How do you use the HR scorecard to measure your HR consulting impact?

1 Step 1: Identify the strategic objectives

The first step is to understand the strategic objectives of your client organization. What are their vision, mission, values, and goals? How do they measure their success and performance? What are their key challenges and opportunities? You need to have a clear picture of the direction and priorities of your client organization before you can design and implement your HR solutions.

2 Step 2: Define the HR deliverables

The second step is to define the HR deliverables that support the strategic objectives. These are the specific outcomes and outputs that your HR consulting services will produce. For example, if your client organization wants to improve customer satisfaction, you might deliver a training program on customer service skills, a survey on employee engagement, or a reward system that incentivizes customer feedback. You need to specify the scope, quality, and timeline of your HR deliverables, as well as the resources and costs involved.

3 Step 3: Develop the HR metrics

The third step is to develop the HR metrics that measure the impact of your HR deliverables. These are the quantitative and qualitative indicators that show how well your HR solutions are performing and achieving the desired results. For example, if you delivered a training program on customer service skills, you might measure the number of participants, the satisfaction ratings, the knowledge retention, or the improvement in customer ratings. You need to select the appropriate metrics that are relevant, reliable, and valid for your HR deliverables.

4 Step 4: Report and communicate the HR scorecard

The fourth step is to report and communicate the HR scorecard to your client organization and stakeholders. This is the final product that summarizes and showcases your HR consulting impact. It should include a clear and concise presentation of the strategic objectives, the HR deliverables, the HR metrics, and the analysis and interpretation of the data. You should also highlight the key findings, insights, and recommendations that emerge from your HR scorecard. You need to tailor your report and communication style to suit the needs and preferences of your audience.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?