HR SCORE CARD

Submitted To: MR. IMRAN MAHMOOD KHAWAJA

Submitted by: KASHIF NADEEM BHATTI Roll No. AR524408

PUNJAB COMPUTER COLLEGE

EXECUTIVE SUMMARY
We can say that HR adding value to the organization and also arriving value of human assets and expenses. HR provided the answer of the queries about the effectiveness for example measuring of the training cost training hours average employee average lost of time in case of accident costs.

CONTENTS
DEFINING HR SCORECARD HR scorecard
Financial Perspective Strategic Perspective. Operational Perspective Customer Perspective

DEFINING SCORE CARD

HR Scorecard measures the effectiveness and efficiency of the HR functions in producing those employee behavior that are important for a organization to achieve its core goals.

HR scorecard

HR scorecard include components as follows:

Financial Perspective
That how people and the HR function add value to the organization. Examples HR expenses per employee. Benefits per employee Profit per employee. Cost of injuries

Strategic Perspective
The strategic perspective focuses on the measurement of the effectiveness of major strategy (plan) linked people goals. Examples HR budget / actual. HR annual resource plan Skills/ competency level

Operational Perspective
Operational perspective also provides answers to queries about the efficiencies & effectiveness. The processes that are vital to the organization. Examples

Training cost per employee Training hours per employee Lost time due to injuries Time taken to fill vacancies Accident costs

Customer Perspective
This focuses on the effectiveness of HR from the internal customer viewpoint. Are the customers of HR satisfied with their service; Or customers think they can get better service elsewhere? Examples Employee perception of the HRM Employee perception of the company , as an employer

CASE STUDY OF

Director General Audit Railways, Lahore

Introduction
The Human Resource Department of DG Audit (Railways) deals with management of people within the organization. Besides, the Human Resource Department also clarifies and sets goals for the organization.

Objectives
The objectives of Director General Audit Railways is to meet the organizational needs of the department . How Inspection Program shall be scheduled, planned, conducted and documented.

Performance Review
HYPERLINK-I

STRENGTH
Experienced Staff along with young qualified ones

WEAKNESSES
Lack of IT resources/ trained staff

OPPORTUNITIES
Training of Staff by OAGP

Threats
Non compilation of Computerized record

Conclusion
In DG Audit Railway performance measurement system of employees is very poor. There is no any proper arrangements of adjusting the performance measurement review. According to me the performance review system of the employee in DG Audit Railway should be maintained efficiently.

STRENGTH

Experienced Staff along with young qualified ones Lack of IT resources/ trained staff

WEAKNESS

OPPORTUNITY

Training of Staff by OAGP Non compilation of Computerized record

THREATS