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Àû¿ë»ç·Ê ºÐ¼® °á°ú, HR ScorecardÀÇ µµ
ÀÔ ¸ñÀûÀº ´ëü·Î °øÅëµÇ¾úÀ¸³ª, ÇÁ·¹ÀÓ¿öÅ©¶ó ÇÒ ¼ö ÀÖ´Â °üÁ¡(dimension)¿¡ À־ Á¶Á÷ÀÇ Æ¯¼ºÀ̳ª È°¿ë¹æ½Ä¿¡ µû¶ó Â÷À̸¦ º¸¿´´Ù. ¶ÇÇÑ HR Scorecard¿¡¼ Çٽɼº°ø¿äÀΰú ¼º°úÃøÁ¤ÁöÇ¥ °£ÀÇ ¿¬°è, ¼º°úÃøÁ¤ÁöÇ¥µé°£ÀÇ ¿¬°è, ±×¸®°í ±â¾÷ÀÇ ºñÁî´Ï½ºÀü·«°úÀÇ ¿¬°è¿¡ ÀÖ¾î ¹ÌÈíÇÑ »ç·Êµéµµ ÀÖ¾î ¾ÆÁ÷Àº Àû¿ë¿¡ ÀÖ¾î Ãʱâ´Ü°èÀÎ °ÍÀ¸·Î ³ªÅ¸³µ´Ù. ÀÌ·¯ÇÑ ºÐ¼® °á°úµéÀ» Á¾ÇÕÇÏ¿© HR ScorecardÀÇ ¼º°øÀûÀÎ ±¸Ãà°ú ¿î¿µÀ» À§ÇÑ 6°¡Áö ½Ã»çÁ¡À» Á¦½ÃÇÏ¿´´Ù.
Today corporations are facing
unprecedented change and cutthroat competitive global competition. Therefore sustainable competitive advantage today stems primarily from \'human resources\'. Likewise, the HRM (Human Resource Management) professionals\' role is no longer \"an overhead or support function\" but a \"strategic resource\" in the corporations\' quest for a competitive edge. To implement strategic HRM, HRM professionals are required to show how they contribute directly to achieving the company\'s strategy and business performance. Recently, \'HR scorecards\' are used to communicate and track performance of strategic HRM.
The primary purpose of this s
tudy was to explore how major corporations introduced and implemented the HR scorecard within each organization. In the first place, we reviewed the theoretical background of balanced scorecard and HR scorecard. Then, we analyzed 11 companies\' balanced scorecard and HR scorecard practices. We compared major 4 companies\' HR scorecard practices. Finally, we discussed implications for implementing the HR scorecard successfully.
Key words: Strategic HRM(Huma
n Resource Management), Balanced Scorecard, HR Scorecard (ÀÌÇÏ »ý·«)
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