TITLE

Putting HR on the Score Card

AUTHOR(S)
Solomon, Charlene Marmer
PUB. DATE
March 2000
SOURCE
Workforce (10928332);Mar2000, Vol. 79 Issue 3, p94
SOURCE TYPE
Periodical
DOC. TYPE
Article
ABSTRACT
Focuses on the efforts of the human resources (HR) department of GTE, a telecommunications firm, to create a tool that would measure the contributions of the HR department to the company. Features of the HR Balanced Scorecard measurement system created by the HR; Areas the HR team targets to measure; Impact of the tool on the accountability of HR.
ACCESSION #
2872792

 

Related Articles

  • PERSONAL EVALUATION--A PROPOSAL FOR EMPLOYMENT STANDARDS. Liberman, Aaron; Amidon, Roger L.; Retish, Paul M.; Arbeit, Byron; Williams, Eugene // Public Personnel Management;Jul/Aug75, Vol. 4 Issue 4, p248 

    Proposes a personal evaluation for employment standards. Importance of the need for a comprehensive and continuously monitored performance evaluation program to personnel management; Conditions of evaluation techniques in assessing employee performance; Guidelines for the implementation of an...

  • Personnel Management: The Starting Place. Staats, Elmer B. // Public Personnel Management;Nov/Dec76, Vol. 5 Issue 6, p434 

    Focuses on the effect of personnel management on job performance. Identification of advantages of an employment program; Ability of the government to implement revised workweek concepts; Effort to measure and improve productivity in the federal government.

  • Performance Appraisal: Some Dynamics and Dilemmas. Finn, R.H.; Fontaine, P.A. // Public Personnel Management;Fall84, Vol. 13 Issue 3, p335 

    Examines the performance standards in both the private and the public sectors in the U.S. Utilization of customary performance appraisal; Failure of performance appraisal programs to produce the expected benefits of enhancing work effectiveness; Documentation of employee work performance.

  • Personnel Research Perspectives on Human Resource Management and Development. Roback, Thomas H. // Public Personnel Management;Summer89, Vol. 18 Issue 2, p138 

    Addresses the state of research contributions in human resource management and development. Emphasis on public personnel perspectives; Establishment of research agenda for personnel management; Concern on the workforce performance in human resource development.

  • Isoperformance and personnel decisions. Jones, Marshall B.; Jones, M B // Human Factors;Summer2000, Vol. 42 Issue 2, p299 

    Isoperformance curves are contour lines or surfaces that trace all combinations of two or more determinants that suffice to produce a specified level of performance hence the term isoperformance. When the determinants are aptitude and training time or time on the job, an isoperformance curve...

  • Scorecard broadens HR's strategic reach. Elswick, Jill // Employee Benefit News;Apr2001, Vol. 15 Issue 4, p1 

    Focuses on the concept of the balanced scorecard in human resources (HR) for measuring business performance. Key to HR scorecard effectiveness; Challenges facing HR departments in implementing a scorecard; Benefits of scorecard; Outcome of the scorecard implementation of GTE or Verizon.

  • What a performance.  // Personnel Today;11/12/2002, p23 

    Explores the elements of performance management applied in management of Human Resource. Comprehension of the business objectives; Definition of the corporate strategy; Efficiency in management of information; Rewards for individuals to encourage them for improvements.

  • Dear Workforce.  // Workforce;Dec2013, Vol. 92 Issue 12, p11 

    Several questions and answers related to personnel management are presented including a question on Performance Management Leadership and a question on transition from an administrative human resource (HR) to strategic.

  • Performance Appraisal: Some Shortcomings. Burns, John E. // Industrial Management;Jun65, Vol. 7 Issue 6, p1 

    Editorial. Discusses the limitations of employee ratings. Inclusion of the failure to establish standards of measurement against which individuals are to be judged; Lack of training of raters; Importance of providing adequate definitions of traits being measured.

Share

Read the Article

Courtesy of VIRGINIA BEACH PUBLIC LIBRARY AND SYSTEM

Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics