A Balanced Scorecard is not positioned as a quality control tool, but regularly I see among our users efforts to integrate quality-related metrics into their Balanced Scorecards, or simply create a KPI scorecards with a bulk of different quality indicators. I've compiled the list of 10 best practices that we've learned from these cases.
As always, I'd like to hear your opinion. Do you use quality indicators on your business scorecard?
Based on: http://www.bscdesigner.com/10-tips-about-using-business-scorecard-and-kpis-for-ongoing-quality-control.htm
Key performance indicators (KPIs) measure how well a business is achieving its objectives. KPIs should be simple, easy to interpret and show actual performance compared to targets. There are five categories of operational KPIs: safety, quality, delivery, cost, and motivation. A well-defined set of KPIs that are specific, measurable, attainable, relevant and time-bound can drive improvement and culture change within an organization to help it better target objectives and control performance.
This document discusses key performance indicators (KPIs) for the manufacturing industry. It provides resources for developing KPIs, including lists of KPIs, performance appraisal metrics, and job skills. It also discusses best practices for creating effective KPIs, such as linking them to organizational strategies and designing them to empower employees. Finally, it outlines different types of KPIs, including process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs.
The document discusses key performance indicators (KPIs) and provides examples of KPIs across different areas of a business. It defines KPIs and explains their purpose is to measure performance against objectives. KPIs can be input, process, output, or outcome measures and should be meaningful, measurable, quantitative or qualitative, routinely collected, comparable, and useful. The document provides examples of KPIs for areas like return/profit, productivity, employee development, quality assurance, research and development, organizational image, and legislative relations.
Effective KPIs: 6 common problems in target setting and how to solve themAleksey Savkin
Effective KPIs cannot be just copied from some industry list, one need to develop them in the specific business context and align with company's objectives. Learn how to avoid 6 typical problems with KPIs and target settings.
Key Performance Indicators (KPIs) should be used to understand performance and drive better decision-making. However, most companies struggle to find the vital few KPIs. Here is a list of the 25 top KPIs is use today.
Why should we talk about KPO and not KPI and make the K usefulRichard Fontaine
Description of what is the difference between Strategic objectives, KPI, performance objectives.
Integrate in one presentation all the concepts on KPI: SMART indicators, leading vs lagging indicator, balanced scorecard, cascading of the objectives
After another question about “calculating the scorecard index” I understood that some of our clients don’t have a clear understanding of the math that stands behind a KPI, its performance, and the scorecard. I decided to create a “101”-level presentation that explains the basics of KPI from the mathematical point of view:
It is based on the article:
http://www.bscdesigner.com/scorecard-and-kpis-101.htm
Reviewed topics are:
- Calculating the performance using “min” and “max” of an indicator;
- Using linear and non-linear functions for the performance;
- Calculating the progress from the baseline towards target;
- Introduction of the indicator “weight” to reflect a relevant importance of an indicator;
- Calculating the total performance index of the scorecard.
Please, share your thoughts about the scorecards as a tool:
-- For what task do you use them?
-- Do you define the relevant importance of indicators on the scorecard?
-- Do you calculate and use the total performance index?
Unfortunately I do not have a specific department. As an AI assistant, I was created by Anthropic to be helpful, harmless, and honest. I don't have personal performance metrics. Perhaps we could discuss how organizations in general can define useful KPIs rather than me proposing metrics for a department I'm not actually part of.
Key performance indicators (KPIs) measure how well a business is achieving its objectives. KPIs should be simple, easy to interpret and show actual performance compared to targets. There are five categories of operational KPIs: safety, quality, delivery, cost, and motivation. A well-defined set of KPIs that are specific, measurable, attainable, relevant and time-bound can drive improvement and culture change within an organization to help it better target objectives and control performance.
This document discusses key performance indicators (KPIs) for the manufacturing industry. It provides resources for developing KPIs, including lists of KPIs, performance appraisal metrics, and job skills. It also discusses best practices for creating effective KPIs, such as linking them to organizational strategies and designing them to empower employees. Finally, it outlines different types of KPIs, including process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs.
The document discusses key performance indicators (KPIs) and provides examples of KPIs across different areas of a business. It defines KPIs and explains their purpose is to measure performance against objectives. KPIs can be input, process, output, or outcome measures and should be meaningful, measurable, quantitative or qualitative, routinely collected, comparable, and useful. The document provides examples of KPIs for areas like return/profit, productivity, employee development, quality assurance, research and development, organizational image, and legislative relations.
Effective KPIs: 6 common problems in target setting and how to solve themAleksey Savkin
Effective KPIs cannot be just copied from some industry list, one need to develop them in the specific business context and align with company's objectives. Learn how to avoid 6 typical problems with KPIs and target settings.
Key Performance Indicators (KPIs) should be used to understand performance and drive better decision-making. However, most companies struggle to find the vital few KPIs. Here is a list of the 25 top KPIs is use today.
Why should we talk about KPO and not KPI and make the K usefulRichard Fontaine
Description of what is the difference between Strategic objectives, KPI, performance objectives.
Integrate in one presentation all the concepts on KPI: SMART indicators, leading vs lagging indicator, balanced scorecard, cascading of the objectives
After another question about “calculating the scorecard index” I understood that some of our clients don’t have a clear understanding of the math that stands behind a KPI, its performance, and the scorecard. I decided to create a “101”-level presentation that explains the basics of KPI from the mathematical point of view:
It is based on the article:
http://www.bscdesigner.com/scorecard-and-kpis-101.htm
Reviewed topics are:
- Calculating the performance using “min” and “max” of an indicator;
- Using linear and non-linear functions for the performance;
- Calculating the progress from the baseline towards target;
- Introduction of the indicator “weight” to reflect a relevant importance of an indicator;
- Calculating the total performance index of the scorecard.
Please, share your thoughts about the scorecards as a tool:
-- For what task do you use them?
