HR Score Card

For

Submitted by

Manjushree Gupta
PNR : 16020848004
Semester 3, EMBA 2016-19
SIBM , Bengaluru
 Development of HR Score Card For Philips Healthcare Limited
The Following is the Step by Step Process Followed to Develop a Comprehensive HR Score Card Strategic Focus

Step 1 : Clear Understanding of Vision and Mission Statements

Step 2 : Clear and In-Depth Analysis of Business Level Objectives

Step 3: Business Case for HR as a Strategic Asset

Step 4 : Design a HR Architecture

Step 5 : Identifying Critical Success Factors(CSF) for Architecture

Step 6 : Grouping of HR CSFs under 4 Perspectives

Step 7 : Design a HR Measurement System

 Vision We strive to make the world healthier and more sustainable through innovation.
We will deliver superior value for our customers and shareholders.
Mission To capture growth and create value

Core Business Strategy

Better Serve Customer to Improve Productivity
Boost Growth in Core Business
Building Winning Solutions along Health Continuum

Core HR Strategy
HR Architecture and Competent HR Work-Force
Critical Success Factors Pro-Active HR
Quality HR Service

Think Company Touch Company Service Company

Strategic HR Efficiency Internal Customer Service

Competent HR Effectiveness Excellence
Aligned HR Proactive
Perspective HR Strategies Human Resource Score Card
Budget
Efficiency Growth
Financial
Compliance Compensation cost Revenue per employee
& Reduce HR Benefit cost Earning per employee
HR cost per employee M-Cap per employee
cost

Internal Best in class

Efficient
Customer

Customer Talent
Service comp & Welfare
Service Development
Delivery Benefits
Excellence

Operations Customer Organisation Dev. Product Dev.

Efficiency Hiring
Oriented Talent management Technology
Effectivenes Comp & Benefits Succession Planning Talent Pool
Internal
Process

Work Design
Training Idea Management External Cust
s Proactive Grievance
Compliance Desired Employer Relations
Performance mgmt
Internal HRP External Mrkt Analysis Innovation
Fast Service Delivery
Policy Development HR Representation
Process Turnover
Development

Information Capital
Learning &

Develop Human Capital Organisation Capital

Develop Internal HR Capabilities Deploy HRIS
Competent Strategic Capabilities Enhance Technology Engagement
Shared Services
Human HR All Rounder ship Innovative HR Solutions
Create climate for HR Action
HR Process Excellence & Proactive Intervention
Assets Alignment QM in HR HR Partnership (HR BP)
Perspective HR Strategies HR Objectives HR Measures HR Targets
Budget Compensation cost Cost per Hire
Improved Cost Structure
Financial
Compliance & Benefit cost Revenue per Hire
Employee productivity
HR cost per employee Billable hour per Hire
Reduce HR Increase Employee
Revenue per employee Emp. productivity
cost Revenue contribution
index

Internal Efficient Service Delivery Engagement Rating

Customer

Quality Service Delivery Single HR contact Turnover

Customer To offer Best in Class Market C&B Survey Grievance res rating
Service Comp Packages Talent Acquisition Drives Performance Vs.
Talent Management Welfare programs
Excellence potential

Efficiency Operations Excellence

Efficient Recruitment cycles Time to fill

Internal

Grievance Management
Process

Effectiveness Internal Customer focus Training eff index

Idea Management Retention Rate
Proactive Continuous Org
Coaching Interventions
Internal Development Performance imp
Succession Pipeline
Facilitate Prod. Innovation rating
Process
Development

New Program roll

Learning &

HR Advocacy
Develop Leadership EDP out index
HR All-rounder Team
HR Competency programs Default rate
Competent HR Business Partner
Policy Reviews Intervention rate
Human Assets Compliance and
HR Role Rotations
Alignment Policy rate