Performance Measurement at Great Persons

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Performance Measurement at Great Persons, Inc (GPI) An Application of the Balanced Scorecard –THIS CASE PROVIDES WITH A REAL-WORLD, hands-on experience in developing a balanced score-card.It is different from other balanced scorecard cases in that it takes place in a charitable not-for-prof t environment. Unlike a business, prof t is not the primary objective of this organization’s existence. Great Persons, Inc.’s primary reason for existing is to provide services to disabled individuals. Profits or finances are a supporting objective as opposed to an end objective. Another interesting aspect of this case is the organization’s approach to developingthe balanced scorecard perspectives and critical success factors (CSFs). The perspectives were identif ed after the CSFs were identifed and aggregated into like groups by the development team.Keywords: balanced scorecard; not-for-profit organization; performance evaluation.CASE PURPOSE The purpose of this case is to provide with a real-world, hands-on experience in developing a balanced scorecard. It is different from other balanced scorecard cases in that it takes place in a charitable, not-for-profit environment. Unlike a business, profit is not the primary objective of this organization’s existence. GPI’s primary reason for existing is to provide services to disabled individuals. Profits or finances are a supporting objective as opposed to an end objective. Another interesting aspect of this case is the organization’s approach to developing the balanced scorecard perspectives and CSFs. The perspectives were identified after the CSFs were identified and aggregated into groups based on similar characteristics.CASE QUESTIONS AND WHAT TO DO
Summarize Summarize the process that Deb Young used to develop a balanced scorecard for GPI.A. Gained complete support from the GPI executive director and other senior management for developing, implementing, and maintaining the balanced scorecard. GPI’s management will have the responsibility of implementing and maintaining their balanced scorecard.B. Formed a team to develop and implement the balanced scorecard. Defined the project goal and establish the scope of the balanced scorecard project b(i.e., prepare a performance evaluation tool to be used by the Board of Directors).C. Taught the balanced scorecard concept to the development and implementation team. Explained the purpose of the balanced scorecard as well as the benefits and disadvantages it would have for GPI. Presented an example scorecard. Deb needed to facilitate the development of the balanced scorecard to ensure that GPI obtains the desired results.Scanned by CamScanner

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