BSC Discussion 1

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1 Copyright 2006 by Human Consulting Group INC. All Rights Reserved. No Part of This Publication May Be Reproduced, Stored in a Retrieval System, or Transmitted in Any Form or by Any Means Electronic, Mechanical, Photocopying, Recording, or Otherwise Without the Permission of Human Consulting Group. This Document Provides an Outline of a Presentation and Is Incomplete Without the Accompanying Oral Commentary and Discussion.

2 BSC Discussion 1

3 BSC BSC Overview BSC Overview BSC KPI KPI Gap CEO / / Top-down /, KPI / / or / / / / /, KPI, KPI / / Bottom-up / KPI 1) KPI/ / / 2

4 BSC,, 3

5 BSC A A A A A CEO A B A B B B B B B

BSC MOU MOU SAMPLE MOU ( 80% ) MOU (Memorandum of Understanding) 3. 4 1 2002 Profit 2 2001 5 6? BSC/? Guideline. Center Guideline? MBO **** Value?? MBO ABC Profit CenterValue? Center Center.

6 BSC MOU MOU SAMPLE MOU ( 80% ) MOU (Memorandum of Understanding) Profit ? BSC/? Guideline. Center Guideline? MBO **** Value?? MBO ABC Profit CenterValue? Center Center. CIO 1 2 / MOU ( Memorandum Of Understanding ) Cost Ratio CSI / (),,,, Human Capital Return On Investment a) Gap ( 20% ) () 8 No Guideline 1. Process : Profit Center : Value Center : MOU ABC Profit CenterBSC(KPI), Value CenterKPI + MBO MOU. Process ( ) 4. () / Peer Group /PB/RM Gap ( 100% ) Gap (Peer Group,,, ) Gap POOL Note : = a) + b) : MOU b)

7 BSC Follow-up 6

8 BSC CEO / CEO Follow-up / 7

9 BSC BSC Financial Process Customer L & G BSC A BSC B TSR : Financial Process Customer L & G EVA : : : Financial Process Customer L & G EVA : : : BSC BSC GDP EX Rate Export 2001 CSF : : CSF : :

10 BSC A MOU 80% % 70 10% 15% 5 66% % 80 20%. 1. CRM Segmentation ). :. S (100%) S (100%) 80% 20% 9

11 BSC B 80% _% _% MBO Financial Customer CS Process Learning & Growth DB CSS HCROI PB CRM X X <> S < > A B C D 100% <Anchor > SD 2SD <> B C D A S S < > B C D A S <Scale > A B C D < > + 20% / X / S A B C D S A B C D < > 10

12 BSC Discussion 11

13 1. Line of Sight Performance Leadership 2. 12

14 Vision, Core Value Business Strategy (Organizational (Organization Performance Objective) Capability) : KPI MBO Competency (Individual Performance Objective) Framework KPITask (Performance Results) (Competency) / (WHAT ) (HOW ) KPI, ( ) MBO (Performance Results) : (Competency) : : Competency,,, / Foundation Competency, Technical Competency, Managerial Competency 13

15 Key Questions Key Questions? (Goal Alignment) - Cascading? - KPI? (Process Control)? - Monitoring & Feedback Points? Process? (Results Sharing) -? 14

16 [Level] 1) [ Cascading & Drill-down] [KPI Alignment] Vision Strategy KPI A B C? Mission R & R KPI D E B B C Job Task KPI? F G D E b B C / KPI Pool Sources A D F E G KPI KPI( ) KPI( ) 1) : Key Focus 15

17 OOO KPI XXX,XXXXXX,XXX25% XXX,XXXXXX,XXX15% XXX,XXXXXX,XXX16.2% 1 1 ( ) ( / ) * 100 _ 2 Drill-down 1. (Check) 3 2. Performance Log (Monitoring) 3 3.(Communication) 1 Performance Log 4. (Feedback) A 2 5. (Implementation) Communication, (B ) B 2 Monitoring & Feedback Points 1) Level KPI Drill-down 1. KPI 2. KPI ( Drill-down) 3. ( ) 1) : Key Focus 16

18 Descriptions (Cake) (Incentive) Drive 1) (At risk) : High risk, High Return, Profit + + Guaranteed Pay (Performance) (Contribution) (Base Salary) Competency 1) / / / = / / / : 1), 17

19 As-Is Status - HCG s Approach Ranking Decider Performance Mirror Performance Leadership Key s?,??? Data Feedback Communication, Communication ( ) / Group ( ) / Police / Judge Coach, Mentor, Counselor Source: Nemo HCG Database/Analysis 18

20 BSC Discussion 19

21 1. 2. Pay Level for Job Family 200%? 150% 100%? 50% 0% D C Target A S?? (Seniority) Profit Center Probable 20 40% Pay-out Value % 80% 60%? Center (Competency) (Performance) Job Operational Managerial Operational Managerial

22 (Pay Level) Average Grade1 20,896 Grade3 45,847 ( : ) 80,000 Max 31,323 48,992 75%tile 28,449 42,716 Med 25%tile Min 26,723 24,327 18,620 42,102 41,331 41,174 60,000 A 20,896 47,716 Average Max 75%tile Med 25%tile Min A Grade3 40,000 20,000 Target Gap Grade1 Grade2 Grade3 Grade4 Grade5 20,000 40,000 Max Min Target 21

23 (Pay Structure) (Profit Sharing) Drive (Annual Based Pay Incentive) (Short-term Incentive) (At risk) : High risk, high return, Profit (Base Pay) Guaranteed Pay : / : Competency (Performance) (Contribution) Competency 22

24 (Pay Contributor),, / / (Merit Increase) Merit Pay 23

25 Pay Mix( ) Pay Mix 1 ( ) 2 ( ) Profit Stable Job Dynamic Dynamic, Profit ( / Role Group/ ) Incentive 30% 70% Pay at Risk 10% 90% Base Pay Stable, Profit (, Role Group) * Pay Mix: 24

26 Target Incentive 1) Target Incentive Y 220% Target Incentive - Target Incentive 200% % 3 70% 50% - 70% 100% 130% X 1 Target Incentive 1 ( ) ) : 1) Target Incentive Target Incentive 25

27 Incentive Incentive < Cake Type > < Cascading Type > 10% 15% 55% Pool ( ) Pool ( ) / Pool (/ ) ( ) 20% Target Incentive, /, Portion Portion / Pool Portion, Pool Pool, ( Portion ) Drive 26

28 : - -,,,, Target S A B C D 70% 100% 130% 5% 10% 60% 20% 5% 27

29 BSC Discussion 28

30 End of Document 29

인디쓔피-IOM핸돜벁닄큐1014pdf, page 59 @ Preflight ( IOM핸돜벁닄큐__1014 )

인디쓔피-IOM핸돜벁닄큐1014pdf, page 59 @ Preflight ( IOM핸돜벁닄큐__1014 ) Publisher: International Organization for Migration 17, route des Morillons 1211 Geneva 19 Switzerland Tel: +41.22.717 91 11 Fax: +41.22.798 61 50 E-mail: hq@iom.int Internet: http://www.iom.int ISBN 978