Study Of Hr Department’s Performance Evaluation System Based On Balanced Scorecard

This paper aims to construct a scientific,integral,strategic performanceevaluation system point at HR Department based on Balanced Scorecard. It will urgeHR Department to play a strategic role. In era of knowledge economy，human capitalis an rare and indispensability corporation resource,so HR Department which takecharge of Human Resource Management will play a strategic role., especially inthese corporation human capital oriented. however HR Department of our countryaren’t behaving conformance to Requirements of new period.this because it is theabsence of a perfect Performance Evaluation System. for the sake of HR Department’srole conversion，Organization Structure need reformation，at one time it needs aPerformance Evaluation System in allusion to HR Department’new and strategic role.BSC with Feature of balance is a strategic instrument of Performance Evaluation，BSC attach importance to long-term development of organise. However BSCapplication Research in functional department especially in HR Department isdeficiency, research results praesens Assume mechanical, shallow and incomplete.thispaper construct HR Department’ strategy map, divideing finance, client,process,learning and growing into eight strategic subjects,in this way the gole will be morespecific, through strategy map derive a HR Department’s Performance evaluationindexes system. Corporations which are human capital oriented have differentdevelopmental stages,so laterality of eight strategic subjects is different.This paperpenman choose mature developmental stage, exert analytical hierarchy process tosetup each index’ weight. This study remedies the shortage of existing research andaccelerates HR Department role conversion, in favor of acquiring power ofcompetition.The normative research method is uesd in this study.through the analysis of literatures, put forward the feasibility of BSC be employed in HR Department, andconstruct Performance Evaluation System in allusion to HR Department’new andstrategic role which is primaerprimary context and outcome for this study,the core partfalls into three small parts as follows: firstly, analysising application environment, putforward the relationship to complement each other of strategic role, strategicorganization structure, strategic performance evaluation, illuminating the necessityand feasibility that BSC is applied in HR Department. Secondly, construct HRDepartment’ strategy map based BSC, divideing finance,client,process,learning andgrowing into eight strategic subjects,these are financial contribution, financial save,shareholder and top managers, staff of the department, contribution of organizationalchange, department academic level, analysis and Implement of enterprise strategy,staff of department career development. The strategic map is described more detailed,on this basis, analysis each Work Center’ responsibilities how to incarnate therequirements in these four pieces; at last, design evaluation indexes systemaccording to eight strategic subjects, HR Department’s performance evaluation systembased on Balanced Scorecard come into being, chooseing mature developmental stage,exerting analytical hierarchy process to setup each index’ weight. In concludingparagraphs, it illuminate this study’insufficiency,and needs a in-depth study.