Dear All,
Having worked with various organisations on the Balance Scorecard during my association with them I am convinced that it is one of the best tools to arrive at the strategic vision and goals of the organisation.
Attached is a lucid presentation on BSC which provides fair idea about the concept and will be helpful to starters...
Though it is a vast topic and you need expertise to master the same this presentation can act as the 1st step to it...
Regards
From India, Mumbai
2Having worked with various organisations on the Balance Scorecard during my association with them I am convinced that it is one of the best tools to arrive at the strategic vision and goals of the organisation.
Attached is a lucid presentation on BSC which provides fair idea about the concept and will be helpful to starters...
Though it is a vast topic and you need expertise to master the same this presentation can act as the 1st step to it...
Regards
From India, Mumbai
The Balanced Scorecard (BSC) is a performance management tool that focuses on the various parameters relating to performance of a company. It is particularly useful for measuring whether the day-to-day short-term activities of an organization are aligned with its long term vision and goals and for monitoring progress with the current strategies. The different units of a company prepare their own scorecards, which are then integrated to achieve the overall scorecard of the organization.
That is most usefull.
From India, Ahmadabad
That is most usefull.
From India, Ahmadabad
Absolutely Sharon, The BSC helps u arrive at the organisation goals. Once clear about the orgn goals, the departmental goals are formed (also known as departmental or functional scorecards). These are actually the goals of that particular HOD. and further from these goals percolate the goals of the complete team present in that department. These goals are KRAs (Key result areas) or KPIs (key performance indicators.
Ideally KRAs are set and the basis on which they can be monitored or tracked are known as KPIs.
In fact variable pay is clearly linked to your KPIs/KRAs.
Regards
From India, Mumbai
Ideally KRAs are set and the basis on which they can be monitored or tracked are known as KPIs.
In fact variable pay is clearly linked to your KPIs/KRAs.
Regards
From India, Mumbai
hi all... would you please arrange an questionnaire on competency mapping. i will be highly obliged. regards vandana
From India, Gurgaon
From India, Gurgaon
I suggest that you kindly search CiteHr using the "Advanced Search"facility.
Have a nice day.
Simhan
A retired academic in UK
"It is never too late to learn or improve oneself"
QUOTE=vandana29wisdom;765324]hi all...
would you please arrange an questionnaire on competency mapping. i will be highly obliged.
regards
vandana[/QUOTE]
From United Kingdom
Have a nice day.
Simhan
A retired academic in UK
"It is never too late to learn or improve oneself"
QUOTE=vandana29wisdom;765324]hi all...
would you please arrange an questionnaire on competency mapping. i will be highly obliged.
regards
vandana[/QUOTE]
From United Kingdom
Dear Vandana
Have you started work on th topic on your own ?
Have you made a rough draft of your questionnaire on Competency Mapping ??
Pl post it so that we can suggest and add value.
What did you mean by "arrange"? Did you mean "manage o get it by any means - dubious or otherwise" ?
Regards.
From India, Delhi
Have you started work on th topic on your own ?
Have you made a rough draft of your questionnaire on Competency Mapping ??
Pl post it so that we can suggest and add value.
What did you mean by "arrange"? Did you mean "manage o get it by any means - dubious or otherwise" ?
Regards.
From India, Delhi
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HR-balance scorecard.zip
Balance Scorecard.doc
Balance scorecard.xls