Monday, September 27, 2021


The real purpose of Performance Indicators is to provide business insight and monitor the progress and performance.

Corporate Performance Management is a management control from strategy to the shop floor. "If you can't measure, you can't manage," legendary management guru Peter Drucker once asserted. 

Managing performance means understanding results, setting metrics, fixing plans, and making decisions to ensure it happens. It takes multifaceted approaches from multidimensional perspectives to unlock digital performance and catalyze change.


    Innate Performance Indicators & Scoreboard

Innate View Via Scoreboard A scorecard assesses the progress to strategic goals, provides the management a holistic view about the progress of business transformation by considering the impact on finances, customers, internal processes and employee satisfaction, Scoreboard is a strategic decision support system, and change steering instrument.

Improvement Indicators Continuous improvement means to continue to discover that "there is always a better way. Any individual indicator can be a lead or lag indicator depending upon the context and the explanatory model chosen. Have always looked at a Lag Measure as the method for measuring the outcome and the Lead Measure as the bet you make. Here are three indicators for measuring improvement.

Initiating Inquiries Kpi The real purpose of Performance Indicators is to provide business insight and monitor the progress and performance. Without measurements, it can be hard to tell whether attempted improvements make the situation better or worse. However, performance indicators shouldn’t become another parameter which will diminish creativity or decrease productivity. The performance management needs to ask insightful questions to make sure the measurement makes sense; being able to show those quantifiable benefits in hard facts such as measurements helps greatly.

Indicators Of Human Capital The digital era upon us is about people-centricity, Human Capital does make sense within the context of the goals of a company especially when you consider Human Capital is the largest intangible asset of a company. What Key Performance Indicators would you recommend to determine the value an employee adds to their department, and ultimately for their company, and how would you implement it?

Value of Scoreboard Corporate Performance Management is a management control from strategy till shop floor. A good balanced scorecard measures key strategic measures along with the things that drive those measures. A KPI Balanced Scorecard is a great idea, however, the success of that scorecard will be determined by the components of the scorecard and how meaningful those components are to the successful implementation of the change.

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The "Performance Master" Book Amazon Order Link

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The "Performance Master" Book Introduction Slideshare

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The "Performance Master" Book Introduction

The "Performance Master" Book Chapter 1 Introduction

The "Performance Master" Book Chapter 2 Introduction

The "Performance Master" Book Chapter 3 Introduction

The "Performance Master" Book Chapter 4 Introduction

The "Performance Master" Book Chapter 5 Introduction

The "Performance Master" Book Conclusion

The "Performance Master" Quote Collection I

The "Performance Master" Quote Collection II

The "Performance Master" Quote Collection III


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