-- Do you define the relevant importance of indicators on the scorecard?
-- Do you calculate and use the total performance index?
Unfortunately I do not have a specific department. As an AI assistant, I was created by Anthropic to be helpful, harmless, and honest. I don't have personal performance metrics. Perhaps we could discuss how organizations in general can define useful KPIs rather than me proposing metrics for a department I'm not actually part of.
This document discusses key performance indicator (KPI) calculation formulas and how to design effective KPIs. It provides steps for creating KPIs for a construction technician position, including defining objectives, identifying key result areas and tasks, and determining measurement methods. The document also outlines common mistakes to avoid when developing KPIs, such as creating too many KPIs or not linking them to strategy. Finally, it describes different types of KPIs like process, input, output, leading, lagging, outcome, qualitative and quantitative.
This document discusses key performance indicators (KPIs) for a quality assurance lead position. It provides steps for creating KPIs, including defining objectives, identifying key result areas and tasks, and determining how to measure results. The document cautions against creating too many KPIs and notes that they should be linked to strategy and empower employees. Various types of KPIs are defined, and the document recommends additional KPI materials that can be found on an external website.
A journey from a bad kpi to an excellent strategyAleksey Savkin
When I face a business challenge I'm trying to see the root of the problem. Having a quick-fix solution is fine, but what if a quick-fix solution is not possible unless fundamental issues are resolved. I see this often with KPIs. People ask to help with KPIs for this or for that, but the problem that they actually experience is a fundamental one - they have a vague strategy that is hard to follow.
Recently I had a conversation with Pablo, one of our Spain-based customers. His company is a leading national manufacturer and his question was about a KPI to help with the poor performance of their business. Our dialog was really insightful for both of us. Pablo sorted out things about strategy and KPIs; I was able to trace verbally the problem of a bad KPI back to its root - a poorly formulated strategy.
The result is not an article, but a dialog between me and Pablo. Together we completed a journey from a pointless KPI request to ideas about formulating a better strategy:
http://www.bscdesigner.com/a-journey-from-a-bad-kpi-to-an-excellent-strategy.htm
Performance management involves tracking key performance indicators (KPIs) to align decisions with corporate goals. An effective performance dashboard provides real-time data visualization of KPIs, allows drill-down into data, and is customizable. True performance dashboards also use compatible data sources and are quick to deploy. Identifying value-adding processes, standards, and implementing dashboards or balanced scorecards are important parts of performance management.
This document discusses key performance indicators (KPIs) for product designers. It provides steps to create KPIs for product designers, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document cautions that KPIs should be clearly linked to strategy and empower employees. It also lists different types of KPIs such as process, input, output, leading, and lagging KPIs. Resources for additional KPI materials are referenced.
This document discusses key performance indicators (KPIs) and provides examples of different types of KPI formats and how to design an effective KPI system. It includes lists of free KPI resources and covers topics like defining objectives, key result areas, measuring tasks, common mistakes to avoid when creating KPIs, and different types of KPIs such as leading vs lagging indicators. The goal is to help the reader understand how to build a KPI framework and select the right KPI metrics.
This document discusses operational key performance indicators (KPIs) and provides examples of KPIs, performance appraisal metrics, and methods. It recommends visiting a website for additional free resources on KPIs, including lists, forms, and review phrases. The document also outlines steps for creating KPIs for a construction technician position and discusses common mistakes to avoid, such as having too many KPIs or ones that do not change based on goals. Finally, it describes different types of KPIs, such as process, input, output, leading, lagging, outcome, qualitative, and quantitative.
This document discusses key performance indicator (KPI) examples for measuring safety and job performance. It provides links to resources on KPIs including lists of sample KPIs, performance appraisal templates, and methods. It also outlines best practices for developing KPIs such as linking them to objectives, focusing on 3-5 key result areas, and designing them to empower employees. Finally, it describes different types of KPIs like leading indicators, lagging indicators, qualitative and quantitative measures.
There's plenty of questions surrounding KPIs and Metrics. What is a KPI? What are KPIs used for? How do I develop KPIs? Who determines KPIs? How do I create a KPI? Which KPIs should I use? When should I use a KPI? Why should I review KPIs? How do I report on KPIs? Which companies use KPIs? KPIs vs Metrics vs Measures vs OKRs? This guide aims to answer all of that and give you resources for more information!
This document discusses qualitative key performance indicators (KPIs) such as lists of KPIs, performance appraisal metrics, job skills, and balanced scorecard elements. It provides links to download additional qualitative KPI materials like ebooks on KPIs, performance appraisal forms, and review phrases. The document also outlines steps for creating KPIs for specific job roles and common mistakes to avoid, such as having too many KPIs or ones that do not change based on goals. Finally, it describes different types of KPIs including process, input, output, leading, lagging, outcome, qualitative, and quantitative.
This document discusses key performance indicators (KPIs) and how to develop them. It provides information on defining objectives and key result areas, identifying tasks and work procedures, and measuring results to create KPIs. The document outlines common mistakes to avoid when developing KPIs, such as creating too many or not tailoring them to goals. It also describes how to design KPIs so they are linked to strategy and empower employees. Finally, it discusses different types of KPIs including process, input, output, leading, lagging, outcome, qualitative and quantitative.
Why meaning matters - Outcomes, Benefits, CSFs, KPIs, Metrics and MeasuresAdaptiveOrg Inc.
The document discusses key concepts related to measuring performance, including outcomes, benefits, critical success factors, and key performance indicators. It provides definitions and examples for each concept. An incident management example is used to illustrate how outcomes, benefits, critical success factors, and key performance indicators can be defined and linked together for a specific process. The summary focuses on linking these concepts at a high level for the incident management example.
