Strategic Oriented Human Resource Performance Management

In the New Business Environment, companies are moving away from Performance management system linked exclusively to financial framework. The recent studies estimate that by the end of the twentieth century, the book value of tangible assets accounted for only 15% to 20% of companies' market values, so the tangible assets will be displaced by intangibles values. As a result of human resources for an enterprise's importance will get increasingly day by day, human resources department's role will not to be a simply administration and assistant department. It will be a strategic role and create some Performances for an enterprise; therefore, how to estimate human resources department Performance well is to be an importance key point to evaluate enterprise competitive. Nearly years, Balance Scorecard (BSC) concept was used on scholarly researches popularly, but about human resources management scope is fewer; generally the greater part of human resources management's researches were used by human resources management's activities; efficiency' talent as their research subjects to develop human resources department's indicator linking people, strategy, and performance. In view of this, the article analyses in detail four evaluating indexes of the HR-BSC on the basis of the BSC theory and the summary of overseas studies over the BSC, and expounds the enforcement process of the HR-BSC. And the author applies the BSC to 'PKI Corporation', through practical studies in which a factual BSC was designed according to the true conditions of the company. Finally, the article used balance scorecard theory as viewpoint for the research key framework to construct two models, including human resources department Performance measurement perspectives model and human resources department scorecard guiding steps model. The research of human resources department performance measurement perspective model develops four performance measurement perspectives, including (1)financial capital perspective; (2)customer capital perspective; (3)structure capital perspective; (4)human capital perspective; the research of human resources department scorecard guiding steps model develops three phases and eleven steps, including (1) planning phase has four steps; (2)developing phase has three steps; (3)practicing phase has four steps.