Research On Effectiveness Evaluation Of Strategic Human Resources Management Based On The Balanced Scorecard Framework

In the new economic era, strategic human resource management can bring acontinuous competitive advantage for enterprises. In reality, however, this importantstrategic asset is not understood and measured by corporations, thus it is not sensitiveto management. Even though some companies have begun to attach importance to theassessment of strategic human resource management, however, the problems theyface is how to determine a measure of the effect of strategic human resourcemanagement standards. Based on this, in order to evaluate the effect of strategichuman resource management, the paper developed a strategic corporate humanresources management effectiveness evaluation index system based on the BalancedScorecard framework.The research focuses on the effect of human resource management and evaluatesthe contribution of strategic human resource management activities of enterprisesfrom a new perspective. From the strategic height, the paper elaborates that humanresource management creates value for the enterprise as a whole, not a cost controlcenter. Various indicators of the Balanced Scorecard evaluation results can reveal theamount of the contribution to human resource management activities for companies,based on this, enterprises can arrange human resources management activitiesreasonablely, thereby enhancing enterprises’ value and maximize the role of humanresources.The content of the paper is divided into three areas: The first is a literaturereview and theoretical basis, first of all define the concept of strategic human resourcemanagement, the second section describes the resource-based theory，human capitaltheory and the Balanced Scorecard. Thirdly, the paper combed the related researchliterature on strategic human resource management effectiveness evaluation andbalanced scorecard in strategic human resource management effectiveness evaluation.The second aspect is strategic corporate human resources management effectivenessevaluation index system based on the Balanced Scorecard framework, this aspect elaborated the principles, the process, two indicators, three indicators and weights foreach indicators of the Index System. The third aspect verifies the strategic corporatehuman resources management effectiveness evaluation system. The paper selectedtwo representative businesses as validation objects, using "Based on the BalancedScorecard framework of strategic corporate human resources managementeffectiveness questionnaire” to collect data and using SPSS17.0software for dataanalysis, eventually come to the conclusion that the strategic corporate humanresources management effectiveness evaluation index system can effectively reflectthe effect of the Enterprise Human Resource Management.There are two innovations in this paper. The first is that the paper based on theBalanced Scorecard framework evaluates the effect of corporate human resourcesmanagement from a strategic perspective. Most of the previous studies evaluate thebasic functions of human resource management, the paper evaluates theimplementation reaults of strategic human resource management, there is aninnovation in assessment methods. The second, based on the resource-based theoryand human capital theory and the Balanced Scorecard, the paper explores the effect ofstrategic human resource management and build a strategic human resourcemanagement effectiveness evaluation index system based on Balanced Scorecard.In the course of the study, due to limited time and energy, there still exist someshortcomings.It is difficult to co-existence the comprehensiveness and therepresentation in the indicator selection of the evaluation index system. Another limitis the number of experts and the survey methodology in determining the evaluation ofweight which make the weight score controversy. Second, the scope of this study haslimitations, the paper only selected two companies to verify the effectiveness of theindex system, may not have significant persuasive. In future studies, the paper shouldbe used questionnaire, factor analysis, to increase the number of experts to expand thescope of the study and other methods to compensate for the defects of this study, tobuild a more scientific and rational and persuasive evaluation index system.