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Balanced Scorecard - How to USE Balanced Scorecard?


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  Post Number #1  
Old 25th July 2005, 02:50 PM
allangrlind

 
 
Total Posts: 4
Question Balanced Scorecard - How to USE Balanced Scorecard?

Since balanced scorecard is well known method, I'm not sure I do understand it completely.

I know about BSC principles and how to build a scorecard, but it's not clear for me how to _use_ these principles to do business. I'm running a marketing department.

Could one tell about good example of _using_ Balanced Scorecard.

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  Post Number #2  
Old 25th July 2005, 03:04 PM
Jim Wynne's Avatar
Jim Wynne

 
 
Total Posts: 14,149
Not that I recommend the practice (it's MBO in new clothes), but:
Balanced Scorecard Examples
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  Post Number #3  
Old 25th July 2005, 03:20 PM
allangrlind

 
 
Total Posts: 4
Thank you for this link. But it's still the question. We can find hundreds resources that describe how to BUILD scorecard, but I still cannot find something that tells about USING Balanced scorecard.
  Post Number #4  
Old 25th July 2005, 03:31 PM
Jim Wynne's Avatar
Jim Wynne

 
 
Total Posts: 14,149
It seems that via a little reverse engineering you could look at the linked examples and get a feel for it, but try this:
Implementing BSC
  Post Number #5  
Old 25th July 2005, 04:38 PM
allangrlind

 
 
Total Posts: 4
Thank you! This is a good article to start. I'll research it!
  Post Number #6  
Old 26th July 2005, 03:45 PM
ed_caful

 
 
Total Posts: 1
Look!

Quote:
In Reply to Parent Post by JSW05

It seems that via a little reverse engineering you could look at the linked examples and get a feel for it, but try this:
Implementing BSC
Good article and sample of how using balanced scorecard. But letís discuss how to involve balanced scorecard in business process. The problem is that once we have all goals and measurements related to, for instance, ďcustomersĒ we need to act.

I can design a Balanced Scorecard document that will include my goals and measurements description, but itís a challenge to make company employees act for that goals. First these goals are approved by CEO, then managers use BSC document in their job and other employees might even donít know what are BSC topics about.

Balanced Scorecard is good when everybody knows about your principles, goals and strategy. But what method should we use to let everybody know about BSC?
  Post Number #7  
Old 26th July 2005, 05:55 PM
Bill Pflanz's Avatar
Bill Pflanz

 
 
Total Posts: 710
Quote:
In Reply to Parent Post by ed_caful

Balanced Scorecard is good when everybody knows about your principles, goals and strategy. But what method should we use to let everybody know about BSC?
Maybe the Demingites are not paying any attention to this thread on BSC but I am surprised we have not heard from them. Balanced scorecards are just another way of setting targets by management. Putting posters on the wall and exhortations for the workforce to meet the goals will not make it happen.

Balanced scorecards have a number of problems associated with them including that it will not indicate normal variation in the process. Knowing how you did this month versus the target tells you nothing. Even knowing how you did versus last month tells you nothing. It would be better to identify your critical quality factors and collect data to understand the process over time using control charts.

You cannot "make company employees act for that goals" even if they are "approved by CEO" since only management can improve the process when only common cause variation is present (see the Red Beads Experiment).

Bill Pflanz
  Post Number #8  
Old 27th July 2005, 12:27 AM
qualitygoddess - 2010

 
 
Total Posts: 404
I have seen a balanced scorecard work pretty well in conjunction with a TQM philosophy at a company. We simply used the BSC to communicate the strategy for the company. Teams of people at all levels and in all departments worked together to create tactical plans to carry out the strategic direction.

I think the best thing about BSC was forcing us to have goals other than financial. It took the senior management a couple of years to get into it, but once they did, we had great goals for improving employee relations and the workplace.
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