Like the management of IT departments, the management of Human Resources (HR) can be based on the Balanced Scorecard (BSC) approach that delivers action plans underpinned by a clarified vision and well-defined strategies. A Human Resources Information System (HRIS) will help collect and exploit appropriate information as well as monitor training, assessment, and competence management. In this context, it will be of the utmost importance to define a set of objective based indicators and criteria that remain relevant at the operational level.

For example, the applicant recruitment cycle length is a basic indicator. Firms that are unable to give a promising applicant an interview or make a decision regarding an appointment in a reasonable amount of time will see the best shun them.