HR strategic Plan Report and Scorecard – Cyberpoint International, a Cyber Security Solution Provider
Hr Reports
Cyberpoint International develops products, solutions and services to customers requiring cyber security solutions and has a workforce of eighty and odd experts.
HR Strategic plan report consists of Strategic human resource management, which formulates and executes HR systems to produce employee behavior and competencies leading to achievement of strategic aims (Dessler & Varkkey, 2009). Hr report presentation is considered as “wall” in the sense that sometimes this report is considered irrelevant by the decision makers of a company (Bourdreau, 2011). However, Cyberpoint has a proper HR strategic plan report and a HR scorecard process in its place prepared by the HR manager. It consists of high quality data on the employees to improve and influence important decisions of the decision makers namely, the leadership of Cyberpoint International.
The following are the steps formulated by Cyberpoint to create a HR report:
Formulating a business strategy
- Identify the efficiency levels required from the employees to achieve the goals formulated in the business strategy.
- Formulate HR policies and Procedures to improve the productivity and efficiency levels of employees.
- Develop methods of measurement (metrics) to evaluate performance levels of human capital.
- Last but not the least is the Scorecard, which is a quantitative measurement of the employee behavior and activities and its impact on Cyperpoint. It is also known as a digital dashboard.
The main aim or the result for formulating a HR strategic report plan is to have a high performance work system by maximizing the overall quality of the workforce.
Types of HR Reports
1. Narrative HR report
The devil is in the details is a quote by an anonymous person. It is an open and honest communication philosophy to prepare a detailed qualitative HR report to the decision makers. Cyberpoint does not give much importance to a narrative report considering its disadvantages and the fact that this procedure is on the decline globally.
| Advantages | Disadvantages |
| Elaborate explanation | Time consuming to prepare and read |
| Qualitative Indicators are provided in detail | Subjective in nature |
| The complete report on a human capital | Difficult for the management to interpret |
2. Dash boards
Dash board is a graphic, pictorial and digital representation or a bird’s eye view of HR strategic plan report. HR at Cyberpoint prepares a Dashboard highlighting quantitative and qualitative HR metrics available for at the computer screen of all the decision makers.
| Positive Features | Negative Features |
| Data at one glance (Bird’s eye view) | Subjective view is missed out |
| Graphic, digital representation (Factual) | Qualitative aspects might not be measured |
| Easy to interpret and present | Requires accurate data for its preparation |
| Short report | All the figures are on the table and so might be explosive and not secretive |
Dash board reports
| QWL Dimensions | |||||||||||
| Leadership | 4.62 | ||||||||||
| Management | 4.89 | ||||||||||
| Communication | 4.61 | ||||||||||
| Pay & Benefits | 4.74 | ||||||||||
| Empowerment | 4.50 | ||||||||||
| Job Pride | 4.92 | ||||||||||
| Work Environment | 4.77 | ||||||||||
| Depart. Cooperation | 4.73 | ||||||||||
| Employee Growth | 4.64 | ||||||||||
| HR Scorecard Value |
4.72 HR Dashboard: Core Values Gap Score — Work/Life Balance Note 20011.412 June’ 011.29 Sept ‘ 011.49 Dec’011.009 March’ 021.25 June’ 021.55 Sept’ 021.45 Dec’ 021.35
Balance Note: The ideal “gap” between “what is” and “what should be” = 0Time
3. HR Scorecard
HR experts Becker& Huselid & Ulrich, 2009 are of the view that it is the prerogative of the HR manager to develop a measurement system by adopting a perspective and focus on Human Resources playing a significant role in implementing the firms strategy and solution lies in the development of a measurement system namely HR Scorecard Process.
Cyberpoint International highlights the link between HR activities, Employee performance and the resulting outcome by way of performance standards in a digital dashboard, which in other words is HR scoreboard.
The HR head at Cyberpoint collects basic information to prepare HR scoreboard.
- The company’s strategy
- Understanding a close connection among HR activities, employee behavior, organizational outcome and performance.
- Statistics or metrics to measure the HR activities and results.
HR scorecard of Cyberpoint International
| HR SCORECARD | ||||
| Strategic Theme | KRA’S | KPI’s | Target | Actual |
| Financial | Compensation & Benefits | Total Compensation Benefits/Total Revenue | ||
| Ratio of HR expenses by function | ||||
| Ratio of Medical reimbursement | ||||
| Customer | Motivation | % of employee satisfaction by HR function | ||
| Turnover rate by job category | ||||
| Total training man days by employee | ||||
| Growth | No of potential successors by key position | |||
| Ratio of vacancy filled from within | ||||
| Ratio of potential middle managers | ||||
| Internal | Efficiency | Ratio of HR staff to total employee population | ||
| % of project completion by HR function | ||||
| Score on audit rating | ||||
| Learning | Quality | % of HR certification from society of Human Resources | ||
| Number of monthly unit meetings | ||||
| Number of HR outdoor activities | ||||
Key Performance Indicators (KPI)
Key Performance Indicators (KPI) is defined as measuring and reviewing targets to evaluate and direct the contribution of HR services to business performance.
