TOTAL PERFORMANCE SCORECARD

Anca Șerban and Oana Dumitrașcu
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Anca Șerban: Department of Management, Marketing and Business Administration, Faculty of Economics, "Lucian Blaga" University, Sibiu, Romania
Oana Dumitrașcu: Department of Management, Marketing and Business Administration, Faculty of Economics, "Lucian Blaga" University, Sibiu, Romania

SEA - Practical Application of Science, 2013, issue 1, 164-173

Abstract: The purpose of this paper is to present the evolution of the Balanced Scorecard from a measurement instrument to a strategic performance management tool and to highlight the advantages of implementing the Total Performance Scorecard, especially for Human Resource Management. The study has been accomplished using the methodology of bibliographic study and various secondary sources. Implementing the classical Balanced Scorecard indicated over the years, repeatedly failure. It can be indicated that the crucial level is determined by the learning and growth perspective. It has been developed from a human perspective, which focused on staff satisfaction, innovation perspective with focus on future developments. Integrating the Total Performance Scorecard in an overall framework assures the company’s success, by keeping track of the individual goals, the company’s objectives and strategic directions. Like this, individual identity can be linked to corporate brand, individual aspirations to business goals and individual learning objectives to needed organizational capabilities.

Keywords: Balanced scorecard; Total performance scorecard; Human resource (search for similar items in EconPapers)
JEL-codes: M12 (search for similar items in EconPapers)
Date: 2013
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Persistent link: https://EconPapers.repec.org/RePEc:cmj:seapas:y:2013:i:1:serbana,dumitrascuo

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