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Hrm Advice

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Submitted By jeroentraa
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STRATEGIC HRM ADVICE
Introduction of the HR-scorecard
The use of the scorecard requires full top management support, for example through general meetings with the CEO of HR-director declaring the importance of the scorecard. Worldwide in big organizations this usually will be done in a quarterly or annual performance review.
An IT-operating infrastructure is required for measuring, monitoring and evaluating the different aspects of HR and business measurement. The implementation of an information management system (MIS) will be the basis for such an infrastructure.
The involvement of all relevant actors (line management, employees and HR staff) is important to make it work. Involvement includes participation in the design of the scorecard.
A clear responsibility structure is necessary with regard to who is doing what, who is in charge of the different aspects of measuring and monitoring/evaluation. For example: line managers might be in charge of monitoring the performance of their staff.
Priorities must be set and HR interventions determined (training, performance fees, career development).

Build your own HRM scorecard step by step
Step 1: Organizations business goals
The goal of Spaans in Brazil is to deliver Super Service, eco friendly furniture with renewable natural materials against a good price/quality ratio to the customers.
With a strong focus on attention for customers, Spaans wants to build long term relationships. That’s why the company is now focusing on one on one relationship, establishing a direct contact with clients. Customers are assets and Spaans wants to have an answer to every customer’s question, anticipate on customers’ needs, developing a good super service. That is a crucial value in building a reputation.
With this particular aim, that none of the other competitors achieved before, Spaans could make the difference in

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