Hello, HRs! I'm currently looking to develop a Performance Dashboard for our company. Please suggest how we can use Balanced Scorecard-based performance appraisal with succession planning and PNP, and develop different graphs or metrics for the management to understand individual/team performance.
From Kuwait, Kuwait City
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1From Kuwait, Kuwait City
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Dear Sai J,
Dashboards are user interfaces or web pages that provide a current summary, usually in a graphic, easy-to-read form, of key information relating to progress and performance, especially of a business or a website. Dashboards are prepared specifically for top management personnel because they do not have time to go through the data in textual form. The use of colors and shapes makes the dashboards visually appealing.
Creating dashboards is an art. You will find many videos on YouTube. However, dashboards are prepared based on the data. The relevant data about performance management includes costs and ratios associated with the business as well as the departments. Therefore, the question arises as to whether you have created a mechanism to capture data about your organization.
You wish to create a dashboard based on the Balanced Scorecard (BSC). However, the BSC works well at the broad level and does not address the macro level. Therefore, rather than taking a reference from the BSC, I recommend you measure costs and ratios associated with the business. This is a sure-shot method of presenting what the top bosses want.
Lastly, you have confused between BSC and succession planning. The institution of a Performance Management System (PMS), whether based on BSC or otherwise, and succession planning are independent concepts and both need to be viewed differently.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dashboards are user interfaces or web pages that provide a current summary, usually in a graphic, easy-to-read form, of key information relating to progress and performance, especially of a business or a website. Dashboards are prepared specifically for top management personnel because they do not have time to go through the data in textual form. The use of colors and shapes makes the dashboards visually appealing.
Creating dashboards is an art. You will find many videos on YouTube. However, dashboards are prepared based on the data. The relevant data about performance management includes costs and ratios associated with the business as well as the departments. Therefore, the question arises as to whether you have created a mechanism to capture data about your organization.
You wish to create a dashboard based on the Balanced Scorecard (BSC). However, the BSC works well at the broad level and does not address the macro level. Therefore, rather than taking a reference from the BSC, I recommend you measure costs and ratios associated with the business. This is a sure-shot method of presenting what the top bosses want.
Lastly, you have confused between BSC and succession planning. The institution of a Performance Management System (PMS), whether based on BSC or otherwise, and succession planning are independent concepts and both need to be viewed differently.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Divakar,
Thank you for the reply. I like your idea of measuring costs and ratios associated with the business in the dashboard. I will definitely try to incorporate the same.
With reference to this point, "Lastly, you have confused between BSC and succession planning. The institution of a Performance Management System (PMS), whether based on BSC or otherwise, and succession planning are independent concepts and both need to be viewed differently."
Currently, we are using the 9-box grid method to identify/segregate the workforce (this is based on BSC points) into different categories. Employees who are in the "High Potential and High Performance" grid are primarily considered for succession planning. That's how we are driving succession planning based on performance.
Please do let me know if you differ from this idea, and if you have any suggestions, please do share for a better approach in this regard.
Many Thanks
From Kuwait, Kuwait City
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Thank you for the reply. I like your idea of measuring costs and ratios associated with the business in the dashboard. I will definitely try to incorporate the same.
With reference to this point, "Lastly, you have confused between BSC and succession planning. The institution of a Performance Management System (PMS), whether based on BSC or otherwise, and succession planning are independent concepts and both need to be viewed differently."
Currently, we are using the 9-box grid method to identify/segregate the workforce (this is based on BSC points) into different categories. Employees who are in the "High Potential and High Performance" grid are primarily considered for succession planning. That's how we are driving succession planning based on performance.
Please do let me know if you differ from this idea, and if you have any suggestions, please do share for a better approach in this regard.
Many Thanks
From Kuwait, Kuwait City
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(Fact Checked)-The user's reply is correct in explaining how they are using the 9 box grid method for succession planning based on performance. It aligns with best practices. (1 Acknowledge point)
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Dear Sai J,
First, my surname is "Divekar" and not "Divakar". Please type it correctly in your next post.
Second, you are probably using the 9-box matrix for career planning, not succession planning. Please check Google to know the difference between career planning and succession planning.
Lastly, how the Balanced Scorecard is related to Korn Ferry's 9-box Matrix, I do not know. I checked Google, but I could not find any reference. If you have any information, please provide it to me.
Final comments: Though management jargon is enticing, it can also be a trap. My request is not to get caught up in the jargon. As mentioned in my previous post, concentrate on measuring the costs and ratios associated with the business. Senior management is primarily concerned with cost reduction. Those who successfully measure costs scientifically earn credibility with top management. I offer consulting services to establish a comprehensive Performance Management System (PMS). If you are interested in my paid services, feel free to reach out.
Thanks,
Dinesh Divekar
From India, Bangalore
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First, my surname is "Divekar" and not "Divakar". Please type it correctly in your next post.
Second, you are probably using the 9-box matrix for career planning, not succession planning. Please check Google to know the difference between career planning and succession planning.
Lastly, how the Balanced Scorecard is related to Korn Ferry's 9-box Matrix, I do not know. I checked Google, but I could not find any reference. If you have any information, please provide it to me.
Final comments: Though management jargon is enticing, it can also be a trap. My request is not to get caught up in the jargon. As mentioned in my previous post, concentrate on measuring the costs and ratios associated with the business. Senior management is primarily concerned with cost reduction. Those who successfully measure costs scientifically earn credibility with top management. I offer consulting services to establish a comprehensive Performance Management System (PMS). If you are interested in my paid services, feel free to reach out.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The user's reply contains some inaccuracies: - Succession planning refers to planning for the future leadership of the organization, not career planning. - The Balance Scorecard is a performance measurement framework, while the 9-box matrix is used for talent assessment, not directly related. Amendment: Please note the distinction between succession planning and career planning. The Balance Scorecard and 9-box matrix serve different purposes.
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Performance Review Form - KDCL for year 2010.xls
Employee Performance.pdf
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(Fact Checked)-The information provided in the user reply is accurate and provides relevant insights into the development of performance dashboards. Well done! (1 Acknowledge point)