MBM HR Scorecards

Overview of The Ultimate HR Scorecard for Measuring Training, Mentoring and Recruitment

Scorecards are a very useful tool for understanding:

  • How you are performing currently.
  • Where you might aim to achieve.
  • How you might get from where you are, to where you want to get to.

Scorecards have long been a useful tool in Supply Chain, particularly for the big four UK supermarkets to measure their suppliers. HR is seen as a much less tangible area of the business. These scorecards can help make the intangible, tangible. By using ‘The Ultimate HR Scorecard for Measuring Training, Mentoring and Recruitment’, HR Managers are able to understand how their area is performing, where they might want to get to, and identify actions to make progress.

Using The Ultimate HR Scorecard for Measuring Training, Mentoring and Recruitment

There are 3 HR scorecards; Training, Mentoring and Recruitment. Each scorecard is broken down into 3 further areas and then 5 levels.

MBM HR Scorecard for Measuring Training, Mentoring and Recruitment

 

Step 1 – Where are you now?

The best place to start is with scorecard 1 – Training, and taking the first of the 3 areas within training, ‘Training Function’. Begin with level 2 and assess whether your HR team is achieving this level. Remember, to achieve a level your team must be doing ALL of the items described in that box. If your HR department is achieving all of the items in level 2, then move upwards and assess the same for level 3. If your HR department is not achieving all of the items in the level 2 box, then move downwards to level 1 and assess all of the items in that box. By doing this exercise you will identify at which level your HR team is performing.

Step 2 – Where do you want to be?

Write down 3 timescales that feel appropriate for making progress with your HR team, e.g. ‘6 months from now’, ’12 months from now’ and ’18 months from now’. These can be shorter or longer according to how fast you believe your HR team can progress. Some HR teams are slower because some people are new into their roles, and/or some HR teams believe ‘we still have a lot to sort out’, and some HR teams are faster because they have been in their roles a while and/or the rest of the company are very supportive and demanding for quick progress in HR.

Then, for each of the 3 columns within training, write timescales 1, 2, and 3 against the levels above where you are currently. For example, if your HR team is currently at level 2 for ‘Training Function’, then you could write next to level 3 your first timescale of ‘6 months from now’, and next to level 4 you could write your second timescale of ’12 months from now’.

Step 3 – How do you get there?

You have now written against each of the 9 columns, across 3 sheets; training, mentoring, and recruitment, where your HR team performs currently and where you want the HR team to be in up to 3 future timescales. The next step is to identify actions for each of the first timescale boxes, e.g. If you wanted to make progress within your first timescale (‘6 months from now’) on ‘Training Delivery’, then read the box from the level above. Reading this box you are looking to gain an indication of what needs to be done in order to achieve that level and ultimately to identify an action.

HR Scorecard # 1 Training

Summarising The Ultimate HR Scorecard for Measuring Training, Mentoring and Recruitment

In summary the 3 HR Scorecards can help you to identify how your team is performing, objectives for your team to achieve and actions for how to get there using a 3 step approach. For the training scorecard we can support you to assess the training needs of the business with a Development Needs Analysis (DNA) or provide support on completing the scorecard. Contact Us if you would like to know more.

What tools do you use to measure HR performance? Please share your view by commenting below.

Andy Palmer

About Andy Palmer

Andy started at the coal face with eight years in food retailing. Prior to joining MBM he then spent five years in the supply base in positions of category analysis, category management and account management. He works as part of the team enabling suppliers to UK supermarkets to secure more profitable wins through people development. He specialises in Category Management Training and is a qualified HBDI practitioner.

3 Comments

  • Sam Cook says:

    Very easy to use and easily applicable to help complete a SWOT analysis to see where improvements can be made. Impressive idea.

  • Dawn Marchant says:

    Nicely detailed post, user friendly design, easily shows strengths and weaknesses and were focus in the future needs to be.

  • George Cartwright says:

    Really liked the breakdown of these scorecards, how they are broken down into lots of different parts. This allowed a detailed analysis of multiple areas. Great work!

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