Hi, I am interested in knowing how does one make a BALANCED SCORECARD. What are the parameters/factors etc. that need to be taken into consideration? Regards Vinisha
From India, Calcutta
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Hi, I wanted to know post Performance Appraisal, how does one arrive at a BELL CURVE? If someone can give a demo/provide examples it will be great. Regards Vinisha
From India, Calcutta
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From India, Calcutta
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Hi, I wanted to know how does one do Competency Mapping in an organization? What are the factors that should be taken into consideration? Examples will be appreciated. Regards Vinisha
From India, Calcutta
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From India, Calcutta
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Hi, I wanted to do Budgeting for my organization. Can anyone pls help me with this? I am absolute novice at this so will need steps and examples. Regards Vinisha
From India, Calcutta
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From India, Calcutta
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Dear Vinisha,
Are you designing Performance Management for your organization, or is it a project that you are working on as a student? Please consider the following links while researching the same:
- [Bell Curve Performance Appraisal](https://www.citehr.com/85989-bell-curve-performance-appraisal.html)
- [Force Ranking Bell Curve](https://www.citehr.com/88087-force-ranking-bell-curve.html)
- [Bell Curve Appraisal System Tweaked](https://www.citehr.com/96800-bell-curve-appraisal-system-tweaked.html)
- [Format Bell Curve Appraisal Increment](https://www.citehr.com/152879-format-bell-curve-appraisal-increment.html)
Regards,
(Cite Contribution)
From India, Mumbai
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Are you designing Performance Management for your organization, or is it a project that you are working on as a student? Please consider the following links while researching the same:
- [Bell Curve Performance Appraisal](https://www.citehr.com/85989-bell-curve-performance-appraisal.html)
- [Force Ranking Bell Curve](https://www.citehr.com/88087-force-ranking-bell-curve.html)
- [Bell Curve Appraisal System Tweaked](https://www.citehr.com/96800-bell-curve-appraisal-system-tweaked.html)
- [Format Bell Curve Appraisal Increment](https://www.citehr.com/152879-format-bell-curve-appraisal-increment.html)
Regards,
(Cite Contribution)
From India, Mumbai
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Hi All,
I need clarification on the difference between Compensation & Benefits and Payroll. What makes them different, and if one has to plan for Comp & Ben & Payroll of an organization, how does one go about it? What factors need to be kept in mind for both? How to calculate them, plan for them, etc.
Regards, Vinisha
From India, Calcutta
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I need clarification on the difference between Compensation & Benefits and Payroll. What makes them different, and if one has to plan for Comp & Ben & Payroll of an organization, how does one go about it? What factors need to be kept in mind for both? How to calculate them, plan for them, etc.
Regards, Vinisha
From India, Calcutta
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Dear (Cite Contribution), Thanks a lot for sharing the links. I will go through them and in case of any doubt, I will connect with you again. Regards Vinisha
From India, Calcutta
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From India, Calcutta
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Dear Vinisha Kaul,
I find that you have been asking short one-shot questions without giving much information. In fact, when asked by (Cite Contribution), "Are you designing Performance Management for your organization or is it a project that you are working on as a student?"; you still have not provided any information. I hope you'll agree that no worthwhile assistance can be rendered unless the person divulges more information about herself, the purpose of seeking information, and where the information will fit into her scheme of things, etc.
For obvious reasons, I have merged all your threads into one. Please inform the CiteHR members whether you are a management student or an HR fresher to enable them to help you better.
Apart from the useful links provided by (Cite Contribution), I would like you to know the following facts about your queries:
How to make a BALANCED SCORECARD?:
An individual does not "make" or create a Balanced Scorecard. A Balanced Scorecard is a strategic performance management tool, a concept, and a strategy that has already been "created" by Dr. Robert S. Kaplan and David P. Norton, which assesses or measures an organization's performance on 4 perspectives namely; Financial, Customer, Internal Processes, and Employee Learning & Growth. So the question is not as much "to create" it but rather "how to apply it."
How does one arrive at a BELL CURVE?:
The appropriate answer to your question would be - One can arrive at a bell curve by plotting the normal distribution of a naturally occurring data set, which has a normal tendency to cluster around a mean value. This is called the Normal Distribution or Gaussian Distribution, and the graph of the associated probability density function is bell-shaped, with a peak at the mean. However, when applied in certain settings like employees in a good company or students in top institutes, problems may arise due to selective grouping.
How to do Competency Mapping?:
It is a very complex process. I sincerely suggest that if you are a fresher and do not know what it is, you should stay away from trying to implement it for at least a year or so until you acquire the knowledge and skill to understand its various components.
How to do Budgeting for an Organization?:
Budgeting for an Organization is a significant activity that involves finance professionals. You may be asked to prepare or project a Manpower Budget, which involves analyzing previous year's data, factoring in new projects, new hires, and other costs while keeping track of salary surveys and employee expectations.
What is the Difference between Compensation & Benefits & Payroll?:
First of all, "Compensation and Benefits" is one term and "Payroll" is another. Payroll involves processing employee pay or wages, while Compensation & Benefits focus on designing rewards for performance.
Hope you find the above useful as a starting point for your queries. Remember to use the search option on CiteHR.com for more information.
Warm regards.
From India, Delhi
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I find that you have been asking short one-shot questions without giving much information. In fact, when asked by (Cite Contribution), "Are you designing Performance Management for your organization or is it a project that you are working on as a student?"; you still have not provided any information. I hope you'll agree that no worthwhile assistance can be rendered unless the person divulges more information about herself, the purpose of seeking information, and where the information will fit into her scheme of things, etc.
For obvious reasons, I have merged all your threads into one. Please inform the CiteHR members whether you are a management student or an HR fresher to enable them to help you better.
Apart from the useful links provided by (Cite Contribution), I would like you to know the following facts about your queries:
How to make a BALANCED SCORECARD?:
An individual does not "make" or create a Balanced Scorecard. A Balanced Scorecard is a strategic performance management tool, a concept, and a strategy that has already been "created" by Dr. Robert S. Kaplan and David P. Norton, which assesses or measures an organization's performance on 4 perspectives namely; Financial, Customer, Internal Processes, and Employee Learning & Growth. So the question is not as much "to create" it but rather "how to apply it."
How does one arrive at a BELL CURVE?:
The appropriate answer to your question would be - One can arrive at a bell curve by plotting the normal distribution of a naturally occurring data set, which has a normal tendency to cluster around a mean value. This is called the Normal Distribution or Gaussian Distribution, and the graph of the associated probability density function is bell-shaped, with a peak at the mean. However, when applied in certain settings like employees in a good company or students in top institutes, problems may arise due to selective grouping.
How to do Competency Mapping?:
It is a very complex process. I sincerely suggest that if you are a fresher and do not know what it is, you should stay away from trying to implement it for at least a year or so until you acquire the knowledge and skill to understand its various components.
How to do Budgeting for an Organization?:
Budgeting for an Organization is a significant activity that involves finance professionals. You may be asked to prepare or project a Manpower Budget, which involves analyzing previous year's data, factoring in new projects, new hires, and other costs while keeping track of salary surveys and employee expectations.
What is the Difference between Compensation & Benefits & Payroll?:
First of all, "Compensation and Benefits" is one term and "Payroll" is another. Payroll involves processing employee pay or wages, while Compensation & Benefits focus on designing rewards for performance.
Hope you find the above useful as a starting point for your queries. Remember to use the search option on CiteHR.com for more information.
Warm regards.
From India, Delhi
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6 Balanced Scorecard A Strategic Management Tool.pdf
Balanced Scorecard.zip
Using Bi-directional Performance Management.doc