This document discusses key performance indicator (KPI) examples for engineering. It provides links to materials on KPIs including lists of KPIs, performance appraisal metrics, and methods. It also discusses steps for creating KPIs such as defining objectives, identifying key result areas and tasks, and determining methods to measure results. Common mistakes to avoid when creating KPIs are having too many KPIs and not tailoring KPIs to change with goals. KPIs should be linked to strategy and empower employees. The document also describes different types of KPIs including process, input, output, leading, lagging, outcome, qualitative, and quantitative.
This document discusses performance management and key performance indicators (KPIs). It provides guidance on identifying the right KPIs, measuring and tracking them, and using dashboards to visualize data and monitor performance. The key steps are to work with business teams to determine important KPIs aligned with goals, identify data sources, and design dashboards to provide real-time insights into key processes and enable informed decision-making. Ongoing management of KPIs is also important to ensure they continue measuring the most impactful areas and driving continuous improvement.
This document discusses key performance indicators (KPIs) for quality assurance roles. It provides information on developing KPIs, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document outlines common mistakes in creating KPIs, such as having too many KPIs not linked to key result areas. It also describes different types of KPIs, such as process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs. Additional resources on KPIs can be found at the provided website.
This document discusses key performance indicators (KPIs) and asset management. It provides information on developing KPIs for job positions, including construction technicians. It outlines the steps to create KPIs, such as defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document also discusses common mistakes in creating KPIs and how to design effective KPIs linked to organizational strategy. Finally, it outlines different types of KPIs, such as process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs.
This document discusses key performance indicators (KPIs), which are quantifiable measures used to evaluate factors that are crucial to the success of an organization. It provides definitions of KPIs and describes their history, advantages, types, characteristics of good KPIs, and how priority is determined for work centers, resources, work item routing, and queues in SIMUL8 simulation software.
This document discusses key performance indicator (KPI) examples and how to create effective KPIs. It provides links to resources on KPIs, including lists of sample KPIs and performance appraisal forms and methods. It outlines steps for creating KPIs for a specific position and discusses common mistakes to avoid, such as having too many KPIs or ones that do not change based on goals. Finally, it describes different types of KPIs, such as process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs.
This document provides information on key performance indicators (KPIs) for a facilities maintenance manager position. It includes examples of KPIs, steps to create KPIs, common mistakes to avoid, and how to design effective KPIs linked to organizational strategy. The document recommends visiting an external website for additional KPI samples and materials on performance appraisal forms, methods, and review phrases.
This document provides information and resources for evaluating the job performance of an electrical engineer, including:
1. Sample evaluation forms for rating an electrical engineer's performance, with factors like skills, teamwork, decision-making, and a overall performance rating.
2. Links to free eBooks and resources on performance appraisal phrases, forms, key performance indicators, and tips for writing self-appraisals.
3. Details of common performance appraisal methods that can be used to evaluate an electrical engineer, such as management by objectives, critical incidents, behaviorally anchored rating scales, and 360-degree/multi-rater feedback.
This document discusses key performance indicators (KPIs) for a quality control (QC) manager position. It provides examples of KPIs, steps for creating a KPI system, common mistakes to avoid, and how to design effective KPIs. The document recommends visiting an external website for additional KPI samples and materials related to performance appraisal forms, methods, and review phrases.
This document discusses key performance indicator (KPI) calculation formulas and how to design effective KPIs. It provides steps for creating KPIs for a construction technician position, including defining objectives, identifying key result areas and tasks, and determining measurement methods. The document also outlines common mistakes to avoid when developing KPIs, such as creating too many KPIs or not linking them to strategy. Finally, it describes different types of KPIs like process, input, output, leading, lagging, outcome, qualitative and quantitative.
This document discusses key performance indicators (KPIs) for a quality assurance lead position. It provides steps for creating KPIs, including defining objectives, identifying key result areas and tasks, and determining how to measure results. The document cautions against creating too many KPIs and notes that they should be linked to strategy and empower employees. Various types of KPIs are defined, and the document recommends additional KPI materials that can be found on an external website.
A journey from a bad kpi to an excellent strategyAleksey Savkin
When I face a business challenge I'm trying to see the root of the problem. Having a quick-fix solution is fine, but what if a quick-fix solution is not possible unless fundamental issues are resolved. I see this often with KPIs. People ask to help with KPIs for this or for that, but the problem that they actually experience is a fundamental one - they have a vague strategy that is hard to follow.
Recently I had a conversation with Pablo, one of our Spain-based customers. His company is a leading national manufacturer and his question was about a KPI to help with the poor performance of their business. Our dialog was really insightful for both of us. Pablo sorted out things about strategy and KPIs; I was able to trace verbally the problem of a bad KPI back to its root - a poorly formulated strategy.
The result is not an article, but a dialog between me and Pablo. Together we completed a journey from a pointless KPI request to ideas about formulating a better strategy:
http://www.bscdesigner.com/a-journey-from-a-bad-kpi-to-an-excellent-strategy.htm
Performance management involves tracking key performance indicators (KPIs) to align decisions with corporate goals. An effective performance dashboard provides real-time data visualization of KPIs, allows drill-down into data, and is customizable. True performance dashboards also use compatible data sources and are quick to deploy. Identifying value-adding processes, standards, and implementing dashboards or balanced scorecards are important parts of performance management.
This document discusses key performance indicators (KPIs) for product designers. It provides steps to create KPIs for product designers, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document cautions that KPIs should be clearly linked to strategy and empower employees. It also lists different types of KPIs such as process, input, output, leading, and lagging KPIs. Resources for additional KPI materials are referenced.
This document discusses key performance indicators (KPIs) and provides examples of different types of KPI formats and how to design an effective KPI system. It includes lists of free KPI resources and covers topics like defining objectives, key result areas, measuring tasks, common mistakes to avoid when creating KPIs, and different types of KPIs such as leading vs lagging indicators. The goal is to help the reader understand how to build a KPI framework and select the right KPI metrics.
