BSC : 2008.7.

( )

- : (Doing the right things)

- : (Doing the job right)

- (Doing the right job right)

- BSC ? Vs.

- =

-

- ,

VFO (Value Focused Organization)

-

- Happy Worker

-

-

UOFO (Unreasonable Objectives-Focused Organization)

-

-

- (Organizational Alignment)

- ,

- ()

-

CKPI ( )

-

- (CKPI: Comprehensive Key Performance Index)

CKPI= + + CSF +

BSC

BSC

PRD (Performance Review & Development)

PRD ( + )

BSC PRD Process

Performance Review and Development

(Guiding Principles) ()- , , ,

PRD Process

Feedback-//

- Shared Responsibility-

(Performance Plan)-

-

(Repetitive Objectives) - results obtained from data/records

(Project Oriented Objectives) - results based on success of a mutually agreed upon action plan

-

6

Midyear Appraisal Feedback Sessions (1) ,

: Exceptional Performance consistently exceeded job requirements/produced superior and unique results.

Exceeded Expectations Frequently exceeded job requirements.

Achieved Expectations Met and occasionally exceeded job requirements.

Marginal Performance Did not consistently meet or only met minimum job requirements; performance needs improvement.

Unacceptable Performance Rarely met or did not meet job requirements; placed on Performance Probation.

comment

:

: , ,

: , ,

/

- Principle of No Surprise

- ,

Market Rate Information : - Market Rate - (- Exceeding- 1.5%, Outstanding- 3.5%)

-

-

- :

-

-

-

-

(Employee Development Plans)

, - ,

( ) BSC

KBU () , )

- ( ) BSC PRD

Guiding Principle

BSC - CKPI ( )- : CSF / - UOFO ( )- (DBSC ) BSC , 6 PRD - guiding principle (, , )

DBSC (Double Balanced Scorecard)

,, , , (,) / , ,

CKPI ()

//// ( : )- (Outcome) (Objectives) (Goals) , (Value)Feedback ()

() 1( )( + ) 2( ) () 1( , ) 2( ) , ,

Feedback - (Outcome)

: , - ()

Chart2

6.04

6.32

6.32

6.33

6.15

6.36

5.94

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6.32

6.32

6.33

6.15

6.36

5.94

Sheet1

N

x122091105.831.6605144667

w122091105.871.7142281113

w222061105.721.6976978716

w322061105.441.7331627232

w422091105.381.7604072483

w522111105.381.6866999211

w622101105.311.7270926612

()2193

9482.22.299.5

120.50.5100.0

221099.5100.0

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6.046.326.326.336.156.365.94

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6.046.326.326.336.156.365.940.02.20.5

0.06040.06320.06320.06330.06150.06360.059400.0217194570.0054298643

Sheet1

Sheet2

Sheet3

1 : 2 : 3 : 4 : 5 : 6 : 7 : 8 : 9 : 10 : -

Chart1

3.47

3.64

3.65

3.79

3.64

3.7

3.6

3.55

3.6

3.53

Sheet1

N

12082153.460.9132402469

22118153.410.9170502043

31911153.350.8919103777

42005153.560.9631843556

52089153.380.9313934455

62106153.241.0030426537

72087153.360.9377657371

82129153.320.945374286

92047153.380.9539515385

102001153.360.8891938299

111985153.410.9263815861

()1575

12345678910

3.473.643.653.793.643.73.63.553.63.53

Sheet1

Sheet2

Sheet3

2006 5.32 2007 6.32

- 2006 3.35 2007 3.64 - 2006 3.21 2007 3.52 - 2006 3.15 2007 3.55 -

.

-()-

9

- Cross Functional Organization/UOFO

()

2007

- BSC : (%) ( , )12

(65)(50)(10)(5)(5)(5) (3)(2)

SA+AB+BC61~6556~6059~5554~5049~454410%20%30%20%20%10%(9)-(0.9)2(1.8)3(2.7)2(1.8)2(1.8)-(0.9)

THE END

palee@kookmin.ac.kr

Employees should be involved in developing their targets/objectivesEmployees and supervisors need ongoing communication on status of targets and achievementsEmployees need to work on feedback from supervisorsEmployees and supervisors share responsibility for ensuring appraisals are completed on time

Supervisors are encouraged to hold frequent feedback sessions with employees as neededAt least a brief mid-year session with employee is necessary to ensure employee is on tract with achievement of targets; to revise targets if needed; to counsel with employees to improve performance

responsible for ensuring: employees are treated fairly and consistentlyassisting supervisor in resolving problemssupervisors complete appraisals on timereviewing final appraisals and ratings prior to supervisors discussion with employeereviewing employee comments on appraisals and taking action as needed

In order to maximize the effectiveness of the discussion on the employees performance evaluation, it is recommended that supervisors:separate the discussion on the merit increase amount from the discussion on performancedo not enter the merit increase amount on the PRD until after the performance discussion.inform employees of the merit increase at a later date

Performance Probation PeriodEmployee performance Needs Improvement,Unacceptable PerformanceCan result in termination