What Does A Requisite HR Scorecard Entail?
Given this state of affairs, by force we are beginning to talk about building the balanced scorecard “bottom up.” Without a thorough assessment of strata of work complexity and individual capability levels matched to them, all of the ´higher level´ strategy maps of the scorecard constitute a house of cards. What, then, does it mean to transform the HR scorecard into a tool for building requisite organization into a company? What is needed is to base the HR scorecard on measured data other than opinion surveys and statistical data of the ´HR System´. To do so, we need to introduce a new data type, that of capability. The data type is three-pronged, as discussed below, and requires interview-scoring, not survey, techniques. Toward a Human Capability Scorecard According to E. Jaques, capability measurement regards the information complexity of work in relation to the information processing complexity of individuals doing work. Capability is not a one-dimensional affair since it is based o
