4
LINKING THE WORKFORCE AND HR SCORECARDS
Strategy Execution Through HR Management Systems
IN THE LAST CHAPTER we described the key elements of the Workforce Scorecard and provided a detailed example of its design and implementation at “Big Pharma.” We also made the point that measurement alone won’t lead to improved business performance. Significant and lasting change in organizations isn’t likely without a plan. For workforce metrics to effectively help leverage strategy execution and drive shareholder value, they need to be systematically linked to both specific targets for improvement (stretch goals) and specific initiatives designed to enhance performance.
In this chapter we focus on cascading the key elements of the Workforce Scorecard ...
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