Rating: 
Summary: Essential for the Serious HR Leader's Library
Review: As a seasoned HR professional, I have spent the last decade looking for the "Holy Grail" of H.R. Metrics. My quest is not over after reading The HR Scorecard, but the book presented many helpful concepts and tools that we can use to measure the effectiveness of HR as a function, to measure R.O.I. on talent and talent initiatives, to measure the impact of HR on organizational performance, and as a basis for business case development of our deliverables.Three well respected thought leaders in the HR field have conducted extensive research of more than 2500 companies to uncover a model for implementing HR strategy and measuring results. If fully employed HR will deliver results linked to higher functional and organizational performance. To transform the structure of HR into a strategic function, HR leaders must: 1.Clearly define the business strategy.
2.Build a business case for HR as a strategic asset.
3.Create a strategy map (with leading and lagging indicators, and tangibles and intangibles.)
4.Identify HR Deliverables within the strategy map.
5.Align the HR architecture with HR deliverables.
6.Design the strategic measurement System.
7.Implement management by measurement. The concepts in this book are useful but may not be practical for all HR leaders. This book is for organizations that have the resources to implement an in-depth system of measuring their HR performance. It is not a way to create a simple snapshot to be included in business reviews. While the authors suggest using no more than 25 measures so as not to create a burdensome systems, many of the examples in the book are quite complex and can by used only by the largest of organizations. It is also difficult to pick just a few efficiency measures and performance drivers from the comprehesive list prepared by the authors. Real life examples of scorecards are shown from organizations such as Verizon/GTE, General Mills, and General Electric. While these examples can help any size HR department think through how to measure the performance of their function, I would like to see a smaller organization profiled with more simple measures. This book should be in the library of all serious HR practitioners. It is well written, well researched, and well presented. If the tools and concepts are implemented, the HR function can rise to a new level. For those in smaller organizations, a few HR efficiency measures can be gleaned to build a simpler scorecard based on the key HR deliverables for the enterprise.
Rating: 
Summary: The HR Sorecard,: Linking Poeple< Strategy, and Performance
Review: How to measure the Human Resouces contribution is bu using Human Resources Scorecard, how the human Resouces gives contribution to the company. This book describes the method of implemneting human resourse strategy to achieve best formance to the benefit of the company as well as the company business growth
Rating: 
Summary: Measuring the Value of Human Capital
Review: Huslid and Becker have been working on a strategic approach to measuring the effects of human resources policies on financial performance for 10 years. This is the result of their work. It is a worthy companion to The ROI of Human Capital by Fitz-enz, clearly the seminal writer in this field.
Rating:
Summary: A Must Read for all HR Professionals....
Review: I recently purchased this book after studying the Balanced Scorecard concept in grad school. This book translates the importance of the HR profession to the survival of any business while using the concept of the balanced scorecard. Most HR professionals, from entry level to senior level, will surely enjoy this book even if they have no concept of the balanced scorecard.
For those of you enjoy the HR profession and your role in it, this book will only reconfirm why you chose this profession to make a living, as well as show you ways in which you can make even more of an impact in your organization. For those of you in the profession that are not inspired by your position/profession within your organization, or your impact on a successful company, this book is for you as well. Regardless of whether or not you found this review helpful, you must OWN this book if you are in the HR Profession.
Rating:
Summary: Practical information that will yield immediate benefits
Review: I've had a lot of experience with the Balanced Scorecard and was thus very interested to read Becker, Huselid, and Ulrich's take on the subject and how performance measures can be successfully applied to the HR arena. The book is very well laid out, thoughts are presented in a logical fashion, and the advice is nearly immediately applicable. Not only do the authors guide you through the steps necessary to apply the Scorecard to HR but they provide invaluable insights on what is necessary for the HR organization of today to become true "strategic business partners." The HR competencies they put forth will be critical for future HR leaders. I was also pleasantly surprised at the amount of what I might term supplemental information contained in the book. For example, in chapter 8 they provide great insights into what it takes to successfully implement a major change project. In another section of the book they discuss the principles of good measurement - that will help organizations adopting a Scorecard in any area of their business.
Rating:
Summary: Help for a changing field
Review: No fluff here! This book outlines, then defines a paradigm for effective HR functioning within a changing organization. The authors suggest and document that increased measurement of key data will lead to enhanced value to the organization and its customers. Yesterday's model of HR tasks is no longer enough. This book can guide the experienced human resource professional into a new role in strategic implementation. I'm a career counselor, not a human resources professional. I hear plenty of stories of burn-out and disillusionment in the field, probably because the tasks and obligations of the HR field have changed as drastically as any. This book can provide a re-education to those who wonder what is going on, and why yesterday's solutions just don't work. I would have welcomed a personal-type note to the individuals caught up in transitions. The authors have provided information, but have not offered encouragement. It would have been a definite plus to this impressive publications.
Rating:
Summary: Measuring the Value of Human Resources
Review: The book Providing the tools and systems required for leading a measurement managed HR architecture and draw from an ongoing study of nearly 3,000 firms to outline a seven-step process they call an HR Scorecard, specifically designed to embed human resources systems within a firm's overall strategy and manage the HR architecture as a strategic asset. You can reading EMBA journal in june, it make an abstract the book.
Rating: 
Summary: Credible but muddy effort
Review: The greatest strength of this book is it's focus on making the business case for investing in human capital, and tying all HR activities to organizational strategy. It does a solid job of laying out a framework for implementing the HR Scorecard, which is made up of 4 components: "HR Deliverables", "High Performance Work System", "HR System Alignment" and "HR Efficiency". However, I found the writing awfully muddy, at times unclear, and often confusing. The book throws out definition after definition, and it's hard to tell where one ends and another begins. At times, the authors seem confused themselves, and there aren't clear distinctions between some definitions. It seems like they're just assigning definitions for the sake of assigning them. In addition, much of what they write is intuitive, and doesn't necessitate the lengthy and confusing descriptions. In short, I didn't enjoy reading the book, and as a result, I didn't get very much out of it.
Rating:
Summary: Additional reading
Review: The HR scorecard is a useful additional reading to those who already have a general idea of the HR management. There are some good examples and concepts but it is not easy to read.
Rating:
Summary: Ignore this
Review: The issue is to have an HR scorecard for the business. The book was disappointing since it continues with the theory that originated with "Balanced Scorecard". It should have focussed on the actual challenges and created a robust framework. The book missed the point and an oppurtunity. It might be interesting read but no practical value.
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