Dear All,
Working on Balance Score Card in my organization. Need to know that whether we can leave any quadrant (Financial, Customer, Process & Learning) blank in BSC or not?
If No, what to do with the individual whose profile can’t be put into any of the four quadrant e.g. A typist who has nothing to do with “Financial quadrant”.
Request you to please clear my doubt with your expert comments
From India, Gurgaon
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Working on Balance Score Card in my organization. Need to know that whether we can leave any quadrant (Financial, Customer, Process & Learning) blank in BSC or not?
If No, what to do with the individual whose profile can’t be put into any of the four quadrant e.g. A typist who has nothing to do with “Financial quadrant”.
Request you to please clear my doubt with your expert comments
From India, Gurgaon
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Dear Kumud,
Please provide more information about your background and your knowledge of BSC, including when you initiated the process. It would also be beneficial to learn about your organization and your role within it. Your inquiry appears to be related to cascading the BSC to an individual's level. However, implementing this cascade across all four quadrants can be risky. For further insights, refer to the comments by a consultant at EPM Review - Enterprise Performance Management Review - A Resource Portal.
If you have not already visited the following webpages, I recommend reading and understanding their contents:
- Tips on Cascading Scorecards (Remember to Stay Hydrated) - Performance Management & Strategy Execution Blog: The Glue
- Balanced Scorecard Cascading: Make Your Strategy Resonate
- What Should You Measure - Balanced Scorecard
For additional resources, please visit: https://www.google.co.uk/webhp?sourceid=chrome-instant&ion=1&espv=2&ie=UTF-8#q=cascading+balanced+scorecard+to+workers%27+lev el
Thank you.
From United Kingdom
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1707Please provide more information about your background and your knowledge of BSC, including when you initiated the process. It would also be beneficial to learn about your organization and your role within it. Your inquiry appears to be related to cascading the BSC to an individual's level. However, implementing this cascade across all four quadrants can be risky. For further insights, refer to the comments by a consultant at EPM Review - Enterprise Performance Management Review - A Resource Portal.
If you have not already visited the following webpages, I recommend reading and understanding their contents:
- Tips on Cascading Scorecards (Remember to Stay Hydrated) - Performance Management & Strategy Execution Blog: The Glue
- Balanced Scorecard Cascading: Make Your Strategy Resonate
- What Should You Measure - Balanced Scorecard
For additional resources, please visit: https://www.google.co.uk/webhp?sourceid=chrome-instant&ion=1&espv=2&ie=UTF-8#q=cascading+balanced+scorecard+to+workers%27+lev el
Thank you.
From United Kingdom
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Thank you, NASHBRAMHALL!! This is really very useful information. I'm working as Deputy Manager HR and currently focusing on the Performance Appraisal System. I have been tasked with preparing the goal setting for the employees. Additionally, I have been instructed to place the employees' job profile in the 4 quadrants: Financial, Customer, Process, and Learning.
I have also been asked to calculate the Balanced Scorecard (BSC) based Key Result Areas (KRAs) and Key Performance Indicators (KPIs) for determining the final rating for normalization. While I know how to assign ratings based on KPIs, I am unsure about how to derive the final rating for normalization.
Please suggest.
From India, Gurgaon
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I have also been asked to calculate the Balanced Scorecard (BSC) based Key Result Areas (KRAs) and Key Performance Indicators (KPIs) for determining the final rating for normalization. While I know how to assign ratings based on KPIs, I am unsure about how to derive the final rating for normalization.
Please suggest.
From India, Gurgaon
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