The HR Scorecard: Mengaitkan Manusia, Strategi, dan Kinerja

by Brian E. Becker, Mark A. Huselid, Dave Ulrich

Perusahaan dewasa ini semakin menyadari bahwa human capital merupakan aset terpenting. Kesadaran ini juga ditangkap oleh insan HR yang terus berusaha menjadikan SDM sebagai mitra strategis dalam bisnis. Namun titik temunya adalah keterukuran. Perusahaan menuntut agar strategi di bidang SDM dan pengaruhnya terhadap kinerja bisnis perusahaan dapat diukur dengan jelas.

Melalui riset terhadap 2.500 perusahaan, Brian E. Becker, Mark A. Huselid, dan Dave Ulrich menciptakan model yang dapat digunakan untuk mengimplementasikan strategi HR sekaligus mengukur dampaknya.

Buku The HR Scorecard: Mengaitkan Manusia, Strategi, dan Kinerja mengupas model temuan ketiga tokoh penting di bidang HR tersebut. Buku setebal 245 halaman ini dibagi ke dalam 8 bagian yang ditulis apik. Bagian pertama, SDM sebagai Mitra Strategis: Tantangan Pengukuran, menceritakan tantangan untuk mendapatkan sistem pengukuran yang efektif untuk mengukur kontribusi HR terhadap implementasi strategi perusahaan. Pada bab-bab selanjutnya, dibahas pula tujuh langkah agar HR dapat beralih dan memasuki fungsi strategis. Penulis juga memberikan tips untuk membangun sistem pengukuran HR, yang dimulai dari identifikasi HR Deliverables dan identifikasi HR System Alignment.

Pada bagian Analisis Biaya-Manfaat dari Intervensi SDM, penulis memaparkan proses tiga langkah dalam menentukan Return on Investment HR. Sedangkan pada bagian Kompetensi-kompetensi bagi Profesional SDM penulis memaparkan kompetensi yang harus dimiliki seorang profesional HR, di antaranya: pengetahuan bisnis, manajemen budaya, manajemen perubahan, kredibilitas personal, dll. Buku ini ditutup dengan seperangkat petunjuk praktis dalam implementasi HR Scorecard.

Buku ini juga memuat contoh-contoh dan tabel-tabel berbagai implementasi HR Scorecard, sehingga berguna dan bisa digunakan oleh organisasi yang kecil sekalipun. Buku The HR Scorecard: Mengaitkan Manusia, Strategi, dan Kinerja merupakan bacaan bagi profesional HR yang mencita-citakan fungsi strategis HR sebagai pendukung kesuksesan perusahaan.

Genres: Business, Historical Romance, Human Resources, Nonfiction, Management, Leadership, Buisness

248 pages, Hardcover

First published April 11, 2001

Reviews

[Ryan Barretto · Rating 4 out of 5]

This book has great ideas on how to measure the contribution of HR towards business goals. It's not a book that you can breeze through quickly even if you are familiar (like I am) with the Balanced ScoreCard process.

While keeping in mind that the book was published in 2000, I would say that the methodology given in the book is applicable mainly to large organizations who have a dedicated HR team and can allocate a fairly senior resource to champion this initiative. In SMEs or MSMEs where the HR department size is smaller, this would be extremely difficult to do, irrespective of the technology available to capture it.

Why? The metrics to calculate the contribution are required to be captured and provided by both HR and line managers. Both have regular day to day responsibilities and priorities which will supercede the needs of this important data collection. So there's a very important chapter on the competencies required for executing and sustaining this activity.

This is also why the authors give you guidelines to create the scorecard, and ask you to come up with the relevant criteria that is applicable and doable for the organization and business you are in. That's why I give it four stars and not three.

This book is best suited to HR professionals and consultants. It's also better if you read the Balanced Scorecard by Kaplan and Norton first.

[Jonathan Forman · Rating 4 out of 5]

If only more HR Professionals read this book and understood the importance of its advice.

[Drew · Rating 4 out of 5]

For me, this really gave a new perspective on how to go about hiring talent. If you are responsible for bringing in talent to your organization, I highly recommend it.

[Javier Castillo Gil · Rating 4 out of 5]

A thoughtful and well-structured approach to linking HR with business outcomes. What I appreciated most is the push to make talent strategy measurable (something many organizations still struggle with).
It’s definitely geared more toward HR leaders and those designing people systems, so not necessarily a general leadership read. But if you're working on aligning talent, strategy, and results, it offers a solid foundation and practical tools.

[Jake Miller · Rating 4 out of 5]

Far too often HR initiatives are seen as costs rather than investments in human capital, a companies biggest asset in the digital/knowledge age. This book has some great layouts for L&D and HR folks to replicate. A four star rather than five because I felt like there could have been more examples and templates to use.

[KiD Saranukunphan · Rating 4 out of 5]

It's a clearing idea of the HRBP/HRSP. I have seen many companies try to do something adapting from this idea but it looks awkward.
This book sharping my idea for HRBP/HRSP.

[Frederik · Rating 4 out of 5]

Informative, but quite hard to intelectually digest due to scientific linguism.

[Samir Dhond · Rating 4 out of 5]

I found this book very useful as well as insightful. It does talk about people and how they are connected to everything that an organization does day in and day out. It is a good tool book for HR practioners as well. The book provides some contemporary ways of dealing with so called HR issues that organizations of today face. Most relevant in the recession time such as the ones that we are experiencing.

[Rene Schlegel · Rating 2 out of 5]

Some useful concepts. focus on competencies is a highlight. Otherwise many many assumptions veiled be a highly mechanistic approach. The authors concentrate mostly on the how, a bit on the what and very little on the why. If fully implemented, tons of HR spreadsheets will abound containing data that still will be highly questionable. And last but not least, the idea of "how many excepcional employees did you hire" sends shudders down my spine....

[Taka Kohari · Rating 3 out of 5]

Although I read this book as part of my assignment, it was very informative. I'm sure that I will have a different perspective of the book once I actually get into the field of HR, but it was still a good read.

[Ryan · Rating 4 out of 5]

You need a measure to gain ground with people.

[Natasha · Rating 3 out of 5]

Interesting concepts, but way too academic of an approach. Some real world examples and anecdotes would have helped.

[Amitha Pradeep · Rating 5 out of 5]

Best book.