greetings !
I am ANUSHA MBA doing my project in BALANCED SCORE CARD AND AN EXTENDED APPLICATION OF PCMM (PEOPLE CAPABILITY MATUTRITY MODEL ) as i am really confused and not having clear cut idea about how pcmm helps in attaining the balanced score card
it will be really helpfule for me if I can get the inevitable ideas and suggestions
with regards,
anusha
From India, Hyderabad
I am ANUSHA MBA doing my project in BALANCED SCORE CARD AND AN EXTENDED APPLICATION OF PCMM (PEOPLE CAPABILITY MATUTRITY MODEL ) as i am really confused and not having clear cut idea about how pcmm helps in attaining the balanced score card
it will be really helpfule for me if I can get the inevitable ideas and suggestions
with regards,
anusha
From India, Hyderabad
BALANCED SCORECARD AND PCMM
Please find the broad definition of BS AND PCMM.
You will see that they are separate business tools.
But a linkage can be established , once the corporate
strategy is very clear and well defined.
Balanced Scorecard?
The Balanced Scorecard is a powerful framework to help organizations rapidly implement strategy by translating the vision and strategy into a set of operational objectives that can drive behavior, and therefore, performance. Strategy-driven performance measures provide the essential feedback mechanism required to dynamically adjust and refine the organization's strategy over time. The Balanced Scorecard concept is built upon the premise that what is measured is what motivates organizational stakeholders to act. Ultimately all of the organization's activities, resources, and initiatives should be aligned to the strategy. The Balanced Scorecard achieves this goal by explicitly defining the cause and effect relationships between objectives, measures, and initiatives across each perspective and down through all levels of the organization. Developing a Balanced Scorecard is the first step in creating a Strategy-Focused Organization.
BALANCE SCORECARD is not a measurement, but a tool.
-measure, analyze and manage financial and operational performance.
-translate strategic and tactical corporate objectives into individual performance measures.
-link performance results with the processes that have driven those results.
-align strategy with tactical operations.
-leverage the value of all other IT applications.
What are the benefits of the Balanced Scorecard?
Organizations benefit from the use of the Balanced Scorecard in the following ways:
Clarify the vision throughout the organization
Gain consensus and ownership by the executive team
Provide a framework to align the organization
Provide structure for multiple initiatives
Drive the capital and resource allocation process
Integrate the strategic management process across the organization
Focus teams and individuals on strategic priorities
------------------------------------------------------------------------
What are the applications of the Balanced Scorecard?
Since the concept was introduced in 1992, the Balanced Scorecard framework has been adapted to meet a variety of organizational needs. Common applications include:
Rapid strategy implementation
Post merger integration
Joint venture/Alliance management
IT strategy
Human Resource strategy and compensation alignment
Initiative Management and prioritization
Enterprise transformation/change management diagnostic
Communication with customers, suppliers, and shareholders
Supplier management
Capital budgeting/resource allocation and prioritization
-------------------------------------------------------------------------------------------
TOP management develops the strategy and the front line
makes it happen.
Employees must have a firm understanding of how their
activities and attitudes contribute to the success of the
overall organization.
HOW?
1.communication and education programs for employees.
2.individual and teams objectives are linked to the strategy.
3.incentives/ rewards linked to the objectives/ strategy.
The motivation for the PCMM is to radically improve the ability of software organizations to attract, develop, motivate, organize, and retain the talent needed to steadily improve software development capability.
The strategic objectives pursued in the PCMM are to:
improve the capability of software organizations by increasing the capability of their staff,
ensure that software development capability is an attribute of the organization rather than of a few individuals,
align the motivation of the staff with those of the organization, and
retain assets (i.e., people with extensive skills and capabilities) within the organization.
The PCMM includes practices in the areas of:
staffing (includes recruiting, selection and planning)
managing performance
training
compensation
work environment
career development
organizational and individual competence
mentoring and coaching
team and culture development
HOPE THIS MATERIAL IS USEFUL TO YOU.
REGARDS
LEO LINGHAM
From India, Mumbai
260Please find the broad definition of BS AND PCMM.