KPI’s used for Measuring the HR Manager
| KPI’s used for Measuring the HR Manager |
| 1. Recruitment – The ability of the HR manage in appointing the right person for the right job while being conscious about the following facts. |
- Cost per Hire
- Source Cost per Hire
- Opportunity Cost
2. Selection – Selecting the right candidate using various selection methods to predict the performance in that particular post while taking into consideration the following factors.
- Time to fill
- Time to start
- Applicant Response rate
- Qualified Applicant Ratio
- Selection Rate
- Hurdles per hire
- Interviews per hire
- 3. Compensation and Benefits package at Cyberpoint are excellent. It offers medical benefits ,life insurance and accidental death & dismemberment benefit, disability benefits, employee assistance program, flexible spending accounts, paid time-off, employee referral program, business development plan, education and training, professional development allowance, retirement, profit sharing plan, entertainment benefits
The HR manager at Cyberpoint has taken into account all the factors mentioned below while formulating compensation and benefit plan.
Job description factor
Job evaluation factor
Ratio of human resources staff to employee population
Cost to supervise
Pay and benefits as a percentage of total Operating Costs
Benefits cost per employee
4. Record Keeping – HR manager at Cyberpoint maintains an employee file for each employee consisting of employee history, medical data, confidential information, payroll records. He documents all employee related activities and these files are easy to read and understand, up-to-date and complete.
Transaction processing rate ( Cycle time) – to estimate process efficiency and transaction processing rate
Transaction processing error rate of 5% is one of the lowest at Cyberpoint
Cost per Transaction includes operating costs, salaries, other expenditure and installation price of the hardware and software.
KPI’s for HR headsHR Heads at Cyberpoint are measured by the following perspectives
- Financial
- Processes
- Customer
- Learning & Growth
1. Performance Management
Absence rate
Absenteeism costs
Promotion (Accession) Rate
Separation Rate
2. Employee Relations
Workforce stability
Turnover/Performance relationships
Turnover Costs
Incidence of complaints or grievances by Group
Employee Recognition rate
3. Training and Development
Cost per trainee
Training expenditures as a percentage of HR or Payroll cost
Training and Development plan factor
4.Other
Overhead
Return on Human capital – Productive workers
Human Value added – Hiring quality staff fit for the organization
Measures Reported to the CEO
HR head reports the following measures to the CEO at Cyberpoint International
- Activities undertaken for organizational Effectiveness is to be reported to CEO.
- Decisions concerning the acquisition, development and organization of human capital are reported directly to the CEO as it plays an important role
- in determining the effectiveness of organizations.
HR cannot function impartially if HR head reports to another operational division as it have to serve all the operating units equally.
| CEO ‘s KPI’s |
- Human Value Added
- Return on Human Capital
- Employee Satisfaction Index ( a basket of 8-10 weighted KPI’s covering the four perspectives of the balanced scoreboard
ESI – Employee Satisfaction Index
ESI is the quantifying of satisfaction of levels of employees of an organization. Eskildsen & Nussler, 2000) opines that job satisfaction is the most important predictor of employee loyalty. Adams (1963, 1965) says that employees feel less satisfied with their job when they perceive an imbalance in their input-output ratio in relation to other employees and these results in their leaving the company.
| Employee Satisfaction Index |
| Tardiness –reporting late to work indicates lack of job satisfaction and runs up the cost for the organization. Cyberpoint controls tardiness of employees identifying and dealing with it directly. | Productivity – Cyberpoint enhances productivity of an employee by providing proper environment at the workplace. Encouragement, motivation, reward, recognition, setting realistic targets, encourage team work, providing required tools and equipments are some of the factors in practice to improve productivity |
Turnover or replacement of an employee is very expensive. Cyberpoint undertakes the strategy of Building strong relationship, praising a job done well, Employee feedback, Create fun work environment, Training needs of an employee to minimize turnoverGrievance resolution ratio – A grievance is a formal dispute between the employee and the management. At Cyberpoint the management informally talks to the employee initially to resolve the issue and the resolution ratio is higher as the company wants to retain the good employees with it
| Survey – Cyberpoint conducts a survey to determine the level of employee dissatisfaction in the company’s engagement, Communication, work life balance, management style, compensation etc and gather specific information. The company takes decisive measurable action after taking into consideration the results of the survey. |
Social Belonging- Cyber point emphasizes on successful team building and working together to bring out the best performance from the workforce.Sick days
Cyberpoint offers paid sick days to each employee as a benefit.Appraisals
Cyberpoint’s appraisal system being out the perception of fairness in its ratings on the employee and motivates the employee to perform better 
| ESI Example | |||
| Criteria | Score out of 100% | Weight | Final Score |
| Stability | |||
| Survey | |||
| Punctuality | |||
| Attendance | |||
| Safety | |||
| ESI | |||
Conclusion
Cyberpoint is a sophisticated cyber security solutions provider with an international presence wherein human resource management plays a big role focusing on selection, training and compensation for the employees. It is a living and learning company in the sense that being a high tech company extensive learning is a continuous process. Being an international company it encourages cross-border, cross-cultural experiences and global teamwork. Cyberpoint is a new age company has a positive HR report system in place to utilize all the human potential and engages in such HR activities to promote openness, transparency and fairness in its workforce. To conclude, you get what you measure. You measure the wrong thing and you get the wrong behaviors (Lingle, 2011)
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