本文主要讲平衡记分卡，从文献的审查将被考虑，从英国电信的现场情况将被捕获使用公司的年度报告提供平衡计分卡重要性的证据。根据Bill(2010)的观点，平衡计分卡作为一种方法，把重点放在了绩效衡量上，而不是把企业的所有功能都放在一个统一的框架上(Hitt et al 2012)。因此，该工具是英国电信的完美选择。所有组织的人力资源部门都需要确定其部门目标，这可以根据BT的整体战略来衡量(通过完整的高速增长的电信网络来提供盈利能力)。本篇美国论文查重文章由美国论文通AssignmentPass辅导网整理，供大家参考阅读。
Review from literature will be considered and live situations from BT will be captured by using the company’s annual report to provide evidence on balance scorecard significance. According to Bill (2010), balanced scorecard as an approach puts the focus over performance measurement and over bringing all the functions of businesses into an aligned framework (Hitt et al 2012). Therefore, this tool is a perfect choice for British telecommunications. HR department of all organizations requires determination of its departmental goals and this can be measured against the overall strategy of BT (offering profitability by complete higher growth telecom network).
The company can make use of strategic directions processed through balance scorecard. For example, for BT, the five strategic direction elements can be inclusive of leadership, talent, service and support to customer, integrating the organization and capability of the human resources. Furthermore, the group can create a model for measurement in order to support such directions of strategies. Assigning targets will be a good task here as it will help in assigning individual actions and activities inclusive of being on target depending upon internal data projection and benchmarking information for the industry of telecom (Eden et al 2013). The results of balance scorecard can be communicated across the organization through use of software’s such as PbViews.
This will allow the company to process report over the web for the results of quarterly scorecard. This further will allow the company to depict how results were formulated at every organizational level inclusive of systems to colour code allowing them to identify the issue visually. Furthermore, the approach of balance scorecard leads towards achieving higher results across the organization with regard to achieved target and with regard to influencing a mind-set change across the department of human resource (Slack 2015). One of the essential targets can be, for example, to focus on reducing the employee turnover wherever necessary. The company has done this in the past but without much justification. However, now the company can correlate the results from balance scorecard and let the firm and its members know about it.