Human Resource Balanced Scorecard

Human Resource Balanced Scorecard

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Human Resource Balanced Scorecard Department of Homeland Security/Transportation Security Administration University of Maryland University College

Executive Summary

Human Resource Balanced Scorecard

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A balanced scorecard is a performance management system that measures an organization’s successes through quantifiable measures based on the company’s strategic objectives. These quantifiable measures are used by organization leaders to communicate to their employees and stakeholders performance deliverables that will be used to meet the company’s mission and objectives. Employment empowerment should be a priority in any organization looking to reach its mission (Niven, 2003, p. 12). This requires a two way communication between top leadership and their employees. If employees are not aware of the mission and the objectives of the company, the organization will not reach the success and returns that they set out to. They should be aware of where the company is and the direction in which it is trying to work towards. The balanced scorecard offers detailed measures on how an organization will achieve these objectives (Niven, 2003). This paper will establish a balanced scorecard for the human resource division of the Transportation Security Administration (TSA) which operates under the Department of Homeland Security. The mission of TSA is to protect the nation’s transportation system to ensure freedom of movement for people and commerce. TSA’s human resource division serves to assess current and future staffing needs based on organizational goals and budget realities using merit principles, ensures staff is appropriately selected, developed, utilized, appraised and rewarded, corrective actions (TSA, 2012). The four perspectives that this paper will focus on is (1) Customer Perspective- meeting and exceeding customer expectations (2) Financial Perspective- Reducing HR Related Costs, (3) Internal Perspective- satisfy...