Problem description:

Management, right

Come on, master ~

Analysis:

Simply put, the "scorecard" is the appraisal form.

Scorecard refers to the pre-established job evaluation criteria written on "cards", which can be forms, cards, notebooks, spreadsheets and so on. According to the inspection time specified in the "Scorecard", the developed work can be inspected and measured, and the score or actual situation can be recorded, so as to facilitate the discussion and comparison, reflection and feedback, accounting and other applications of the work results. This work tool can be attached with a series of actions. So there are Chinese translations of "scorecard", "scorecard" and "performance kanban".

In the third paper and the first book of BSC, Kaplan gave an example of how the exploration team of a large oil company formulated and applied the balanced scorecard. Each member of the team makes the scorecard into a small folded origami and puts it in a shirt pocket or wallet. This scorecard includes three aspects of information: one is to explain the objectives and assessment methods of the head office; Second, the specific planning of the group's objectives for the head office; Third, no more than five evaluation methods are formulated for the goals and needs of individuals or work teams; The third part is the most important, with the most content and length.

From this case, we can see that the "scorecard" is actually our "performance check scoring system" and its reflected work checklist or evaluation form. This kind of "card" is attached with the brief work objectives and assessment methods of the superiors, so that the work of the superiors and subordinates can be consistent, and the "card" highlights the work objectives and assessment methods of the post or team.

The most important feature of this kind of card is "up-down coherent evaluation based on facts", that is, the actual situation of "work" is measured according to the performance indicators unanimously formulated in advance, instead of judging and evaluating personal character and work from the aspects of "morality, ability, diligence, performance, affection, knowledge, sincerity and physique" through feelings or impressions as in the traditional way.