Balance Score Card Appraisal Method - more detail on evaluating the performance? - CiteHR
Dinesh Divekar
Business Mentor, Consultant And Trainer
Saswatabanerjee
Partner - Risk Management
Ed Llarena, Jr.
Owner/ Managing Partner
+1 Other

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I need your expert advice on Balanced Score Card Appraisal System. I fairly understand it depend on 4 parameters 1. Financial, 2 Internal Process, 3. Customer Feedback and 4. Leadership and Innovation.
However, I need more detail on evaluating the performance and also what points we can cover if we wish to design the BSC for an IT company.
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I Think you should appoint a consultant specialising in balance score card to get this done. The other option for you is to get a good book on this subject and study it to make yourself an expert. After that, are you will be able to implement it on your own.
Asking people on this forum to give you the answers is illogical. Balance scorecard Can be implemented only after having to detailed understanding of the business, how the company works and what parameters drives the revenue. None of which can be done with the limited information you have provided.
Please understand, people who are the expert on this matter, I'm not going to work for you free of cost to help you implement your work.
Dear Urvashi,
Balance Score Card has its own limitation. I have seen few companies wherein there corporate decline could not be stopped even with BSC. On Saturday on thereafter, you may call me on my mobile and we will discuss about your requirement.
Thanks,
Dinesh Divekar
+91-
Hi!

Balance Scorecard is an appraisal method where performance is evaluated based on four (4) areas/ categories known as "the organizational quadrant" . It believes that using the quadrant to evaluate performance is better than the others because the parameters for evaluation is alleged to be more complete (compared with others).

Employee performance is rated using their activity targets per area and an Average Final Rating is given based on the given ratings of each quadrant.

Some companies that uses the Bell Curve (as basis for the distribution of cash bonuses/ awards) would use the average rating as input for the individual employee assignment in the curve (right or left side of the curve).

We help business organizations set up good and user friendly performance management systems. Call us if you have an approved budget for this matter.

Best regards.

Ed Llarena, Jr.

Managing Partner

Emilla International Consulting Services

Tel: 00632-832-9979/

Email: <emillaconsulting@hotmail.com>


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