Cedar on Unlocking Human Capital
Cedar on Unlocking Human Capital examines how organizations can maximize the value of their people in an era of rapid change. This channel explores workforce strategy, leadership, culture, talent transformation, and performance management—connecting human capital decisions to enterprise strategy and results. Conversations focus on building agile, aligned, and future-ready organizations.
Cedar on Unlocking Human Capital
HR Scorecard Measures Department Value and Growth
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Sanjiv Anand, Chairman, Cedar Management Consulting International
An HR Scorecard, based on the Balanced Scorecard framework, helps make the HR function more valuable, focused, and performance-driven. It provides a “cockpit view” of HR by identifying the top 20–25 strategic HR objectives, the measures and targets to track them, and the key initiatives required to deliver results.
Since HR is not a revenue generator, the primary perspective is internal customers employees, line managers, unions, and senior leadership and their expectations around career development, compensation, skills, and workforce effectiveness. The financial perspective focuses on budget discipline, manpower and compensation costs, and returns on HR technology investments.
The process perspective identifies the critical HR processes such as recruitment, performance management, and change management that must excel, rather than trying to optimize all activities. The final perspective covers human capital and technology, ensuring the right structure, competencies, rewards, and automation of administrative tasks.
A well-designed HR Scorecard aligns the team, drives accountability, enables regular performance reporting, and positions HR as a practical enabler of enterprise performance rather than a theoretical function.