This document discusses operational key performance indicators (KPIs) and provides examples of KPIs, performance appraisal metrics, and methods. It recommends visiting a website for additional free resources on KPIs, including lists, forms, and review phrases. The document also outlines steps for creating KPIs for a construction technician position and discusses common mistakes to avoid, such as having too many KPIs or ones that do not change based on goals. Finally, it describes different types of KPIs, such as process, input, output, leading, lagging, outcome, qualitative, and quantitative.
This document discusses key performance indicator (KPI) examples for measuring safety and job performance. It provides links to resources on KPIs including lists of sample KPIs, performance appraisal templates, and methods. It also outlines best practices for developing KPIs such as linking them to objectives, focusing on 3-5 key result areas, and designing them to empower employees. Finally, it describes different types of KPIs like leading indicators, lagging indicators, qualitative and quantitative measures.
There's plenty of questions surrounding KPIs and Metrics. What is a KPI? What are KPIs used for? How do I develop KPIs? Who determines KPIs? How do I create a KPI? Which KPIs should I use? When should I use a KPI? Why should I review KPIs? How do I report on KPIs? Which companies use KPIs? KPIs vs Metrics vs Measures vs OKRs? This guide aims to answer all of that and give you resources for more information!
This document discusses qualitative key performance indicators (KPIs) such as lists of KPIs, performance appraisal metrics, job skills, and balanced scorecard elements. It provides links to download additional qualitative KPI materials like ebooks on KPIs, performance appraisal forms, and review phrases. The document also outlines steps for creating KPIs for specific job roles and common mistakes to avoid, such as having too many KPIs or ones that do not change based on goals. Finally, it describes different types of KPIs including process, input, output, leading, lagging, outcome, qualitative, and quantitative.
This document discusses key performance indicators (KPIs) and how to develop them. It provides information on defining objectives and key result areas, identifying tasks and work procedures, and measuring results to create KPIs. The document outlines common mistakes to avoid when developing KPIs, such as creating too many or not tailoring them to goals. It also describes how to design KPIs so they are linked to strategy and empower employees. Finally, it discusses different types of KPIs including process, input, output, leading, lagging, outcome, qualitative and quantitative.
Why meaning matters - Outcomes, Benefits, CSFs, KPIs, Metrics and MeasuresAdaptiveOrg Inc.
The document discusses key concepts related to measuring performance, including outcomes, benefits, critical success factors, and key performance indicators. It provides definitions and examples for each concept. An incident management example is used to illustrate how outcomes, benefits, critical success factors, and key performance indicators can be defined and linked together for a specific process. The summary focuses on linking these concepts at a high level for the incident management example.
This document discusses key performance indicator (KPI) examples for engineering. It provides links to materials on KPIs including lists of KPIs, performance appraisal metrics, and methods. It also discusses steps for creating KPIs such as defining objectives, identifying key result areas and tasks, and determining methods to measure results. Common mistakes to avoid when creating KPIs are having too many KPIs and not tailoring KPIs to change with goals. KPIs should be linked to strategy and empower employees. The document also describes different types of KPIs including process, input, output, leading, lagging, outcome, qualitative, and quantitative.
This document discusses performance management and key performance indicators (KPIs). It provides guidance on identifying the right KPIs, measuring and tracking them, and using dashboards to visualize data and monitor performance. The key steps are to work with business teams to determine important KPIs aligned with goals, identify data sources, and design dashboards to provide real-time insights into key processes and enable informed decision-making. Ongoing management of KPIs is also important to ensure they continue measuring the most impactful areas and driving continuous improvement.
This document discusses key performance indicators (KPIs) for quality assurance roles. It provides information on developing KPIs, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document outlines common mistakes in creating KPIs, such as having too many KPIs not linked to key result areas. It also describes different types of KPIs, such as process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs. Additional resources on KPIs can be found at the provided website.
This document discusses key performance indicators (KPIs) and asset management. It provides information on developing KPIs for job positions, including construction technicians. It outlines the steps to create KPIs, such as defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document also discusses common mistakes in creating KPIs and how to design effective KPIs linked to organizational strategy. Finally, it outlines different types of KPIs, such as process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs.
This document discusses key performance indicators (KPIs), which are quantifiable measures used to evaluate factors that are crucial to the success of an organization. It provides definitions of KPIs and describes their history, advantages, types, characteristics of good KPIs, and how priority is determined for work centers, resources, work item routing, and queues in SIMUL8 simulation software.
This document discusses key performance indicator (KPI) examples and how to create effective KPIs. It provides links to resources on KPIs, including lists of sample KPIs and performance appraisal forms and methods. It outlines steps for creating KPIs for a specific position and discusses common mistakes to avoid, such as having too many KPIs or ones that do not change based on goals. Finally, it describes different types of KPIs, such as process, input, output, leading, lagging, outcome, qualitative and quantitative KPIs.
This document provides information on key performance indicators (KPIs) for a facilities maintenance manager position. It includes examples of KPIs, steps to create KPIs, common mistakes to avoid, and how to design effective KPIs linked to organizational strategy. The document recommends visiting an external website for additional KPI samples and materials on performance appraisal forms, methods, and review phrases.
This document provides information and resources for evaluating the job performance of an electrical engineer, including:
1. Sample evaluation forms for rating an electrical engineer's performance, with factors like skills, teamwork, decision-making, and a overall performance rating.
2. Links to free eBooks and resources on performance appraisal phrases, forms, key performance indicators, and tips for writing self-appraisals.
3. Details of common performance appraisal methods that can be used to evaluate an electrical engineer, such as management by objectives, critical incidents, behaviorally anchored rating scales, and 360-degree/multi-rater feedback.
This document discusses key performance indicators (KPIs) for a quality control (QC) manager position. It provides examples of KPIs, steps for creating a KPI system, common mistakes to avoid, and how to design effective KPIs. The document recommends visiting an external website for additional KPI samples and materials related to performance appraisal forms, methods, and review phrases.
