When using a balanced scorecard approach, HR leadership should:

Question

BlackTom AI · Accepted Answer

A balanced scorecard links HR metrics directly to organizational strategy, so HR leadership should Align the HRM activities to the overall business strategy.

1. Relevant knowledge points and concepts
- Balanced scorecard: a strategic management tool that translates vision and strategy into objectives, measures, targets, and initiatives across multiple perspectives (typically financial, customer, internal processes, learning and growth).
- Strategic alignment: ensuring HR policies, programs, and metrics support and drive the organization’s strategic objectives.
- Leading vs. lagging indicators: HR should use leading indicators (e.g., training hours, time-to-fill) that predict future strategic outcomes as well as lagging outcomes (e.g., revenue per employee).
- Balanced HR metrics: must reflect multiple dimensions (talent acquisition, development, engagement, retention, process efficiency) rather than a single narrow focus.

2. Step-by-step reasoning
- Step 1: Translate business strategy into HR-specific objectives (e.g., if strategy is growth, objectives include faster hiring and scalable onboarding).
- Step 2: Select balanced measures across relevant perspectives (e.g., quality of hire, time-to-productivity, engagement scores).
- Step 3: Design HR initiatives (recruitment, training, performance management) that are targeted at those objectives.
- Step 4: Monitor and adjust initiatives using scorecard feedback to ensure they drive strategic outcomes.

3. Calculations/intermediate steps
- Not applicable; the approach is conceptual. If metrics are used, intermediate steps would be defining baseline, setting targets, and tracking change (e.g., reduce time-to-fill from 45 to 30 days = 33% improvement).

4. Why the correct answer is correct
- Aligning HRM activities ensures HR contributes measurably to strategic priorities and uses balanced metrics to guide decisions—precisely the balanced scorecard’s purpose.

5. Why other options are incorrect
- “Never assess...” contradicts the scorecard’s measurement emphasis.
- “Create new initiatives every quarter” implies reactive churn, undermining strategic consistency.
- “Develop performance management programs which only reward employees” is too narrow; it ignores development, alignment, and multi-perspective measurement.

6. Conclusion
The correct choice is Align the HRM activities to the overall business strategy, which matches the provided answer.

When using a balanced scorecard approach, HR leadership should:单项选择题

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