What’s the most effective talent management strategy for improving organizational performance? You use a roll-up of both the macro and micro scorecards to understand your company’s business model and define what constitutes value. Through the scorecard, you’ll discover where and how this value is created, and connect business processes and talent management interdependencies.
Use the functional (macro) scorecard to track activity and efficiency. For this type of scorecard, it’s important that you identify the audience before you design the scorecard. You need to consider all uses for the data that you receive and the requirements for the source data. Then, pilot test your scorecard with a sample audience before releasing it for broader implementation.
The micro scorecard will be a one- to two-page table of activity metrics and should list business objectives. This is where you can really see the impact in a granular way. You should evaluate on each the following levels:
- Business impact
- Return on investment (ROI)
For this type of scorecard, you need to make sure that you plan for evaluation before and during the design of the scorecard. You want to keep it simple and conservative while accounting for the influence of other factors. Most importantly, you should involve staff and management in the process of planning and executing data collection. This is where you can gather very specific information about how each person in your organization aligns with the business objectives.