This document provides information and resources for performing a job performance evaluation of a firmware engineer. It includes sample evaluation forms, performance rating definitions, and phrases to use in evaluating various performance factors. It also lists the top 12 methods for performance appraisal, such as management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. The goal is to help managers objectively evaluate an engineer's performance and provide constructive feedback to help them improve.
This document contains information about performance evaluation forms and methods for mechanical engineers. It includes a 4-page sample performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, performance areas needing improvement, and signatures. It also lists phrases that can be used in performance reviews and describes the top 12 methods for performance appraisal, such as management by objectives, critical incident method, and 360-degree feedback. The document provides templates and guidance for conducting formal performance reviews for mechanical engineers.
The document discusses key performance indicators (KPIs) for electrical technicians. It provides steps to create KPIs for this position, including defining objectives, identifying key result areas and tasks, and determining how to measure results. The document also lists types of KPIs and mistakes to avoid when building a KPI system. It directs the reader to an external website for additional KPI materials and samples.
The document discusses establishing metrics and key performance indicators (KPIs) for quality management. It outlines a formula called SUCCESSFUL which involves setting business goals, understanding department impacts, choosing business processes, creating process goals, examining metrics, standardizing measurements, integrating data sources, and establishing indicators and thresholds. Useful metrics discussed include defect removal efficiency, test case effectiveness, traceability, code coverage, and defects by severity, status, and root cause. Baselines are suggested for starting metrics tracking.
The document provides information about performance appraisal at Tata Motors. It first discusses Tata Motors, including its history, operations, and products. It then discusses performance appraisal in general terms. Finally, it describes research conducted to evaluate Tata Motors' performance appraisal process, including findings, conclusions, and suggestions.
"Upgrade is needed" indicator for your business scorecardAleksey Savkin
One of our customers asked, how often he should do a major upgrade of their Balanced Scorecard. I had some thoughts on the topic which mainly were focused on the link between a company's strategy and a Balanced Scorecard. Trying to put things together I found out that an upgrade plan for the Balanced Scorecard is quite similar to the one for a car:
-- One need for feeding BSC with data; is similar to tanking a car with fuel;
-- There are some minor updates, choosing better KPIs if needed; which are similar to car's regular service checks;
-- There are major upgrades of BSC stressed by changed business environment; in car analogy, as when one buys a new car because life's priorities have changed;
Following a car analogy: modern cars have an oil life indicator that is based on the measurement of electric conductivity. It tells a driver based on actual data when it is time to go to the service center. My idea is to supply a business scorecard with an "upgrade is needed" indicator, which might be as simple as a countdown of a specified period of time or a sophisticated combination of other indicators.
All these ideas were summarized in the presentation and the article here:
http://www.bscdesigner.com/upgrade-is-needed-indicator-for-bsc.htm
What do you think about an idea to use "upgrade is needed" indicator on a scorecard?
This document provides a helpful guide for creating an effective design portfolio. It outlines that a design portfolio should include a design brief, success criteria, analysis of the brief and product, a case study, consideration of design elements and principles, brainstorming and sketches, refinement of top designs, comparison to success criteria, a final design, and reflections. The success criteria establish key design factors that must be analyzed to achieve the best outcome and include brief analysis, product analysis, case study, and elements and principles of design. This process ensures all important aspects are considered to create the best possible design portfolio.
The document discusses the importance of key performance indicators (KPIs) for millennials' jobs. It explains that KPIs are a type of performance measurement that evaluate the success of organizations, projects, and individuals. For millennials, having clear KPIs with targets is important so they can showcase their performance and contributions to their employers. The document provides examples of common KPI metrics like quantity, quality, deadlines, and tasks completed. It emphasizes that showcasing KPI results through regular reporting is important for opportunities like promotions and rewards.
Put it-all-together: Business or Balanced Scorecard, KPIs, Strategy MapAleksey Savkin
Any professional involved in the Balanced Scorecard drew a well-known 4 sector diagrams on the flip chart. Popular 4 perspectives of the Balanced Scorecard seem to be everywhere, but are they the most important part? What is the best way to explain to someone about a Balanced Scorecard concept?
For my opinion, instead of talking about 4 perspectives it makes much more sense to focus on strategies (including generic ones) and the cause-and-effect connection between business objectives.
What do you think? How do you explain the basics of the Balanced Scorecard if someone asks you?
How to convince the stakeholders to use the Balanced Scorecard concept | BSCD...Aleksey Savkin
The Balanced Scorecard is a business tool recognized world-wide by companies' executives. The secret of the successful BSC project is that all key employees, business owners, and top managers are involved. Research show that the biggest challenge during the implementation of the BSC is a motivational problem. Before starting a Balanced Scorecard project it is necessary to explain this business approach to all stakeholders so that they would buy into the design of the Balanced Scorecard and in the future became active users of this business tool. More: http://www.bscdesigner.com/
This document provides templates and resources for creating balanced scorecards, including over 40 PowerPoint template slides, an Excel template, templates for key performance indicators, and information on a Balanced Scorecard Designer software tool. The templates allow users to easily design and customize balanced scorecards across various perspectives like finance, customers, internal processes, and education.
This document outlines the engineering design process. It discusses methodology as the backbone of design and lists the typical steps in the design process. Quality and meeting customer needs and expectations are emphasized as key to design. The voice of the customer is the starting point to understand what problem is being solved and what specifications the design must meet. Quality Function Deployment is introduced as a tool to translate customer needs into technical requirements and prioritize both needs and requirements.
SWOT: does anyone besides MBA professors and consultants use it?Aleksey Savkin
Recently I came across a research done back in 1997 that empirically proved that SWOT does not work! It seems that SWOT is promoted as a must-use business tool in any MBA program, and numerous consultants are happy to sell it and its derivatives, but the benefit for the real business is questionable.
I shared the results of the research and some thoughts on the topic in the new article and this presentation:
http://www.bscdesigner.com/swot-outside-mba-classrooms.htm
What do you think about SWOT? It is a must-have business tool or it is more an exercise for MBA students?
How to find leading measures - ready to use guideAleksey Savkin
How do you find "leading" metrics?
I think everyone will agree that in the business scorecard there should be a balanced set of lagging and leading metrics. Business experts are exercising in explaining the difference (I'm not an exception, the last attempt is using a golf metaphor). But the main mystery remains unsolved - how do we find those excellent leading metrics?
In this article (http://www.bscdesigner.com/find-leading-measures.htm) I shared my thoughts. My method is about a mix of calculations, social research methods, scientific measurement and conducting tests under artificial conditions (a/b tests in simple words). I cannot say that it works for me in 100% of the cases, but at least it is a good starting point for me and my clients.
I'm interested in the opinion of the group members about the suggested approach, and I'm interested even more in learning the best practices about finding leading measures that work for you.
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Reference:
KPI Template (article) https://bscdesigner.com/kpis-guide.htm#kpitemplateinfographic
BSC Designer (software): https://bscdesigner.com/try-bscdesigner
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10 principles for designing quality control scorecard and KPIs
1. 10 TIPS:
BUSINESS SCORECARD AND KPIS FOR
ONGOING QUALITY CONTROL
Based on
http://www.bscdesigner.com/10-tips-about-using-business-scorecard-and-kpis-for-ongoing-quality-control.htm
By Aleksey Savkin
3. ANALYZE YOUR BUSINESS CONTEXT
BSC DESIGNER
FIRST
• Why do you need to measure the quality?
4. ANALYZE YOUR BUSINESS CONTEXT
BSC DESIGNER
FIRST
• Why do you need to measure the quality?
• What aspects of the quality are important to
your customers?
5. ANALYZE YOUR BUSINESS CONTEXT
BSC DESIGNER
FIRST
• Why do you need to measure the quality?
• What aspects of the quality are important to
your customers?
• How exactly the company is planning to
achieve current business goals?
6. ANALYZE YOUR BUSINESS CONTEXT
BSC DESIGNER
FIRST
• What quality-related problems need more
attention?
7. ANALYZE YOUR BUSINESS CONTEXT
BSC DESIGNER
FIRST
• What quality-related problems need more
attention?
• What are the business challenges of your
company right now?
8. USE ANSWERS TO DEFINE QUALITY
BSC DESIGNER
STRATEGY
• The answers to these questions will help you
to align your quality indicators to the specific
business problems.
9. USE ANSWERS TO DEFINE QUALITY
BSC DESIGNER
STRATEGY
• The answers to these questions will help you
to align your quality indicators to the specific
business problems.
• In this way you will start defining your
“quality strategy.”
10. USE ANSWERS TO DEFINE QUALITY
BSC DESIGNER
STRATEGY
• The answers to these questions will help you
to align your quality indicators to the specific
business problems.
• In this way you will start defining your
“quality strategy.”
• There is no separate quality strategy, but an
idea of the quality can be integrated into
other generic strategies.
11. USE ANSWERS TO DEFINE QUALITY
BSC DESIGNER
STRATEGY
• If we are talking about Product Leadership as
a strategy, then the defect rate might be on
the scorecard.
12. USE ANSWERS TO DEFINE QUALITY
BSC DESIGNER
STRATEGY
• If we are talking about Product Leadership as
a strategy, then the defect rate might be on
the scorecard.
• If executives chose to follow a Customer
Intimacy strategy, then a “First time resolution
rate” might work as an indicator aligned with
one of the business objectives from the
“Customers” perspective.
13. BSC DESIGNER
IN BSC DESIGNER
• Go to the “Business goals” tab.
14. BSC DESIGNER
IN BSC DESIGNER
• Go to the “Business goals” tab.
• There you can formalize your business goals
and objectives, specify cause-and-effect
connections between them.
15. BSC DESIGNER
IN BSC DESIGNER
• Go to the “Business goals” tab.
• There you can formalize your business goals
and objectives, specify cause-and-effect
connections between them.
• Later you can align KPIs with these goals and
visualize them on the map.
18. BSC DESIGNER
VISUALIZE YOUR PROCESSES
• Quality control or speaking more generally,
quality assurance, is not only about having a
set of indicators and reporting them.
19. BSC DESIGNER
VISUALIZE YOUR PROCESSES
• Quality control or speaking more generally,
quality assurance, is not only about having a
set of indicators and reporting them.
• The idea is to have an understanding of the
process, its strong and weak points, and trying
to prevent possible quality issues.
20. BSC DESIGNER
VISUALIZE YOUR PROCESSES
• One needs to do a regular analysis of the
quality challenges, their reasons and possible
solutions.
21. BSC DESIGNER
VISUALIZE YOUR PROCESSES
• One needs to do a regular analysis of the
quality challenges, their reasons and possible
solutions.
• The result of this analysis needs to be
formalized in the form of a flow chart.
22. BSC DESIGNER
IN BSC DESIGNER
• Go to the “Strategy Map” tab, create a new
map and use it to visualize your process.
23. BSC DESIGNER
IN BSC DESIGNER
• Go to the “Strategy Map” tab, create a new
map and use it to visualize your process.
• Later you will be able to visualize some KPIs
directly on this map.
26. BALANCE BETWEEN LAGGING AND
BSC DESIGNER
LEADING INDICATORS
• Have a look at the flow charts created in the
previous step.
27. BALANCE BETWEEN LAGGING AND
BSC DESIGNER
LEADING INDICATORS
• Have a look at the flow charts created in the
previous step.
• On each step there is some input used and
some result produced according to the
defined standards.
28. BALANCE BETWEEN LAGGING AND
BSC DESIGNER
LEADING INDICATORS
• You can have quality indicators associated
with those control points.
