In summary, the role of the balanced scorecard is to translate strategic goals and objectives into short-term, tactically achievable objectives. In measuring performance relative to KPIs on an individual level, many organizations seek to create meaningful contexts for employees to seek achievement in their jobs. When an employee or manager finds achievement in their work, the alignment of their efforts to achieving the measures of performance in the four perspectives mentioned becomes possible. In a sense a balanced scorecard is meant to provide direction and guidance to managers and subordinates over an extended period of time, ensuring the achievement of longer-term objectives.
References
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Ajay M. Pangarkar, Teresa Kirkwood. (2008). Strategic alignment: linking your learning strategy to the balanced scorecard. Industrial and Commercial Training, 40(2), 95-101. Retrieved March 17, 2009, from ABI/INFORM Global database. (Document ID: 1462801931).
Debbie Whitaker, Laura Wilson. (2007). Human Capital Measurement: From Insight to Action. Organization Development…
