Automating the balanced scorecard

Nyasha Ziwewe / Posted On: 25 May 2021 / Updated On: 25 March 2022 / Organisational Design and Development / 1

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Automating the balanced scorecard

Introduction

The COVID-19 pandemic has accelerated the need and use of technology in business and all facets of life. As a result, authorities imposed a series of lockdowns which impacted business in general. Moving to the cloud cease to be a choice but a must to facilitate remote working. Performance management is one of the most important Human Resources (HR) functions. The current situation continues to give challenges to those organisations without an automated system to measure and monitor remote employees' performance.

 

Most automated performance management systems come as modules in Enterprise Resource Planning systems (ERPs). However, it difficult for Small and Medium Enterprises (SMEs) to subscribe to such systems; hence they resort to manual procedures. An alternative to this is the development of custom software at the organisational level. The design science research paradigm for Information technology was employed to conduct qualitative research for this paper. This paper outlines the components of a complete performance management system, pitfalls in automating the balanced scorecard, customisations and generalisations needed, and the steps to be followed when automating performance management.

 

Download this white paper for more details.

 



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