29. BALANCE BETWEEN LAGGING AND
BSC DESIGNER
LEADING INDICATORS
• You can have quality indicators associated
with those control points.
• There might be leading or lagging indicators.
30. BALANCE BETWEEN LAGGING AND
BSC DESIGNER
LEADING INDICATORS
• Lagging indicators tell you a story of what has
happen, this information is useful, but you are
just observing what happened and you cannot
change anything about that.
31. BALANCE BETWEEN LAGGING AND
BSC DESIGNER
LEADING INDICATORS
• Lagging indicators tell you a story of what has
happen, this information is useful, but you are
just observing what happened and you cannot
change anything about that.
• Leading indicators reflect inputs that influence
the process.
32. BALANCE BETWEEN LAGGING AND
BSC DESIGNER
LEADING INDICATORS
• Lagging indicators tell you a story of what has
happen, this information is useful, but you are
just observing what happened and you cannot
change anything about that.
• Leading indicators reflect inputs that influence
the process.
• On your scorecard you need to have both –
leading and lagging indicators.
33. BSC DESIGNER
IN BSC DESIGNER
• From the viewpoint of calculations, lagging
and leading indicators are the same,
34. BSC DESIGNER
IN BSC DESIGNER
• From the viewpoint of calculations, lagging
and leading indicators are the same,
• The difference is in their business meaning
that you provide as a user.
36. WHAT ARE THE MOST IMPORTANT
BSC DESIGNER
INDICATORS?
• The answer is: “All of them are important!”
37. WHAT ARE THE MOST IMPORTANT
BSC DESIGNER
INDICATORS?
• The answer is: “All of them are important!”
• The question is: are all of them equally important?
38. BSC DESIGNER
ARE ALL OF THEM EQUALLY
IMPORTANT
• Reducing defects number from 0,01% to 0,001%
might slow down the whole production system,
while your clients were happy with a 0,01% defect
rate,
39. BSC DESIGNER
ARE ALL OF THEM EQUALLY
IMPORTANT
• Reducing defects number from 0,01% to 0,001%
might slow down the whole production system,
while your clients were happy with a 0,01% defect
rate,
• And for them the parameter of specific product
function is much more important.
40. BSC DESIGNER
ARE ALL OF THEM EQUALLY
IMPORTANT
• Reducing defects number from 0,01% to 0,001%
might slow down the whole production system,
while your clients were happy with a 0,01% defect
rate,
• And for them the parameter of specific product
function is much more important.
• You need to find a balance and reflect the
differences between how important each of the
indicators on your scorecard are.
41. BSC DESIGNER
IN BSC DESIGNER
• You have a weight property for an indicator.
42. BSC DESIGNER
IN BSC DESIGNER
• You have a weight property for an indicator.
• Check out an article that explained how to use
it.
45. BSC DESIGNER
AN EXPAMPLE
• Let’s say you have 1% defect rate,
46. BSC DESIGNER
AN EXPAMPLE
• Let’s say you have 1% defect rate,
• Then you optimized the process and achieved
a 0,1% defect rate,
47. BSC DESIGNER
AN EXPAMPLE
• Let’s say you have 1% defect rate,
• Then you optimized the process and achieved
a 0,1% defect rate,
• Finally, after an introduction of additional
quality measures you got a 0,01% defect rate
on average.
48. HOW WAS THE PERFORMANCE OF THE
BSC DESIGNER
QUALITY INDICATOR CHANGED?
• Was it improved 10 times, and then again
improved 10 more times?
49. HOW WAS THE PERFORMANCE OF THE
BSC DESIGNER
QUALITY INDICATOR CHANGED?
• Was it improved 10 times, and then again
improved 10 more times?
• From a business viewpoint clients might be
unhappy with a 1% defect rate, and really
happy when you have a 0,1% defect rate, and
achieving a 0,01% defect rate may not have
make any visible difference for them.
50. HOW WAS THE PERFORMANCE OF THE
BSC DESIGNER
QUALITY INDICATOR CHANGED?
• In real life some indicators have a linear
performance function,
51. HOW WAS THE PERFORMANCE OF THE
BSC DESIGNER
QUALITY INDICATOR CHANGED?
• In real life some indicators have a linear
performance function,
• Or the performance of an indicator might
grow slowly in the beginning and then the
function converts into an almost flat line,
meaning that further improvements don’t
improve the end performance.
52. HOW WAS THE PERFORMANCE OF THE
BSC DESIGNER
QUALITY INDICATOR CHANGED?
• In real life some indicators have a linear
performance function,
• Or the performance of an indicator might
grow slowly in the beginning and then the
function converts into an almost flat line,
meaning that further improvements don’t
improve the end performance.
• Remember this when you design your
indicators and set targets for them.
53. BSC DESIGNER
IN BSC DESIGNER
• There is an “Optimization” drop list, where you
can change linear optimization function to a
more relevant one for the measured aspect of
the quality.
56. THE TOTAL SCORE OF THE QUALITY
BSC DESIGNER
SCORECARD
• When you have 50+ indicators on your quality
scorecard, each with its own performance
function, benchmarks, values, and weights,
57. THE TOTAL SCORE OF THE QUALITY
BSC DESIGNER
SCORECARD
• When you have 50+ indicators on your quality
scorecard, each with its own performance
function, benchmarks, values, and weights,
• Then theoretically you can calculate the
performance of each category and then the
performance of the whole scorecard.
58. THE TOTAL SCORE OF THE QUALITY
BSC DESIGNER
SCORECARD
• When you have 50+ indicators on your quality
scorecard, each with its own performance
function, benchmarks, values, and weights,
• Then theoretically you can calculate the
performance of each category and then the
performance of the whole scorecard.
• As a result you will have a single number (in
this case we might call it a “quality score”).
59. GROUP INDICATORS INTO CATEGORIES
• Some top managers ask for a single quality
score, but in the most cases it won’t make any
sense, as this number aggregates too much
data.
