Journal of Human Resource Management

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Human Resource Measurement: A Balanced Scorecard Approach

Received: 20 January 2015    Accepted: 22 January 2015    Published: 28 February 2015
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Abstract

This study aims to adopt the balanced scorecard approach to improve the measurement and evaluating of human resources performance in the USA public sector. We use a balanced scorecard approach in terms of innovation, learning and growth for employees feeling to contribute to the governmental agency ends. Innovation, learning and growth may represent constitutive elements of organizational strategies value oriented. In this study we have built a set of key performance drivers drawn by a sample of American public employees during 2010. The United States are the first country introducing public management reform programs fostering continuous attention on human resources performances. The study is a research desk. Data are collected by United States Office of Personnel Management (OPM) with regard to last Federal Employees Viewpoint Survey conducted in 2010 and concern employees of every Federal agencies which responded to the survey. The results show that the employee’s perception of the organization performance seems to be positively judged.

DOI 10.11648/j.jhrm.s.2015030201.14
Published in Journal of Human Resource Management (Volume 3, Issue 2-1, April 2015)

This article belongs to the Special Issue Challenges and Opportunities in the Performance Measurement and Control Systems of Human Resources Management for the Services Industry

Page(s) 28-32
Creative Commons

This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.

Copyright

Copyright © The Author(s), 2024. Published by Science Publishing Group

Keywords

Federal Civil Workforce, Organization Performance Measurement, Balanced Scorecard Approach

References
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[23] Aaron A. Estis KPMG Peat Marwick LLP and Grand Hyatt, 1998, “The balanced Scorecard – Applying a Private Sector Technique to the Public Sector”. Paper presented at the 1998 Conference of the Association for Public Policy Analysis. New York City, New York
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Author Information
  • Department of Business and Economics Studies, University of Naples “Parthenope”, Naples, Italy

  • Department of Business and Economics Studies, University of Naples “Parthenope”, Naples, Italy

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  • APA Style

    Benedetta Gesuele, Mauro Romanelli. (2015). Human Resource Measurement: A Balanced Scorecard Approach. Journal of Human Resource Management, 3(2-1), 28-32. https://doi.org/10.11648/j.jhrm.s.2015030201.14

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    ACS Style

    Benedetta Gesuele; Mauro Romanelli. Human Resource Measurement: A Balanced Scorecard Approach. J. Hum. Resour. Manag. 2015, 3(2-1), 28-32. doi: 10.11648/j.jhrm.s.2015030201.14

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    AMA Style

    Benedetta Gesuele, Mauro Romanelli. Human Resource Measurement: A Balanced Scorecard Approach. J Hum Resour Manag. 2015;3(2-1):28-32. doi: 10.11648/j.jhrm.s.2015030201.14

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  • @article{10.11648/j.jhrm.s.2015030201.14,
      author = {Benedetta Gesuele and Mauro Romanelli},
      title = {Human Resource Measurement: A Balanced Scorecard Approach},
      journal = {Journal of Human Resource Management},
      volume = {3},
      number = {2-1},
      pages = {28-32},
      doi = {10.11648/j.jhrm.s.2015030201.14},
      url = {https://doi.org/10.11648/j.jhrm.s.2015030201.14},
      eprint = {https://download.sciencepg.com/pdf/10.11648.j.jhrm.s.2015030201.14},
      abstract = {This study aims to adopt the balanced scorecard approach to improve the measurement and evaluating of human resources performance in the USA public sector. We use a balanced scorecard approach in terms of innovation, learning and growth for employees feeling to contribute to the governmental agency ends. Innovation, learning and growth may represent constitutive elements of organizational strategies value oriented. In this study we have built a set of key performance drivers drawn by a sample of American public employees during 2010. The United States are the first country introducing public management reform programs fostering continuous attention on human resources performances. The study is a research desk. Data are collected by United States Office of Personnel Management (OPM) with regard to last Federal Employees Viewpoint Survey conducted in 2010 and concern employees of every Federal agencies which responded to the survey. The results show that the employee’s perception of the organization performance seems to be positively judged.},
     year = {2015}
    }
    

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    AB  - This study aims to adopt the balanced scorecard approach to improve the measurement and evaluating of human resources performance in the USA public sector. We use a balanced scorecard approach in terms of innovation, learning and growth for employees feeling to contribute to the governmental agency ends. Innovation, learning and growth may represent constitutive elements of organizational strategies value oriented. In this study we have built a set of key performance drivers drawn by a sample of American public employees during 2010. The United States are the first country introducing public management reform programs fostering continuous attention on human resources performances. The study is a research desk. Data are collected by United States Office of Personnel Management (OPM) with regard to last Federal Employees Viewpoint Survey conducted in 2010 and concern employees of every Federal agencies which responded to the survey. The results show that the employee’s perception of the organization performance seems to be positively judged.
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