HR scorecard for publishing industry is gaining popularity. There is a tough competition in the market of both online and offline media. Thats why efficient use of human resources is a precondition for success. Publishing business is not an exception here.

Perhaps, the right choice of key performance indicators for HR scorecard in publishing business is the most important stage of BSC implementation. It is very important to find critical success factors for an effective HR policy. Publishing business has its own peculiar features, business environment and specific nature. It should be taken into account when creating key performance indicators in all categories of balanced scorecard.

Lets review a couple of indicators that might be very helpful in assessment of HR efficiency for publishing industry.

Average equipment cost per employee. Such an indicator is truly considered to be very representative. Personnel uses various equipment in publishing business, like printing machines, powerful computers etc. Inefficient use of equipment may result in huge expanses. In order to optimize production expenses per employee, it might be very helpful to keep track on this KPI. On the one hand, an employee should get everything he or she needs to fulfill duties. On the other hand the company should not overpay. Based on the evaluation results, human resource managers may think of the ways to optimize expenses by forming teams of the right size, allocating the right amount of resources, office space and equipment. Employees may share the same equipment without feeling uncomfortable which will decrease average equipment cost per employee, and thus the company may save money which can be used, for example, for training or personnel coaching.

New hire turnover during the first 12 months. Publishing business involves advanced knowledge and experience in working with specialized equipment. Thats why if a company hires and educates new employees it sometimes spends a great amount of money. If the new employee eventually leave the company having worked less than 12 month, the company is more likely to suffer losses. It is very important to create suitable working conditions for freshly hired personnel, so that newcomers can use obtained knowledge to benefit the company. New higher turnover is a very indicative measure that directly evaluates efficiency of human resource department. Logical leap, the lower turnover is, the better for the company.

Finally, it should be mentioned that when evaluating HR performance one needs to keep balance between interests of personnel goals of the company.

With the aid of time management metrics, you will be able to increase the productivity of your company and also improve the quality of the activities that you perform. In general, this type of metrics is used for the project management report. As we all know, every project has a deadline and thus, there is a need for you to make sure that each of them will be finished right before the stated date. However, this may seem impossible particularly for large companies since they have to complete several projects at the same time.

Your KPI time management dashboard will show you how your organization is concerned with the maximum utilization of the time spent on tasks or projects. Since time is a limited or restricted supply, you should be able to use it wisely. There is a need for you to align this with the goals that you have for the activity that you are trying to accomplish. Depending on the project that you would like to finish, the time management metrics will vary according to it. For instance, if you would like to provide such metrics for the customer service department, you can check two important subjects in this area which are email and calls and the office hours.

In emails and calls, you can monitor the average time spent on responding to emails as well as the percentage of the questions that have been answered via email or call. In addition, you can add the call answering hours to determine if your customer service staff is able to make the most out of their time when it comes to responding to the queries, complaints or feedbacks of the customers. On the other hand, the office hours will help you determine if the hours for work are being used efficiently by your personnel in the said department.

To make it easier for you to come up with time management metrics, you should categorize them according to perspectives. You can add perspectives like interruptions, objectives and also the out of office hours. In general, the KPI time management dashboard has five perspectives and 14 indicators. You can have your own number of time management metrics but ensure that you keep things to a minimum so that you can keep track of the use of time in every department.

The hospitality industry KPI or the key performance indicators allow checking of day to day activities in your company which might seem impossible to do. With the right set of indicators, you will be able to keep track of supply and demand, the promotional needs of the company, recruitment activities and even the security requirements of your business. Depending on your organization, your hospitality or tourism industry indicators will differ according to the type of customers, the services you offer, the internal processes of the enterprise, the demands of your customers and the manufactured goods of your business. Thus, various indicators can be selected as long as they can be monitored properly.

For instance, if you are searching for KPIs in hotel management, you should take a look at the aspects that concern the success of your business the most. These include the profitability of your company, the needs of the staff and their performance and the efficiency of your processes. It is important that the hospitality industry KPI that you have chosen is right for your company and that you report on them regularly. Since you are in the service or hospitality industry, you will most likely consider measuring the size of your system. Taking the given example above, if you are operating a hotel, you will be able to monitor the system size by obtaining the number of rooms or hotels under your brand.

One of the main problems that managers face when they are choosing the hospitality industry KPI is that they find it hard to keep things at a minimum. Limiting the number of indicators can be quite a dilemma especially because there is a sea of choices for the hospitality industry KPI. Nevertheless, the trick here is to make sure that you keep yourself on a straight path. If you are managing a hotel, you should stick with just the lodging business. If you are operating a restaurant, monitor only using the tourism industry indicators that are about food service.

The good thing about the hospitality industry KPI is that it can check on the future of your company. It is not restricted to the now phase of your business. For example, you can keep track of the development pipeline of your hotel, which will measure the numbers of rooms that your hotel might have in the future.

As known, Balanced Scorecard consists of four categories: financial, customer, internal business processes, learning and growth. What makes Balanced Scorecard unique? Unlike similar performance evaluation systems of Balanced Scorecard evaluates nonfinancial indicators as well. In terms of a hotel industry these indicators refer to customer satisfaction, improvement of hotel personnel professional level, optimization of internal processes, for example laundry, dining services, housekeeping and cleaning, reception services etc.

No less imagine such a situation hotel top managers have developed a strategy and selected a set of key performance indicators that fall into the above mentioned four categories. Now is the time to start using Balanced Scorecard and evaluate the selected KPIs. It needs mentioning that key performance indicators should be measurable and understood. As time passes by the first results are obtained. This is perhaps the most important stage since top managers have to find out whether are not they have made the right choice and assigned the right weights for indicators. For instance, such a key performance indicator as room occupancy may not matter much as visitors tend to stay for more than three days in a hotel and maintenance of vacant rooms requires little expenses. This is just a hypothetical example.

Having obtained the first results, top management needs to analyze them. KPI evaluation results show progress or regress of a hotel on its way to implement strategic goals. Thus, hotel managers and owners locate problematic areas and make decisions as to necessary improvements. For instance, if your kitchen performance prevents hotel from optimize an overall performance, relevant decisions need to be made (e.g. hiring new chef, changing food supplier etc.). Balanced Scorecard will work only in case the information it provides is actually used to initiate changes. Balanced Scorecard will not change the situation by itself but rather offer important and valuable information for top managers and business owners.