Use of the HR Scorecard - Assignment Example

As noted by Becker, Huselid, and Ulrich (2001), a company has a competitive advantage if it has what it takes to make customers select its products and services over what other competitors offer. Meanwhile, through the use of the HR scorecard to determine the best working outcomes for employees, it is possible to be guaranteed that the employees will show an attitude towards work that is directly responsive to customer requests, expectations, and needs, making customers select them over other competitors.

In the implementation of the HR scorecard, however, some challenges may be encountered. The first of these has to do with the assignment of assessment metrics to work outcomes that are considered more qualitative. A typical example of such work outcome is customer satisfaction. The second challenge has to do with cooperation from employees in the implementation of the outcomes with the HR scorecard (Lawler, Jamrog & Boudreau, 2011). The challenges can be minimized by having a communication system that fully involves employees and clearly explains the modalities of the HR scorecard to them.

Any functional HR scorecard is expected to have the following dimensions in its objectives:

 HR deliverables – to achieve increased productivity

High-performance work system – to use the work system in place to deliver a superior quality output of work based on stated specifications

HR system alignment – to coordinate with other departments in the delivery of work functions

HR efficiency measure - to use the work system efficiently to produce more outcomes with fewer resources