Wednesday, December 31, 2008

Understanding Social Media Revolution

We're now living in the digital economy. It is an economy that is based on electronic goods and services produced by an electronic business and traded through electronic commerce. That is, a business with electronic production and management processes and that interacts with its partners and customers and conducts transactions through Internet and Web technologies.
Digital Economy brings us Media Revolution. Yes, Media and news source is shift into any digital form. These slide presents how media change

Social Media
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Wednesday, December 17, 2008

HR Scorecard : Key Performance Indicator (KPI) for HR.

Whether in a small or large company, managing employees is a no ordinary job. The human resources department is one of the many sections that a business organization should come up. It is the focal point for establishing duties and responsibilities necessary for evaluating work performance. HR personnel handle transactions on a daily basis. And as the company grows, the company will need a more robust system to better improve its measuring activities. This includes the use of human resource scorecard.

HR Scorecard
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An HR scorecard is the same scorecard system that accounting, inventory, and logistics departments use. Only this time, it is centered more on measuring the activities of the HR department. The application of an HR scorecard means that there is an optimum method for evaluating and defining the value and efforts. With the aid of this scorecard system, the management is also able to organize objectives effectively and clearly, which is necessary in maintaining an active and stable company. In short, the HR-specific scorecard system cuts the hassles in quantifying the worth of the company and its workforce.

Setting up the scorecard system, however, takes time and many considerations. It actually starts in the identification of potential yardsticks or metrics. Going through a series of checkups and reviews is necessary as well to come up with effective metrics. It will help if the HR department understands the real purpose of installing an HR scorecard system. HR managers should carefully research on the status of the workforce. They should see if the current volume of employees is sufficient to stabilize the growth of the organization. Whether the results are positive or negative, it is only then that the HR department can figure out a clear objective in setting the scorecard. A very good example of a scorecard objective is to increase productivity through trainings.

After coming up with a clear, measurable, intelligent, practical, and time-conscious objective, the HR team is now ready to gather the important details necessary for fueling the scorecard system. The fuel refers to the patterns: the productivity of the workers, the skill growth of the workers, the health status of the workers, as well the compensation attractiveness of the workers. The patterns are the actual activities that employees face everyday inside the company. Briefly, scorecard patterns should be pertaining to contributions, functions, and value points of each employee.

The next crucial step is to integrate all the patterns into meaningful data, kind of like coming up with a broader picture out of assembling jigsaw puzzles. Technically, this process of integrating the values or data and objectives is what experts call relationship building. Unless there are other ways to know whether ten computer programmers are enough in the IT department, HR managers should identify the relevance of each employee.

As the scorecard evaluates patterns and creates relationship, it also puts the metrics to the test. Along the way, the HR may find a certain metric irrelevant, but most of the time, patterns like cost per hire, turnover cost, turnover rate, and time to fill provide useful values. Remember that the real advantage of the human resource scorecard only comes when there is a clear objective, well-defined patterns, and relevance.

If you are interested in human resource scorecard, check this web-site to learn more about human resource metric.

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Saturday, December 13, 2008

Learning from Google : Everything You Wanted to Know About it

Google is become giants in online industry. There are some lesson from Google you need to know. This slide answer the questions and reveals some facts about google. This slide is nice and great.

Comprehensive review about Google is also available in pdf format. white paper is available in google srategy development : All about google
All about Google
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Friday, December 12, 2008

Rethinking Corporate Social Responsibility

"Corporate social responsibility (CSR, also called corporate responsibility, corporate citizenship, responsible business and corporate social opportunity[1]) is a concept whereby organizations consider the interests of society by taking responsibility for the impact of their activities on customers, suppliers, employees, shareholders, communities and other stakeholders, as well as the environment. This obligation is seen to extend beyond the statutory obligation to comply with legislation and sees organizations voluntarily taking further steps to improve the quality of life for employees and their families as well as for the local community and society at large."
by wikipedia

Yes, CSR is one of business buzzword in 21 century. Yet, it has several concern and critics to be resolved. First critics is questionable motives of doing CSR. Some companies are implementing CSR for several reasons : relationship marketing, commercial benefit, raising their reputation, and so on. The critics are mainly avoiding CSR implementation from going outside from the spirit, that is both bottomline people and planet.

To explore more about CSR, download the business paper entitled "Why Corporate Goodness isn't Enough: Rethinking Corporate Social Responsibility".

Tuesday, December 9, 2008

The Balanced Scorecards : Video Lesson

This is visual lesson about balanced Scorecards. The video describe briefly whats the concept of balanced scorecards with integration with other management system. Watch it.

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Wednesday, December 3, 2008

Balanced Scorecards Case Study in Indian Corporation

This is balanced scorecard case study among indian companies. Exploring Balanced Scorecards implementation among Indian Companies, research presenting major findings are as follows:
  • The Balanced Scorecard adoption rate is 45.28 per cent in corporate India which compares favourably with 43.90 per cent in the US.
  • The financial perspective has been found to be the most important perspective
  • The expense centre budgets, brand revenue/market share monitoring, profit centre, and transfer pricing mechanism are the other performance management tools used by the Indian companies.
  • Corporate India monitors the indicators as per ISO 14000 norms in the environmental and social perspectives of the performance scorecard.
  • The difficulty in assigning ‘weightage’ to the different perspectives and in ‘establishing cause and effect relationship among these perspectives’ has been found to be the most critical issue in the implementation of the Balanced Scorecard in corporate India.
  • Most companies claimed that the implementation of the Balanced Scorecard has led to the identification of cost reduction opportunities in their organizations which, in turn, has resulted in improvement in the bottom line

To download the paper above, click here.

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