Scorecard | Meaning and Definition

Even if you are an experienced recruiter, no matter what, interviewing is still a challenging matter for recruiting an employee for a job role.

What is a scorecard? 

At times of interviews, the interviewers make use of the interview scorecards to evaluate and compare multiple candidates according to a well-established rating system.

Traditionally, the HR department is viewed as a support department that provides support functions for an employee and organization like payroll processing, attendance tracking, and dispute management. In today’s world, the HR department has moved from a support function to a more predominant role to help attain sustainable strategic advantage for an organization. There comes the advent of the HR scorecard. These are nothing but tools to measure how well an HR function is performing and align with the overall goals of an organization. It also provides organizational readers with data and metrics from HR processors and functions.

Steps to create an HR scorecard

Ø  Create an HR strategy roadmap.

Ø  Identify the key HR deliverables.

Ø  Create robust practices, policies, and processors for the HR department.

Ø  Align it with the HR systems.

Benefits of HR scorecard

Ø  Improved strategic planning of activities.

Ø  Better alignment with all the stakeholders within an organization.

Ø  Better communication to all the stakeholders about the strategy.

Ø  A defined process that improves measurement and reporting systems.

Disadvantages of HR scorecard

One of the primary disadvantages is that it is difficult to measure the intangibles. It depends on the subjectivity of the HR staff who is performing the measurement. Hence the results will limit the credibility of HR.

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