Any HR manager will agree that – “Key Performance Indicators are always taken in context to Multiple Dimensions.”
Balance Score Card term seems very mundane to some people and very technical to many, But IMI way to handle the scorecard is bit different.
It provides sufficient Learning and Growth opportunity for any individual to perform out of her comfortable areas. It further gives enough assessment to assessors in form of a 360 degree view. Be it any stakeholder. I personally , not just because of being IMI student , believe that this simple looking perspective is very beautifully mapped to individual profile position.
A small example – Let us say, If there is clarity / incentive to perform something, She will put her efforts in her interested development area. But how this has been happening usually ? I personally observed, many a students have a lot of capabilities but there is something that resist them to come out. What ? A lot of GYAN has been given in this context of O.B by many fantastic authors.
IMI’s Score card ( as per me ) acts as facilitation than measurement. It is not only being a performance measurement but Learning tool.
I must quote here - “Everybody is a genius. But if you judge a fish by its ability to climb a tree, it will live its whole life believing that it is stupid.”
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