Target Baseline Value
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 54.79%
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 73.75% 73.75
Improve talent attraction strategy 16.05% 16.05
Customer Perspective What do internal customers need? 44.9% 44.9
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 73.75% 73.75
Employee engagement index, % 87.5% 70
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