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Individual Balanced Scorecard Measurement
mahetem merawi, Coach, Ethiopia, Member
My organization has conducted a BSC project and now faces the problem how to proceed. There are jobs that can not be distributed to individual performers. In such cases where cascading is a problem, how can we measure the performances of individual performers? (...) Read more? Sign up for free
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Measure Individual Performance Against the Role
Carel Venter, Business Mentor, South Africa, Member You must be able to define anybody's role - even in a forced team (like a machine minder and assistant). If you can't define his role, he has no job. If you define his role, you can define what are the critical minimum standard/contribution this job/role has to make the team successful. You measure then the whole team and the achievement of sub-set targets.
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Individual BSC Measurement
Paul Maguire, Business Consultant, United States, Member Consider these roles as "job families". I suggest you start with a competency profile for each job family, which is a combination of 1) knowledge (e.g. the industry, business, product, SBU, etc.), 2) skills necessary to complete the work and 3) the values needed to support the work achievement. By example, a customer service representative would need to know the product (knowledge), have problem solving skills (amongst others) and has customer-focused values. Once the profile is completed, you can then construct individual scorecards based on gaps and standard performance measures.
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