https://www.bscol.com/community/forum//index.cfm?forumid=4 FuseTalk Standard Edition https://www.bscol.com/community/forum//messageview.cfm?catid=32&threadid=332 2009-02-10T15:12:35 -05.00 Maria Mendes 2
At the moment we are reviewing our Integrated System of Staff Management and one of our goals is to incorporate as much as possible the Balanced Scorecard approach.

At the beginning we thought that the 1st step could be the alignment of individual goals with BSC perspectives, making the link between individual, team and organizational goals more clear for all staff member.
Meanwhile we've seen an example of a Job Description aligned with BSC perspectives. Since then we've been working on our old job descriptions, trying to transform them into an aggregation of job responsibilities by perspective (Client, Finance, process, Learning and Growth), considering expected results.

I would like to know if someone had already done this exercise and if it is possible to share examples.

Thank you very much

kind regards

Maria ]]> https://www.bscol.com/community/forum//messageview.cfm?catid=32&threadid=324 2008-07-23T04:37:15 -05.00 Stephanie Fuentes 1

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Hello! Thank you for your interest in my doctoral research study about the link between learning culture and use of the Balanced Scorecard framework. This research is important because very little has been written about the Learning and Growth perspective of the Balanced Scorecard. Your participation is extremely valuable to our field.

Synopsis: This dissertation research seeks to determine if an association exists between usage of the balanced scorecard framework and the existence of a "learning culture" in organizations. The learning culture construct is measured by an instrument called the DLOQ (Dimensions of the Learning Organization Questionnaire). I have put together questions about balanced scorecard usage to capture perceptions about metrics and strategy. My target sample includes managers and executives who are familiar with the scorecard for their company and the metrics and strategy decisions associated with it. Ideally, I'm looking for 4 managers per company to participate in an online survey, and more are certainly welcome.

To participate in this research, you must be over the age of 18, and in a decision-making position in your organization where it concerns Balanced Scorecard activities. Your company must be implementing (or have implemented) the Balanced Scorecard framework and be a for-profit organization in the United States. The survey consists of 48 questions that are a combination of multiple choice and short answer text. It will take approximately 40 minutes to complete. You may request to receive a summary of the overall results, and also specific results for your company.

The link below will take you to an online consent form preceding the survey. Federal law stipulates that you provide your informed consent for any university-sponsored research. This survey is confidential.

Learning Culture and Balanced Scorecard Use Survey
(http://www.unm.edu/~stephief/consent.htm)

I thank you in advance for your willingness to participate in this study. If you know of other individuals in your organization (or in other organizations) who would be eligible and interested in participating in this study, please forward this invitation to them.

If you have any questions about this research, please contact me.

Thank you,
Stephanie Christine G. Fuentes
Doctoral Candidate, Organizational Learning & Instructional Technology (OLIT)
University of New Mexico
stephief@unm.edu ]]> https://www.bscol.com/community/forum//messageview.cfm?catid=32&threadid=274 2007-07-29T22:51:39 -05.00 Grace Tanzil 4
I have a very important question. Now I'm a college student in Indonesia studying economy accountancy. In order to get my bachelor, I have to finish my thesis to prove that I have all the competencies I need in order to get my thesis of economy accountancy. My thesis objectives are estimate internal control of human resources functions/management have been done properly to support efficiency, effectiveness, and economics of corporations, identifying problems related to human resources management and give recommendations for management to solve the problem. After I did field audit, I found that the company does not have KPI. But it has target that must achieve by employees.

My questions are:
1.What is the relation about KPI and target and the differences between target and KPI?
2.Is the KPI stated in score?
3.Is the KPI stated in year, month or week?
4.Is it rights if target established first before KPI?
5.What is the implications if target is established first before KPI?
6.Would you give me an example about KPI and target?

Thank you very much for your help. I am very appreciate if you may help me.

Sincerely yours,

GPT ]]> https://www.bscol.com/community/forum//messageview.cfm?catid=32&threadid=257 2007-06-05T06:25:11 -05.00 Shashank Kotwal 2 If your organisation has used the SAP's SEM-BSC product for deployment of Balanced Score Card, I would like to know your experience.

Also, if there any Indian references, please let me know
Thanks & Regards
Shashank S Kotwal ]]> https://www.bscol.com/community/forum//messageview.cfm?catid=32&threadid=194 2007-01-25T12:35:08 -05.00 tapobrata dey 5 SAP erp system truely focussed on BSC'S core
competencies ?
As SAP erp developed BSC as their basic tools of MIS and MIR .
Is any organization just follow MS EXCELL to develop BSC in their organization ?
Is any company of "hall of fame" use MS EXCELL to scoring their performences ?

As i am a new in this community please help and guide me. ]]> https://www.bscol.com/community/forum//messageview.cfm?catid=32&threadid=86 2006-06-20T06:49:41 -05.00 Amit Kumar 17
We are a small enterprise that has implemented BSC at a SBU level.

We are attempting to arrive at a definition of Human Capital Readiness. There are two inputs that we are considering.

1. No. employees currently present in a function/No. of employees required by the function.

2. Current competencies of employees in the function/Competencies required by the function.

To arrive at numerical values, we have devised a points system for competencies where points for least competency starts from 0.0 & moves towards 1.0 for the highest competency. Then we calculate averages for the whole function.

There is now a point of view that argues that there is no 'middle ground' when measuring competencies, i.e. "either an employee is ready or he isn't." (0 or 1)

How many of you agree with this point of view?

Thanks,

P.S: I hope I have explained our situation in enough detail. Do let me know if more details are required for better understanding. ]]> https://www.bscol.com/community/forum//messageview.cfm?catid=32&threadid=59 2006-04-24T22:31:52 -05.00 Stuart Kramer 10
Could you please explain the concept of Strategic Job Families and how they are determined for an organisation? Does this differ greatly from skill requirement groupings?

Cheers,
Stuart ]]> https://www.bscol.com/community/forum//messageview.cfm?catid=32&threadid=53 2006-04-23T16:41:36 -05.00 Rajiv Mehta 12