...

Bernard Marr, research fellow at Cranfield School of Management’s Centre for Business Performance, said the balanced scorecard approach can help HR command a boardroom seat by measuring its ...