Industrial and organizational psychology: Does the balanced scorecard approach really promote aligned execution?

Talent development is a key priority for any organization, and line managers have a good bit of control over the identification, development, and promotion of talented professionals on teams, industrial and organizational psychology provides a mechanism by which focused short-term plans and improvement initiatives are aligned with long-term strategic objectives, short-term goals and long-term goals can help you set priorities and emphasize to employees what is important, business units devise customized scorecards to fit mission, strategy, technology, and culture, furthermore, it involves managing the effect of new business processes, changes in organizational structure or cultural changes within your enterprise.

Strongly Employees

You equip business leaders with indispensable insights, managing customer retention is an incredibly important part of growing a sustainable business. In conclusion, senior executives understand that organizations measurement system strongly affects the behavior of managers and employees.

External Knowledge

Organizational performance measurements in software product development have received a lot of attention in the literature, its central theme is that organizational knowledge is created through a continuous dialogue between tacit and explicit knowledge. Of course, the balanced scorecard gives managers the opportunity to look at your organization from the perspective of internal and external customers, employees and shareholders.

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