BSC DESIGNER
60. GROUP INDICATORS INTO CATEGORIES
• Some top managers ask for a single quality
score, but in the most cases it won’t make any
sense, as this number aggregates too much
data.
• It looks nice in the reports, but it won’t give
any meaningful information for a top
manager.
BSC DESIGNER
61. GROUP INDICATORS INTO CATEGORIES
• Some top managers ask for a single quality score,
but in the most cases it won’t make any sense, as
this number aggregates too much data.
• It looks nice in the reports, but it won’t give
any meaningful information for a top manager.
• The better option is to group indicators into
categories and report the performance of each
category.
BSC DESIGNER
62. BSC DESIGNER
IN BSC DESIGNER
• The program can calculate the performance
figures for a container and for the whole
scorecard, but the end usage is up to you.
65. BSC DESIGNER
PLAN YOU ACTIONS
• Be sure that you have (preferably in writing)
some plan aligned to each quality indicator.
66. BSC DESIGNER
PLAN YOU ACTIONS
• Be sure that you have (preferably in writing)
some plan aligned to each quality indicator.
• What will you do if this indicator gets into the
red zone?
67. BSC DESIGNER
PLAN YOU ACTIONS
• Be sure that you have (preferably in writing)
some plan aligned to each quality indicator.
• What will you do if this indicator gets into the
red zone?
• Are there any routine procedures associated
with this indicator?
68. BSC DESIGNER
PLAN YOU ACTIONS
• How often do you need to revise this
indicator?
69. BSC DESIGNER
PLAN YOU ACTIONS
• How often do you need to revise this
indicator?
• Who is responsible for an indicator?
70. BSC DESIGNER
IN BSC DESIGNER
• Select an indicator or business goal,
71. BSC DESIGNER
IN BSC DESIGNER
• Select an indicator or business goal,
• Click “Initiatives” button, attach some relevant
documents,
72. BSC DESIGNER
IN BSC DESIGNER
• Select an indicator or business goal,
• Click “Initiatives” button, attach some relevant
documents,
• Choose a person responsible, and specify
required update interval for an indicator.
75. BUILD A QUALITY DASHBOARD
BSC DESIGNER
• Dashboards help to visualize quality
indicators.
76. BUILD A QUALITY DASHBOARD
BSC DESIGNER
• Dashboards help to visualize quality
indicators.
• For some of them you will need to use a
gauge-style chart,
77. BUILD A QUALITY DASHBOARD
• Dashboards help to visualize quality
indicators.
• For some of them you will need to use a
gauge-style chart,
• For others the best option is to display time
chart with a trend line.
BSC DESIGNER
78. BUILD A QUALITY DASHBOARD
• A well designed dashboard will give you a top
level view.
BSC DESIGNER
79. BUILD A QUALITY DASHBOARD
• A well designed dashboard will give you a top
level view.
• Use it together with indicators visualized on
the map.
BSC DESIGNER
80. BSC DESIGNER
IN BSC DESIGNER
• You can create a number of dashboards to
visualize your indicators or business goals
there.
83. BSC DESIGNER
TRACK THE TREND
• Even if you check your indicators regularly you
might miss out on a negative trend.
84. BSC DESIGNER
TRACK THE TREND
• Even if you check your indicators regularly you
might miss out on a negative trend.
• For that purpose track indicators’ value for
longer periods of time.
85. BSC DESIGNER
TRACK THE TREND
• For example, taking a 3 month period as a
base for calculations you might see that an
indicator is trending into a red zone.
86. BSC DESIGNER
TRACK THE TREND
• For example, taking a 3 month period as a
base for calculations you might see that an
indicator is trending into a red zone.
• This will serve as an excellent early-warning
signal for your team.
87. BSC DESIGNER
IN BSC DESIGNER
• “Time” chart has a trend line on it.
88. BSC DESIGNER
IN BSC DESIGNER
• “Time” chart has a trend line on it.
• Also, you can use “Forecast Analysis” on
“Analysis Tab” to forecast indicators’ value.
91. BSC DESIGNER
MAKE SURE YOU GET BAD NEWS
EARLY
• If some quality indicator has gotten into the
red zone and this indicator is critical for the
ultimate quality (if it is not, why is it on your
quality scorecard?),
92. BSC DESIGNER
MAKE SURE YOU GET BAD NEWS
EARLY
• If some quality indicator has gotten into the
red zone and this indicator is critical for the
ultimate quality (if it is not, why is it on your
quality scorecard?),
• Then make sure that all of the stakeholders
get a notification about the problem
immediately.
93. BSC DESIGNER
IN BSC DESIGNER
• On “Alerts” tab one can setup alerts that will
be sent to the person responsible, or to the
manager if an indicator is in the red zone.
96. GENERAL RECOMMENDATIONS ABOUT
BSC DESIGNER
QUALITY METRICS
• On the Internet you might find some ready-to-use
quality metrics.
97. GENERAL RECOMMENDATIONS ABOUT
BSC DESIGNER
QUALITY METRICS
• On the Internet you might find some ready-to-use
quality metrics.
• Be careful about using these indicators, they
aggregate some best practices about
measuring quality, but your business does not
necessary need them.
98. GENERAL RECOMMENDATIONS ABOUT
BSC DESIGNER
QUALITY METRICS
• On the Internet you might find some ready-to-use
quality metrics.
• Be careful about using these indicators, they
aggregate some best practices about
measuring quality, but your business does not
necessary need them.
• The best approach is to pass through the steps
1-3 as described above and create indicators
that are specific for your business.
99. Find more insightful
articles about the
Balanced Scorecard
in ”Articles” section at
www.bscdesigner.com
BSC DESIGNER
MORE ABOUT THE BALANCED SCORECARD
100. BSC DESIGNER
THANK YOU!
Feel free to send us your questions using the contact form at
www.bscdesigner.com