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Populating an HR Scorecard Template

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HR Metrics That Matter

  • Format: Self-paced
  • Course Duration: 1 hr 16 mins
  • SHRM Professional Development Credits: 1.25
  • HRCI Business Recertification Credits: 1.25
  • Certificate of Completion (after passing quiz)

Today, we are addicted to numbers! Our focus on metrics has grown tremendously in the last decade. Targets, Scorecards, Dashboards, KPIs. We all know the buzzwords. In fact, many of us spend hours calculating and presenting what we think are key HR performance indicators. But have you asked yourself the most important question of all?

“If I stop tracking my current metrics, will anyone notice?”

It’s possible you and your team are not only wasting time, but also hurting your credibility by sharing useless information!

The work you do matters. Your Human Resources department must be able to develop and use metrics directly linked to an organization’s goals like every function of the business. If you’re tired of measuring outcomes that no one cares about, learn how to identify KPIs (key performance indicators) that impact your organization’s balanced scorecard and keep your HR team on target.


  • Setting The Foundation
  • The Process
  • Business Example
  • Conclusion

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Title: Populating an HR Scorecard Template
Module: Conclusion
Duration: 3:30

Let’s populate part of our template with a few example objectives to help get you started on your own balanced scorecard.

So you’ve taken the time to understand your organization’s strategy. Let’s say, for example, you’re in the retail business. Staffing needs fluctuate and communication with employees is important for retention. From a financial perspective, your business could use help impacting the ebb and flow of customer demand for in-store sales support. So as a result, your objective will be to create and implement a staffing strategy that will meet the needs of your brick and mortar locations. So let’s type that here into the cell, to “create and implement a staffing strategy.”

As for Customer, let’s focus on your internal customer, employees and other departments and managers. To improve communication, specifically performance management, your team will provide a real-time feedback system that allows employees and managers to continually address questions or concerns instead of waiting for an annual review. So let’s type that here, to “provide a real-time feedback system.”

For Business Process, it’s time to embrace technology. Your organization is lacking an up-to-date, user friendly employee self-service system, one where they can tap into their personal and professional information. This will also assist with improving communication. The overall objective is to identify a self-service HR information system that will not only make it easier to access data for the employee but also for the management team including you in HR. So let’s type in an objective. “To identify a self-service HR information system.”

Finally, for Learning and Growth, retention is an issue within your business. You’ve gathered feedback that developing career paths and assisting employees with following such paths should help the employee/employer relationship. So you get buy-in from your senior leaders to put an action plan in place for creating and communicating a series of possible careers within the organization. Now note, you’ll need to collaborate with other management members to do this. So the objective, generally, would be to “create and communicate a series of possible careers within the organization”.

Each of these objectives, could be more specific in which case a possible metric and target is more easily identifiable. In the Action column, you would enter whatever action must be taken to keep the metric on-target. And as you dig deeper into an objective and start to plan action steps, a credible metric will become more apparent.

Instructor: Christina A. Danforth

Christina A. Danforth, SHRM-SCP & SPHR, launched HR Jetpack in 2016 to support the development and professional growth of her fellow HR colleagues. She started her HR career in 2002. After obtaining her Master’s in Business Administration degree, Christina joined United Technologies Corporation. She moved across the United States...

Christina's Full Bio

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HR Jetpack® is an official SHRM Education Partner recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP.

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