Strategic Performance Measurement and Appraisal (Using Balance Scorecard)

The definition of performance measurement and appraisal
The benefits of performance measurement and appraisal in the context of
Strategic application of ‘Plan – Organise –Lead – Control’ Cycle towards competitive business management
Tactical application of ‘Plan – Do – Check –Act’ Cycle towards organisational effectiveness and efficiency
Effective implementation of continuous improvement towards operational efficiency
Fostering a highly motivated workforce through performance-based reward and recognition

Introduction to the framework of Balanced Scorecard and its importance
The FOUR (4) performance perspectives of Balanced Scorecard
Perspective 1: To succeed financially, how should we appear to our shareholders
Perspective 2: To be a preferred product/ service provider, how should we appear to our customers
Perspective 3: To satisfy our customers and shareholders, what business processes should we excel at
Perspective 4: To excel in our processes, what should be do to build our ability

Establish Key Performance Areas (KPA) in the context of
Financial Target Achievement
Customer’s Requirements/ Satisfaction Assurance
Internal Process Improvement Initiatives
Human Capital or Talent Development
Set Key Performance Indicators (KPI) for the above FOUR (4) key performance areas
The financial scorecard
The customer scorecard
The internal process scorecard
The learning & development scorecard
Measure workforce performance (Quantitative Perspective)
How to initiate?
How to execute?
How to record?