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A Pursuit to a Perfect Workplace
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Making your office a better way to work at can be very challenging and daunting at times, and can prove to be very expensive, too. Balanced Scorecard Toolkit by AKS-Labs :: Managing Human Resource Lifecycle

In you are professional talent manager then, you will find useful the metrics from our commercial library. The following Balanced Scorecard metrics for HR available:
  • HR
  • HR Hire
  • HR Training
  • Leadership
  • Motivation
  • HR accounting
  • HR Outsourcing
  • Awards
  • Retirement
  • Training Pack
  • Balanced Scorecard Designer is a software utility which helps professionals create, manage and implement Balanced Scorecards (KPI).

    Use Balanced Scorecard Designer for HR performance measurement

    Creating a perfect workplace is seen as impossible for virtually all employees. While this is sometimes true, creating a perfect workplace does not have to be a place where it pleases everybody, but a workplace where most needs are met and challenges are faced. With that in mind, one can start with an idea that could help each employee attain the sense of a perfect workplace according to their own standards.

    1. Visualize your Perfect Workplace. Each of us has unique individual needs and preferences, and no two persons would agree on the same subject as to what is supposed to be the perfect workplace, in the same way as to how one would be able to start working on such. Just like any other ideologies, if you want changes, start with yourself and everything else follows.

    2. Encourage Collaborative Thinking. As already mentioned, collecting ideas about a perfect workplace could be cumbersome. But since each organization has to value each employee input, each idea has to be considered and weighed against any other idea at hand. This cross-referencing is ideal for large corporations and departments with multiple functions and diverse workforce.

    3. Reconciling Ideas with Others. While each idea should be put into consideration and matched against other's ideas brought up in the workplace, one must learn to reconcile it with another idea to create a standard masterpiece that will surely be loved by everybody. Ideas are always good but only functional ideas should be retained.

    4. Secure Functional Tools to Fulfill Satisfaction. What a big statement! But the idea of the preceding statement only provides us with a clue about the power of tangible stuffs that can help each employee get through the job considering convenience and comfort. This may come in the form of better machinery, such as functional computers, comfortable and ergonomic chairs, adjustable lighting, and the installation of protective barriers against environmental pollution, such as noise and air pollution.

    5. Solicit, Solicit, and Solicit Ideas. A lot of people are discouraged to engage in discussions when they see that almost everybody is talking. To make sure that you continue to improve what is already available, make sure that you continuously check on what others have to say, and not embrace the status quo forever. We need to continue to evolve in order to meet our changing desires and aspirations and plunge into every perceived opportunity that makes the workplace a better place to pour in your best interest and hidden skills.

    6. Believe. Perhaps, one may satisfy all what people have to say about what makes a workplace a perfect place to work at, but unless people believe that it can be achieved, one will never achieve such goal. Oftentimes, it is usually mind over matter. A meaningful job is with people who find satisfaction to what they are doing and believe that things will get better as the days go by, and that a perfect workplace exists only in the mind and not in the things that our eyes want to see. A perfect workplace is indeed a product of our imagination and we should not forget that such is a place where people support meaningful purpose on what they do and see fun and fulfillment in every accomplishment they make everyday. Balanced Scorecard Toolkit by AKS-Labs :: Managing Human Resource Lifecycle

    1. Life cycles in HR
    2. Contributions of Training to Employee Performance and Organizational Management
    3. Choosing Training Models for Your Training and Hiring Needs.
    4. Management Tools to Enhance Employee Efficiency
    5. How to Align Employee Values and Aspirations towards Your Company Goals and Vision
    6. Using Various Rewards and Profit-Sharing Strategies in Motivating Employees
    7. A Pursuit to a Perfect Workplace
    8. Coping with employee loss
    9. Dealing with the resignation of an employee
    10. What should you do after an employee gets fired?
    11. Why people leave a company and stay with the competitor

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