Gestión estratégica de recursos humanos como antecedente del "Balanced Scorecard"

• Autores: Joan Boada i Grau , Carme Gil Ripoll
• Localización: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology, ISSN 1576-5962, Vol. 25, Nº 2, 2009, págs. 123-134
• Idioma: español
• DOI: 10.4321/s1576-59622009000200003
• Títulos paralelos:
  • Strategic management of human resources as antecedents to the "Balanced Scorecard"
• Enlaces
  • Texto completo  1 (pdf)   2 (pdf) 
• Dialnet Métricas: 5 Citas
• Resumen
  • español

    En el presente estudio empírico la Gestión Estratégica de Recursos Humanos se erige como antecedente del modelo Balanced Scorecard. El objetivo de dicho estudio es examinar la relación entre la Gestión Estratégica de Recursos Humanos implementada en las organizaciones con las tres perspectivas (clientes, finanzas y procesos) del Balanced Scorecard. En la muestra han participado 222 directivos a los cuales se les aplicaron varias pruebas auto-administradas que contemplaban aspectos como: los datos demográficos del entrevistado y de la empresa, la escala BSC-14 y la escala GERH-53. Los resultados y las conclusiones obtenidas hacen referencia a que la Gestión Estratégica de Recursos Humanos predice los parámetros del Balanced Scorecard.

  • English

    In this empirical study, Strategic Human Resources Management becomes a precursor to the Balanced Scorecard. The aim of the study is to examine the relationship between Strategic Human Resources Management in organisations implemented using the three perspectives (customer, financial and process) of the Balanced Scorecard. Two hundred and twenty-two directors took part in this sample, all of whom were asked to do several self-administered tests covering aspects like: demographic data of the interviewee and the company, the BSC-14 scale and the SHRM-53 scale. The results obtained and conclusions drawn suggest that Strategic Human Resources Management predicts the parameters of the Balanced Scorecard.

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