I was happy to see after I posted my question I got a response from several members. Below is a link to the discussion along with screenshots.
https://community.shrm.org/communities/community-home/digestviewer/viewthread?MessageKey=c55c8fb1-b27e-4bab-bac6-de9ea5566712&CommunityKey=85f521fc-ba03-4926-932f-3e17d3b3827e&tab=digestviewer
SHRM Connect Feedback
From the initial post, I was happy to see Mary
Dillman, a platinum member of the SHRM reply to my post along with seeing
comments from two of my classmates: Mary Hughes and Angeli O’day – Jordan. We
brought up the organization and individual paradox and the best way to approach
this is with proper leadership. One suggestion for successful HR leadership and
connecting with strategic business goals is by completing a balanced scorecard.
This method will help in creating a balance between employees and leaders. It
maps an organization’s strategic objectives into performance metrics in four perspectives:
financial internal processes, customers, and learning and growth (The balanced
scorecard, 2010). It also evaluates the firm’s effort for future improvement
using process, customer and learning and growth metrics. The SHRM was a great
tool as it required me to do additional research on a balanced scorecard and
how that can help leadership. I was also given a recommended reading that would
help in my understanding and learning. Lastly, I learned not to see HR professionals
as employee advocates but rather aiming to achieving business success which
enables opportunities for personal professional success.
Reference:
Balanced scorecard. (2010). Retrieved January 14,
2017, from http://www.netmba.com/accounting/mgmt/balanced-scorecard/
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