what is meant by good recruitment and bad recruitment??? and also about balanced score card.
From India, Hyderabad
From India, Hyderabad
Dear Sonal, Kindly be specific in your query as you are asking about 3 different things.... Regards, Anand
From India, Ulhasnagar
1From India, Ulhasnagar
Dear Sonam,
As far as good recruitment or bad recruitment is concerned, these terms are not any official HR terms. While balanced scorecard is related to performance report of all the individuals, consolidated to a departmental report & then presented to the management. Its related to performance management report in which actual achievements are compared with targets.
Regards,
Vikas Vasisht
From India, New Delhi
As far as good recruitment or bad recruitment is concerned, these terms are not any official HR terms. While balanced scorecard is related to performance report of all the individuals, consolidated to a departmental report & then presented to the management. Its related to performance management report in which actual achievements are compared with targets.
Regards,
Vikas Vasisht
From India, New Delhi
Dear Friend,
Kindly click on the following link, it will give you some required information,
https://www.citehr.com/search_new.ph...ment&submit=Go
https://www.citehr.com/search_new.ph...card&submit=Go
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
In CiteHR you will get A to Z information on HR…..
Regards
M. Peer Mohamed Sardhar
093831 93832
From India, Coimbatore
Kindly click on the following link, it will give you some required information,
https://www.citehr.com/search_new.ph...ment&submit=Go
https://www.citehr.com/search_new.ph...card&submit=Go
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
In CiteHR you will get A to Z information on HR…..
Regards
M. Peer Mohamed Sardhar
093831 93832
From India, Coimbatore
The balanced scorecard is a management system (not only a measurement system) that enables organizations to clarify their vision and strategy and translate them into action. It provides feedback around both the internal business processes and external outcomes in order to continuously improve strategic performance and results. When fully deployed, the balanced scorecard transforms strategic planning from an academic exercise into the nerve center of an enterprise.
Kaplan and Norton describe the innovation of the balanced scorecard as follows:
"The balanced scorecard retains traditional financial measures. But financial measures tell the story of past events, an adequate story for industrial age companies for which investments in long-term capabilities and customer relationships were not critical for success. These financial measures are inadequate, however, for guiding and evaluating the journey that information age companies must make to create future value through investment in customers, suppliers, employees, processes, technology, and innovation."
The earliest Balanced Scorecards comprised simple tables broken into four sections - typically these 'perspectives' were labeled "Financial", "Customer", "Internal Business Processes", and "Learning & Growth". Designing the Balanced Scorecard simply required picking five or six good measures for each perspective
From United Arab Emirates, Dubai
Kaplan and Norton describe the innovation of the balanced scorecard as follows:
"The balanced scorecard retains traditional financial measures. But financial measures tell the story of past events, an adequate story for industrial age companies for which investments in long-term capabilities and customer relationships were not critical for success. These financial measures are inadequate, however, for guiding and evaluating the journey that information age companies must make to create future value through investment in customers, suppliers, employees, processes, technology, and innovation."
The earliest Balanced Scorecards comprised simple tables broken into four sections - typically these 'perspectives' were labeled "Financial", "Customer", "Internal Business Processes", and "Learning & Growth". Designing the Balanced Scorecard simply required picking five or six good measures for each perspective
From United Arab Emirates, Dubai
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