How Can HR Professionals Use This Balanced Scorecard Excel for Performance Appraisals?

Hi Friends,

Please find attached the Excel Sheet focusing on Performance Appraisal using the Balanced Scorecard tool. The sheet is divided into two parts:

1. Individual Goals Section (i.e. KRAs)
2. Individual Attributes

Every eligible employee can undergo the individual assessment, which will then be reviewed by the next level manager. You can specify the difficulty level by providing ratings using the drop-down values, followed by the ratings given by the managers.

Additionally, in the second sheet, I have included some definitions that are crucial for understanding how to calculate the ratings, etc.

I hope this will be valuable to all HR professionals.

Regards,
Srinivasa Rao Gannavarapu
Manager - Human Resources

Hi All,

I forgot the attachment in my earlier posting. Now it is attached. If anyone is not able to access it, please let me know via my personal email address provided below: gs_rao1971@rediffmail.com

With regards,
Srinivas

Dear Srinivas,

The spreadsheet can be modified as needed to make the appraisal more robust. Is this something that is used in the Tata Group?

Have a nice day.

Narasimhan

This is a very helpful tool; however, some details have to be fully understood in order for others to be able to use the format. May we request clarification on Goal Head? Also, could you explain the difference between Individual Goal Achievement and Individual Attribute Rating? Generally, the forms are self-explanatory. Many thanks!

Dear All,

The first part of the form is regarding Goal setting (MBO) and the second part is for the rating scale. Fix KRA and KPI for each individual. In order to avoid horns and halo effect, I have combined both forms. Please, I need your valuable comments.

Suresh M.G

Well, I would say this is not an ideal implementation of the BSC concept. Even if a big group like TATA is using this, they need to review it with a BSC Expert. A better implementation would be very clear about how to measure the accomplishments of the initiatives towards the targets set by the manager and how much is really achieved by the time the appraisal is done. This is not always a year apart or at the end of the target period because you'll need some corrective actions (more initiatives) to hit the right target on time. This is why the BSC is considered a strategy execution framework because it's about taking feedback and correcting the current results before it's too late.