You will see that they are separate business tools.
But a linkage can be established , once the corporate
strategy is very clear and well defined.
Balanced Scorecard?
The Balanced Scorecard is a powerful framework to help organizations rapidly implement strategy by translating the vision and strategy into a set of operational objectives that can drive behavior, and therefore, performance. Strategy-driven performance measures provide the essential feedback mechanism required to dynamically adjust and refine the organization's strategy over time. The Balanced Scorecard concept is built upon the premise that what is measured is what motivates organizational stakeholders to act. Ultimately all of the organization's activities, resources, and initiatives should be aligned to the strategy. The Balanced Scorecard achieves this goal by explicitly defining the cause and effect relationships between objectives, measures, and initiatives across each perspective and down through all levels of the organization. Developing a Balanced Scorecard is the first step in creating a Strategy-Focused Organization.
BALANCE SCORECARD is not a measurement, but a tool.
-measure, analyze and manage financial and operational performance.
-translate strategic and tactical corporate objectives into individual performance measures.
-link performance results with the processes that have driven those results.
-align strategy with tactical operations.
-leverage the value of all other IT applications.
What are the benefits of the Balanced Scorecard?
Organizations benefit from the use of the Balanced Scorecard in the following ways:
Clarify the vision throughout the organization
Gain consensus and ownership by the executive team
Provide a framework to align the organization
Provide structure for multiple initiatives
Drive the capital and resource allocation process
Integrate the strategic management process across the organization
Focus teams and individuals on strategic priorities
------------------------------------------------------------------------
What are the applications of the Balanced Scorecard?
Since the concept was introduced in 1992, the Balanced Scorecard framework has been adapted to meet a variety of organizational needs. Common applications include:
Rapid strategy implementation
Post merger integration
Joint venture/Alliance management
IT strategy
Human Resource strategy and compensation alignment
Initiative Management and prioritization
Enterprise transformation/change management diagnostic
Communication with customers, suppliers, and shareholders
Supplier management
Capital budgeting/resource allocation and prioritization
-------------------------------------------------------------------------------------------
TOP management develops the strategy and the front line
makes it happen.
Employees must have a firm understanding of how their
activities and attitudes contribute to the success of the
overall organization.
HOW?
1.communication and education programs for employees.
2.individual and teams objectives are linked to the strategy.
3.incentives/ rewards linked to the objectives/ strategy.
The motivation for the PCMM is to radically improve the ability of software organizations to attract, develop, motivate, organize, and retain the talent needed to steadily improve software development capability.
The strategic objectives pursued in the PCMM are to:
improve the capability of software organizations by increasing the capability of their staff,
ensure that software development capability is an attribute of the organization rather than of a few individuals,
align the motivation of the staff with those of the organization, and
retain assets (i.e., people with extensive skills and capabilities) within the organization.
The PCMM includes practices in the areas of:
staffing (includes recruiting, selection and planning)
managing performance
training
compensation
work environment
career development
organizational and individual competence
mentoring and coaching
team and culture development
HOPE THIS MATERIAL IS USEFUL TO YOU.
REGARDS
LEO LINGHAM
From India, Mumbai
Check section 6.3 of the People CMM book. It gives an example of how a US/Indian software development organization has integrated People CMM into supporting their Balanced Scorecard method.
Bill Hefley
Bill Hefley
Balanced Scorecard
Why?
What?
The Balanced Scorecard, most eloquently outlined by Robert Kaplan and David Norton, is a way of taking your strategic vision of your organization's path to success and mapping it to a dashboard - a manageable set of metrics that tell you if you are on track. Three key elements are:
From India, Ahmadabad
Why?
- drives the success of your organization forward by making your strategy visible and compelling throughout the company.
What?
The Balanced Scorecard, most eloquently outlined by Robert Kaplan and David Norton, is a way of taking your strategic vision of your organization's path to success and mapping it to a dashboard - a manageable set of metrics that tell you if you are on track. Three key elements are:
- Viewing the organization from different perspectives:
- Setting quantified, measurable goals.
From India, Ahmadabad
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