PERFORMANCE MANAGEMENT SYSTEM

Q1)

INTRODUCTION:
To recognise, rectify and control a various function and resulting outcomes related to
business business score card is used as a performance metric. 
David Norton and Robert introduced the concept of business scored card in the year
1992. They considered old performance metric measures and adapted them to use
non-financial information. 
The main motive of this measure was for the profit making companies but lately it
was introduced for use by non-profits and government agencies. 

SOLUTION:
In India Clean Tech is a chain of retail stores. They have chain of 40 retail stores and
have successfully completed 2 years. They have specialised in end to end products
ranging from apparels, furniture to all kind of groceries, digital products etc., it is
basically same like Amazon. As they are doing well the company has planned to
implement the balance score card.

BSC was introduced to measure the intellectual capital of the organisation such as
knowledge, skills,  proprietary information and training that gives the organisation
competitive advantage in the market. 

The main four measuring aspects of a business includes:

1) Financial 
2) Customer Business
3) Business process.
4) Learning and Growth quadrants.

Below is the two examples of design of the score cards:

STRATEGY AND VISION TO DESIGN A SCORE CARD

To grow in the market how can we how can we approach the

approach towards investors. customers to achieve our goals?

Customer
Financial 
Business

Learning
Business and
to approach investors and the
process. Growth
in order to achieve goals how can
customers what busniess strategy quadrants
we update our skills and improve
can be applied? our productivity?

OBJECTIVES MEASURES TARGET INITIATIVE

FINANCIAL 1)Approach the 1)Increase in 1) +5% 1)action design

investors. profit 2) +2% to approach.
2)lucrative percentage 2)strategy
growth 2)increase the design to
margin. lucrative
growth.
CUSTOMER 1)Customers 1) Customer 1) +30 % 1) constancy
BUSINESS feedback. constancy 2) to solve the study.
2)Improvement score grievance 2) grievance
towards 2)buyers study.
customer grievances
service

BUSINESS 1) launch new 1) keep 1) 50% 1)survey of the

PROCESS products updating the 2) 60% customer
2) review products feedback
customer 2) market 2)survey about
feedback demand the products
LEARNING 1)new 1) training 1) number of 1) action plan
AND GROWTH techniques 2) skill trainers. for trainers.
QUADRANT 2)updating development 2) maximum 2) action plan
skills use for users.
CONCLUSION:
As Clean tech is doing good in the market there is an requirement for Balance score
card in order to collect information about the initiatives taken by the employees,
goals, measurements, objectives etc., that results from these four measuring aspects
of a business. The information that a score card hold gives all the information about
the firm. BSC can be used to develop strategies, this can be done by assigning the
responsibilities to different departments of the organisation. 
Q2)
INTRODUCTION:
Discussing the problems with employees who has come problem or the other, more
particularly emotional in nature is a process of counselling. It helps the employees to
overcome the problems and gives new ways to deal with the problems. It also shows
the care for the employee. 
SOLUTION:
Counselling cannot be operative if the subordinate does not trust his manager. It is
obligatory that the inferior should feel free to partake without fear or embarrassment
as it is a discussion amongst the superiors and subordinate. Hence it is very
important to be two-way communication. The main aim of the counselling is
employee development.

There are three important phases of performance counselling: 

1) Rapport building.
2) Exploration.
3) Action planning.

Rapport building is the first phase of performance counselling which involves

developing confidence in the employees by creating an environment of acceptance,
warmth, support, openness and mutuality. This is done to help the employee open
up about her problems, concerns, feelings etc., The employee is made to feel
wanted and his superior is genuinely interested or helping out he or she for their
development.

In second phase the superior understands the problem and make the employee
realise and appreciate about their strengths and weaknesses. Because it’s very
important for an employee to understand his own situation, what exactly is the
problem and his own needs. Superiors ask the questions in such a way that it helps
the employee to focus on their own problems.

In third phase which is action planning which means what action that employee has
to take should have a plan of actions which will help them for the development. In
this phase superior plays an important role of helping the employees to think of
alternative ways of dealing with problems . 

CONCLUSION:
Ridhima is working with Netmed Enterprises, it is an online medical solution
company. Since past 4 months, Ridhima has been undergoing some personal
challenges with illness in the family. She is very stressed on account of this and her
attitude and behaviour has also changed, hence counselling is very important in this
situation. 
Q3)
A)
INTRODUCTION:
Vision

Vision is a short sentence or an statement which is an heart of organisational culture.

It is an aspirational statement of the future. Vision also inspires both the employees
working in an organisation and the talent outside it . It’s an strategic intent to achieve
the goals of the organisation. 

Mission
Mission is an broad statement about the goals of organisations and how they are
going to meet those goals. It often addresses what the organisation offers and how it
hopes to serve its community, customer, investors or employees. 

SOLUTION:
VISION:
1) To be in a pictorial intermediate business, we are focused on filmmaking
(movies, television and digital series) and advertisements.
2) To provide an innovative and effective form of communication that provides
information in a short span of  time which helps our community to be more
open and connected.

MISSION:

Mission: we provide digital technology based solutions to enhance the business of

clients, customers and the environment.

CONCLUSION:

Mission and vision is an focal point of an organisation which ensures that everybody
working in an organisation is working for a single purpose. This increases
productivity and efficiency of an organisation. 
Mission and vision can be described as compass and destination is the
organisation. Therefore every organisation should have their clear mission and vision
statement as this gives direction towards the goals and achievements. 
B)
INTRODUCTION:
SMART goal setting brings structure into your goals and objectives. Instead of vague
resolutions, SMART goal setting promotes verifiable trajectories towards a certain
objective, with clear milestones and an estimation of the goals attainability. When it
comes to setting goals, a useful acronym to remember is SMART goals should
describe accomplishment, not activities.
S.M.A.R.T Acronym.
S = Specific
M = Measurable
A = Achievable
R = Relevant
T = Time bound

SOLUTON:
Specific: