Glossary

Page 1 of 3 Balanced Scorecard:  A balanced scorecard is the financial view of business performance complimented by views into the customers, employee and environment performance.  It faces the challenge to balance the availability of large metrics numbers with the added complexity represented for the broad user community of the data warehouse.  A balanced scorecard gives top measures fast with a comprehensive view of the organization's performance, and includes both process and results measured.   Cause:  A cause is the objectives of the organization.  It is something the organization believes implicitly and explicitly, and is believable to others.  It ensures individuals they know the organization objectives and they fully support these objectives. Coaching:  Coaching is a competency skill that allows supervisors address the developmental needs of their employees and help them choose situations to gain the necessary skills needed.  It is the tool to assist people in developing their skills by providing resources, training, education, and guidance. Competencies:  Competencies are observable, measurable patterns of skills, knowledge, abilities, behaviors, and other characteristics an individual needs to perform work roles or occupational functions.  They are the foundation for people to achieve superior performance in any job and starts with the identification of critical positions, agreement on skills required, promotion training, and evaluation practices.  They are formed as the basis for their training and development, and establish performance expectations for incumbents, based on the specific competencies related to certain positions.   Goals:  A specific and desired result of a course of action.  They are what the team has to achieve and what the individual has to achieve to allow the team to achieve.  When goals are constructively developed, they answer the what, why, who, where, when and how.  Goals can focus on continuous learning and improvement as it applies to job roles. Goal-Setting Theory:  Goal-setting theory predicts that (1) a committed person will increase their performance when faced with a challenge, (2) they will have their limits of performance, and (3) less committed persons will not rise to the challenge. Hard Skills:  Technical competencies that are objective and measurable, or quantitative. << Start < Prev 1 2 3 Next > End >>