Determining strategy is done through different ways in different organizations. In some organizations, managers are versatile. They set goals and organization future missions based on their opinion and their judgment. In this method, a manager using its own insight and knowledge determine the strategy. Making decision in this method is based on manager illumination and his perception and it is not based on specific rules and criteria.
In another method, managers considering previous set strategies and creating minor and gradual changes determine organizations strategies. In this method, there is no comprehensive and sudden changes and the organization adopt itself with new situations step by step. Minor changes method for determining strategies has low risk but on the other hand adopting to external changing environment is not possible immediately.
In strategic planning which is another method organization strategies are determined based on a series of specific rules and discipline and it proceeds regularly step by step. Since relying on personal opinions for determining organization strategies is not suitable for all aspects and minor changes method isn’t sufficient for today changing environment, most pundits consider the strategic planning method as the most effective and useful method for determining strategies.
But the strategic planning is not the end. The deployed plan should be measured and analyzed in different time point. Performance evaluation is like a key that connect past to the future and use learning based on real experiments for future actions. The purpose of performance evaluation is improving making decision process and allocating resources, providing information for results, policies and plans.
Performance evaluation is a method for evaluating the plan or practice progress toward the certain objectives. This method creates a system for defining the performance, tracing inputs and monitoring progress, measuring degree of achieving the desired performance and reporting to policy makers and citizens. The strategic planning use performance measure for desired results to link financial resources allocation to plans.
In a macro definition, we could deploy and evaluate in three phases: planning, deployment and evaluation. In this book we mention both pre-deployment phase (strategic planning) and after deployment phase (performance evaluation).
There are several models for strategic planning and performance evaluation. Balanced scored card is one of the most common managing models in the world. Today, this method is not only a technique for evaluating performance financially and non-financially, but also it is a comprehensive managing tool. We should say that the balanced term in balanced scored card means balancing between financial and non-financial criteria, internal and external criteria and creating balance between retrospective(focused on past) and looking forward (focused on future) criteria.
Although, several researches and studies have been done using balanced scored card and lots of articles has been formulatedabout this tool, but a comprehensive book explaining correct deployment and step by step balanced scored cared is rare. Authors in this book try to fill the gap about how to use balanced scored card in public and private sectors. This book is a reliable medium for management and industrial engineering student, researchers and professors.
Although authors did their best to cover all essential subjects about deployment of balanced scored card, certainly, it is not a perfect book. Therefore, we request readers to express their point of view and critics about this book through this email: firstname.lastname@example.org
Mohammad Mehdi Ghomian PHD
Narges Sadat Razavi Mehr PHD
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