Talent Strategy Scorecard :: BSC Designer® Online

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KPI tree preview. Document date 4/1/19
Name	Description	Performance	Value
An Example of the Balanced Scorecard for HR	This example is a part of the "HR KPIs and Talent Strategy Scorecard." Feel free to use it as a template for your own Balanced Scorecard. Learn more: https://bscdesigner.com/hr-scorecard.htm#hrscorecard	54.56%
Financial Perspective	What financial outcomes can an organization expect after successful execution of this strategy?	56.94%	56.94
Teams Create More Value at Lower Cost		56.94%	56.94
Cost to hire		32%	3,800
Revenue per employee		81.67%	245,000
ROI for customer value		57.14%	20
Widening the potential talent pool		67%	67
Improve talent attraction strategy		0%	0
Customer Perspective	What do internal customers need?	43.96%	43.96
Improve talent attraction strategy		16.05%	16.05
Yield ratio		23%	23
Time to hire	Helps to focus on the proper number of interviews and organize them in the best way	9.09%	85
Recruitment programs improvement		59.67%	59.67
Widening the potential talent pool		71.88%	71.88
Employee engagement index, %		83.75%	67
High-Performing Employee Turnover, %		60%	7
Diversity and inclusion		60%	60
Internal Process Perspective	How can HR specialists achieve these goals internally?	59.83%	59.83
Recruitment programs improvement		59.67%	59.67
% of referral hires		35%	35
% of new hires completing probationary period		70%	70
% of new hires present after 1 year		67%	67
Performance of new hires	As measured after 1 year and 3 years	42%	42
Formulate New Recruitment Principles		45%	45
Diversity and inclusion		60%	60
% of international hires		60%	21
Understand Diversity and Inclusion		70%	70
Learning & Growth Perspective	Where should the learning efforts of HR be focused on?	57.5%	57.5
Formulate New Recruitment Principles		45%	45
Referral recruitment training penetration, %		45%	45
Understand Diversity and Inclusion		70%	70
% of diversity-aware HR activities		80%	80
Diversity culture awareness, %		70%	70

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