Balance Scorecard-Learning & Growth Perspective

• “Alone, we can do so little; together, we can do so much.”

(Hellen Keller)
• To make an organization a competitive edge, other tools like
Production ideas, technology etc can be copied but only one
tool which can not be copied is HR.
• As customer retention is important for any organization,
similarly retention of their valuable employees is also
important. Its all about, how to create and improve value for
employees and encourage them to improve their performance.
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Balance Scorecard-Learning & Growth Perspective

• Balance scorecard provide a good framework to the

people in the organization to know how their efforts are
contributing toward the overall strategy and success of
their organization.
• It involves 03-key elements:-
1. Human Capital: skills, training, knowledge etc.
2. Organizational Capital: Culture,leadership,structure.
3. Informational Capital: Data & IT structure etc.
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Balance Scorecard-Learning & Growth Perspective
Core elements of an employee scorecard

Performance Development

Values

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Balance Scorecard-Learning & Growth Perspective

• Performance: it may includes:-

1. Offer incentives
2. Give your workplace a Makeover.
3. Recognize their efforts.
4. Employee Autonomy.
5. Encourage collaboration
• Development: Training, workshops, skill programs.
• Values: Ownership, Respect, care and mutual trust.
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Balance Scorecard-Learning & Growth Perspective
• The bank strives to incorporate best HR practices through a
comprehensive human capital policy framework and robust processes,
which are continuously reviewed and updated.
• A strategic workforce planning with the primary objectives of building a
flexible, future ready team ensuring the right skills.
• The bank also initiated outsourcing non-core functions to meet staffing
needs and also redesigned its ‘Graduate training programs.’
• Gender diversity is also the part of regular agenda.
• Ensure remuneration practices to attract, retain and reward the best talent.
• Comply with regulatory guidance and align with the bank’s overall
objectives.
• Develop talent and put forward innovative learning solutions.

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 Balance Scorecard-Learning & Growth Perspective
Perspective Objectives Measures Desired Actual
(Period, 2020-2021) Targets/Trends Targets/Trends

• Employee productivity
(Low job rotation)

• Improve Employees • Employee Turnover

capabilities (7949-7478)
Learning
& • Improve employees • Growth of the bank branches
Growth satisfaction (537-560)

• Improve Computerized • Employee participation in

System applications development programs
(463,138T-574,980T)

• Number of employees using IT

in their work
(334,099T-436,397T)