HR Scorecard are delivered as BSC and Excel files

Balanced Scorecards in the BSC Toolkit for HR are delivered as BSC and Excel files;

  • BSC file is a native format of BSC Designer. These files can also be viewed and edited with freeware edition – BSC Designer light, which is included into the full version of the toolkit.
  • BSC Designer Light is a freeware software for Windows.
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Styles of Leadership

All managers develop certain styles of leading and motivating their subordinates. “A leadership style therefore can be defined as a pattern of behavior designed to integrate organizational and personnel interests in pursuit of some common objectives”. Generally the managers choose those styles of leadership that are absolutely appropriate to personal, subordinate, and organizational needs. One of the commonly known frameworks contains a trouble free continuum from total autocracy to almost total democracy. This continuum would consist of coercive autocracy, benevolent autocracy, manipulative autocracy, consultative leadership, and a laissez fair approach.

 The coercive autocracy indicates the necessary threat of leader or force. The benevolent autocracy comes in, where the leader elucidates, utilizing positive reinforcement if the behavior is accommodating. Thirdly the manipulative autocracy signifies that a leader cons subordinates into thinking. The consultative leadership shows the positive attitude and behavior of the employees that their inputs are truly designed and can have an influence upon the decision. Finally a laissez fair approach represents that the leader wants to join the bunch as a fellow participant and do what the group would actually like to do.

 Many scientists and theorists have thoroughly proposed the styles of leadership. Although there are many scientists of leadership styles but the most popular of them would involve Reddin, Fieldler, Vroom and Yetton. Firstly Reddin 3-D theory would include various types of important elements and styles: missionary, upper organizational, bureaucrat, and jobs style. When it comes to Fieldler’s contingency theory, it would include leader-member relations, task structure, and position power of the leader. There are two important leadership styles of Fieldler theory including: a highly score LPC leader (personal relations oriented) and low score LPC leader (more task oriented).

 As far as Vroom and Yetton’s decision tree is concerned, it would contain five important leadership styles: decision making, necessary data collection from the subordinates for effective decision making, sharing the problems with relevant subordinates individually, sharing the problem with subordinates as a group for effective decision making, and finally sharing the problem with the chairperson for group consensus. More importantly, the leader will have to regularly utilize certain tools and technologies for evaluating their staff performance. Amongst these tools, HR scorecard metrics would stand apart than all the other methods.

 In addition, a leader can employ some other techniques for his organizational output for instance metrics, key performance indicators, training evaluation metrics, balanced scorecard designer, crisis management scorecard, and scoreboards. In short, it can be said that all those leadership styles and approaches are clearly amongst the most cost-effective ways of improving organizational performance worldwide. All you have to do is to fully understand these styles of leadership so that you could be able to accomplish your targets successfully.

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Use custom formulas and strategy maps in KPIs with BSC Designer PRO

Use custom formulas and strategy maps in KPIs with BSC Designer PRO
Use custom formulas and strategy maps in KPIs with BSC Designer PRO

The new version of BSC Designer PRO released, now it is possible to customize formulas used to calculate the performance of the KPI. It is possible now to use not only linear formulas, but actually any dependency, including binary function, where you can specify the value of the performance for certain intervals.

The PRO version also suggests powerful Strategy Maps feature, which allows automatically export data from KPI into nice-looking strategy maps with all necessary diagrams and arrows.

Right now:

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Strategy Maps for HR

The new version of BSC Designer was released with the support of strategy maps.

Strategy map is a way to represent the information about indicators in the visual form.

Strategy Map for HR

There are three types of map available in BSC Designer:

  • Snowflake map
  • Vertical tree
  • Horizontal tree

The indicators in the tree are linked to indicators in the strategy map, if you will change something details of indicators – the changes will affect immediately to the strategy map.

For HR it is a great way to create vision and mission maps for company from HR viewpoint.

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Talent Management Balance Scorecard

Talent management is important for recruiting and integrating new employees, retaining current workers as well as attracting highly skilled employees to work in the organization.

In order to show positive ROI from human capital investments, HR must evolve beyond managing administrative requirements, including payroll, benefits, and sick leave, and become a strategic partner in business performance. The key challenge of HR is to identify the skill gaps and talent risks within the organization. Effective talent management allows HR to assess the organization’s recruiting, staff transfer, and succession planning needs, as well as analyze which skills and qualifications meet requirements for today and tomorrow’s performance.

Talent Management

Talent management helps set planning goals and create scorecard metrics for critical performance appraisal elements, including employee satisfaction index, succession and talent gaps, average experience and skill rating, average tenure, and retirements. For more efficient analysis, these goals and metrics can be based on a number of dimensions, such as skill type, full time / part time, job grade level, job type, and division / department.

Metrics and goals can be used to monitor the success of HR activities and to measure the current performance. Furthermore, these scorecard metrics help distinguish key elements driving employee performance management in the organization. Identifying succession gaps helps determine which skills are required for future job candidates, and create the training program to develop those skills in-house. Talent gaps allow HR to develop recruitment programs for attracting future employees. Average skill rating is important to see the availability of the right skills required to achieve the organization’s short-term and long-term business goals.

See also: How to design HR Balanced Scorecard metrics

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Company’s strategy implementation with HR BSC

The HR Balanced Scorecard helps HR professionals manage their strategic responsibilities more effectively.

The basis of a value-creating HR strategy is a management infrastructure that comprehends and is able to implement the company’s strategy.


The Balanced Scorecard is a powerful tool which emphasizes the importance of measuring organizational performance from the perspective of strategic implementation, rather than relying solely on financial outcome. The Balanced Scorecard methodology helps the company’s management assess important process measures and communicate the company’s performance based on these criteria to the employees, encouraging the active participation of the entire organization in the strategy implementation process.

In order to integrate HR into a business performance measurement system, the managers must determine the points of intersection (HR deliverables) between the human resources and the company’s strategy implementation plan. The HR deliverables are categorized into two groups, the performance drivers and the enablers. Performance drivers are core people-related assets such as employee productivity and satisfaction. Enablers reinforce these performance drivers. Each performance driver may have several enablers. For instance, if employee productivity is considered a performance driver, training and re-skilling are identified as an enabler.

HR scorecard measurement process is not a one-time event. It requires flexibility as well as continuous monitoring and re-thinking. HR professionals should regularly review the existing measures and analyze their impacts.

The benefits of HR Balanced Scorecard approach are: cost control and value creation opportunities, ongoing measurement of the leading indicators, assessment of HR contribution to the company’s strategy implementation, encouragement of flexibility and change.

Companies which need to create HR measurement strategy may use HR Balanced Scorecard Metrics Pack. This pack contains HR-related metrics which help evaluate leadership and motivation indicators and measure the performance of HR and HR management in the company. It includes 8 metrics solutions: HR, HR Hire, HR Training, Leadership, Motivation, HR Outsourcing, Awards, and Retirement. These Balanced Scorecard metrics are a useful tool to measure and control HR productivity as well as improve and manage HR-related business aspects.

  • For more information of the HR Balanced Scorecard Metrics Pack, click here.
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Use stop lights when working with your HR scorecard

The Balanced Scorecard Designer 2.0 was released with support of stop lights, a small red triangle will appear next to indicator if the performance value of indicator is too low. The stop lights are fully customizable and easy to use. More over, these stop lights will also be displayed in a dashboard report.

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Measure and imrpove HR performance with Balanced Scorecard Designer 1.9

AKS-Labs has released a version 1.9 of Balanced Scorecard Designer, the new version has an ability to visualize performance data using diamond type diagrams as well as exporting data from the scorecard into Dashboard report with diamond type charts. Finally, the company started localization of the product into European languages. Learn more about Balanced Scorecard Designer.

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Use data from HR database in your scorecard

The new version of Balanced Scorecard Designer now allows to access external data sources, such as databases of HR department or CRM system.

The new SQL Indicator helps to establish connection via SQL to any database accessible from your PC. This is a great way how HR specialists and HR consulting companies could integrate HR business system with powerful Balanced Scorecard Software.

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Design HR scorecard with time points

Are you in HR business? I’m sure you know the importance of “measuring and controlling”, but if you will just have some indicators then it will be not enough, because your business is always changing and indicators that were important yesterday will be not so important in the future.

AKS-Labs, author of Balanced Scorecard Designer, have just released a new version of this software. The main benefit of new version is that time-points are supported.

Time points

With time-points user can specify the performance values for today and for any future time points, more over user can change the relative importance of indicators as well as measurement scale. This is a great way to control the important of indicators and have a control over changes in HR department.

For any date user can generate an Excel report and share it with co-workers or use for future research. Also, the great feature in new version is that user can specify its own details for measurement units.

Custom Measure units for HR

So, if you are in HR business, you can now use any measurement units, for instance, $/employee.

Learn more about Balanced Scorecard

Balanced Scorecard Designer: Buy Now | Download Trial Version

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