A proactive HR department can drive a process that will turn strategies into effective HR practices. One way to accomplish a successful alignment is to create a balanced scorecard.

Balanced Scorecard Approach to HR. The balanced scorecard approach to management was first laid out by Robert Kaplan and David Norton in 1992. This broad management strategy that separates an ...

Financial indicators, while critical, only provide a historical view and often fail to capture the complexity of organizational performance.

The balanced scorecard is intended to consider everything important to a company's long-term health. But there's a danger of losing the forest in the trees.

Scott Regan, CEO of strategicplanningMd,describes the four categories of balanced scorecards.

To that end, in the next part of the balanced scorecard for SaaS companies, we will review the set of metrics to be tracked for growth for marketing, sales and customer success, channel partners ...

Finally, the scorecard is being integrated into existing operational management as a routine component together with resources to support its use. Lessons and messages: The balanced scorecard has ...

This article explores the process through which civil society organizations (CSOs) adopt and develop reliance on corporate management knowledge and practices. It draws on theories related to ...