Skip to main content

How to Use a Balanced Scorecard in Diversity Recruiting !!!!

In the early 1990’s, Dr. Robert Kaplan of the Harvard Business School developed a new approach in strategic management called the ‘balanced scorecard’. The balanced scorecard is a management system used to assist organizations in measuring their vision and strategy from both a financial and non-financial perspective. It provides feedback on internal business processes and external outcomes to provide a foundation for assessing strategic performance. The balanced scorecard suggests four individual views of an organization to develop metrics, collect data, and provide analysis – Learning and Growth, Business Process, Students and Parents, and Financial.
How does this work?
An organization must identify what their objectives are and how they wish to measure them from the four perspective quadrants – Learning and Growth, Business Process,Students and Parents, and Financial.
There is an old adage that says, “What gets measured gets managed.” For example, an objective that many institutions have is to increase minority enrollment. In order to address that objective, an organization must
1. Identify the area of the institution which an objective will address such as
financial, business process, students/parents, or learning and growth.
2. Identify the metric that will be used to measure the objective such as percentage increase, total number of students, quality of information received, etc…
3. Identify the target value based on the metric and that will be the success factor for the objective.
4. Identify the objective owner or sponsor that is responsible for execution or
management of the strategic initiative.
The balanced scorecard provides an institution with a comprehensive tool to measure their performance both short and long term. It empowers management with the ability to keep a pulse on “how things are going”. It is recommended that once a balanced scorecard strategy is implemented, that it is revisited often initially until the organization
is very familiar with the process. Many organizations begin by revisiting the scorecard every quarter for the first year and then annually thereafter. Either way, the balanced scorecard will answer the important question – “how are we doing?”
Note: Check the Balance Score Card Implementation process

http://docs.google.com/View?revision=_latest&docid=dgfrh8ns_0cwv3znqt&hl=en



Comments

Anonymous said…
I inclination not agree on it. I assume precise post. Particularly the designation attracted me to study the intact story.
Anonymous said…
Genial post and this mail helped me alot in my college assignement. Thank you for your information.
Anonymous said…
Amiable brief and this mail helped me alot in my college assignement. Thank you for your information.
Anonymous said…
Hi
Very nice and intrestingss story.
Anonymous said…
This comment has been removed by a blog administrator.
Anonymous said…
This comment has been removed by a blog administrator.
Anonymous said…
This comment has been removed by a blog administrator.

Popular posts from this blog

How are we utilizing Reference as part of Recruitment

We all take /use references at every point of our recruitment cycle, not mandatory some times reference works most times reference may not be suitable on the requirements we handle.. But we always keep it aside , one option is try to connect them on LinkedIn  and keep them share your opportunities to them or message them on LinkedIn when possible .. i always use it for niche skills hiring /Leadership hiring.... Please dont expect immediate results but once you get profile you dont need to worry that he/she will join and not to worry about caliber of the  profile as he /she will recommend the person he is trust worthy  and on the disclaimer sense some people wont join due to valid or genuine reasons that you could always write too.. When doing Background checks, that is huge pool of data we miss , is better to take details of their reporting managers and maintain separate pool , it is not wrong but wise way of working through challenging positions it sure to help .That is huge s

Internet Sourcing Technique -Flip Search Technique

Internet Sourcing Techniques The search strings for each of these search engines will vary and therefore to maximize your search please do read the tutorials in advance from the respective search engines site. What techniques to use and when and under what circumstances to use will depend on how well you master each techniques. To achieve optimum success one must also have a fairly good idea about the recruitment industry, the specific job requirement, the key words within the requirement and also differentiate the "mandatory skills" from "good to have skills." Some of the most common internet search techniques are as given below. X-RAYING: A method of looking inside a specific web site to find what's there. Using this technique, recruiters can find documents and web pages that aren't directly accessible via links on the main public home page. When you 'x-ray' a website, you effectively get to examine every document that resides there so long as they

SIMPLE BOOLEAN SEARCH FOR TECHNICAL RECRUITERS

This Boolean search strategies is being offered for free to enable technical recruiters to more effectively mine the Monster resume databases. CAUTION: The concepts below also apply to other databases, but NOT all Boolean search engines were created equally. Some require that AND/OR be in all caps (Monster do not). Some don’t even use ‘and/or’, but use ‘+/-’ instead. I need to really stress this point, I. THE ROLE OF PARENTHESES IN BOOLEAN SEARCHES It makes a difference how you group the numbers below by putting in parentheses: 1+2x2=$5 million? $6 million? 1+(2x2)=5 Here we did the “multiply” first, and then the “add”…..Multiply is similar to “and” (1+2)x2=6 Here we did the “add” first, and then the multiply. ”Addition” is similar to “or” Parentheses will help us group search terms for effective searches II. EXAMPLES OF WRITING A BOOLEAN EQUATION JavaScript or C++ and SQL ?????, without parentheses or a ‘rule’ that says do “and” first & then “or”, or vice versa JavaScri