ArabBritishAcademyforHigherEducation.

The Balanced Scorecard

Traditional financial performance metrics provide information about a firm's past results,
but are not well-suited for predicting future performance or for implementing and
controlling the firm's strategic plan. By analyzing perspectives other than the financial
one, managers can better translate the organization's strategy into actionable objectives
and better measure how well the strategic plan is executing.
The Balanced Scorecard is a management system that maps an organization's strategic
objectives into performance metrics in four perspectives: financial, internal processes,
customers, and learning and growth. These perspectives provide relevant feedback as to
how well the strategic plan is executing so that adjustments can be made as necessary.
The Balance Scorecard framework can be depicted as follows:
The Balanced Scorecard Framework
Financial
Performance

Objectives
Measures
Targets
Initiatives

Internal
Processes

Customers

Objectives
Measures
Targets
Initiatives

Strategy

Learning
& Growth
1
www.abahe.co.uk

Objectives
Measures
Targets
Initiatives

ArabBritishAcademyforHigherEducation.

Objectives
Measures
Targets
Initiatives

The Balanced Scorecard (BSC) was published in 1992 by Robert Kaplan and David
Norton. In addition to measuring current performance in financial terms, the Balanced
Scorecard evaluates the firm's efforts for future improvement using process, customer,
and learning and growth metrics. The term "scorecard" signifies quantified performance
measures and "balanced" signifies that the system is balanced between:

short-term objectives and long-term objectives

financial measures and non-financial measures
lagging indicators and leading indicators
internal performance and external performance perspectives

Financial Measures Are Insufficient

While financial accounting is suited to the tracking of physical assets such as
manufacturing equipment and inventory, it is less capable of providing useful reports in
environments with a large intangible asset base. As intangible assets constitute an everincreasing proportion of a company's market value, there is an increase in the need for
measures that better report such assets as loyal customers, proprietary processes, and
highly-skilled staff.
Consider the case of a company that is not profitable but that has a very large customer
base. Such a firm could be an attractive takeover target simply because the acquiring firm
wants access to those customers. It is not uncommon for a company to take over a
competitor with the plan to discontinue the competing product line and convert the
customer base to its own products and services. The balance sheets of such takeover
targets do not reflect the value of the customers who nonetheless are worth something to
the acquiring firm. Clearly, additional measures are needed for such intangibles.
Scorecard Measures are Limited in Number
The Balanced Scorecard is more than a collection of measures used to identify problems.
It is a system that integrates a firm's strategy with a purposely limited number of key
metrics. Simply adding new metrics to the financial ones could result in hundreds of
measures and would create information overload.

2
www.abahe.co.uk

ArabBritishAcademyforHigherEducation.

To avoid this problem, the Balanced Scorecard focuses on four major areas of
performance and a limited number of metrics within those areas. The objectives within
the four perspectives are carefully selected and are firm specific. To avoid information
overload, the total number of measures should be limited to somewhere between 15 and
20, or three to four measures for each of the four perspectives. These measures are
selected as the ones deemed to be critical in achieving breakthrough competitive
performance; they essentially define what is meant by "performance".
A Chain of Cause-and-Effect Relationships
Before the Balanced Scorecard, some companies already used a collection of both
financial and non-financial measures of critical performance indicators. However, a welldesigned Balanced Scorecard is different from such a system in that the four BSC
perspectives form a chain of cause-and-effect relationships. For example, learning and
growth lead to better business processes that result in higher customer loyalty and thus a
higher return on capital employed (ROCE).
Effectively, the cause-and-effect relationships illustrate the hypothesis behind the
organization's strategy. The measures reflect a chain of performance drivers that
determine the effectiveness of the strategy implementation.
Objectives, Measures, Targets, and Initiatives
Within each of the Balanced Scorecard financial, customer, internal process, and learning
perspectives, the firm must define the following:

Strategic objectives - what the strategy is to achieve in that perspective.

Measures - how progress for that particular objective will be measured.
Targets - the target value sought for each measure.
Initiatives - what will be done to facilitate the reaching of the target.

The following sections provide examples of some objectives and measures for the four
perspectives.
Financial Perspective
The financial perspective addresses the question of how shareholders view the firm and
which financial goals are desired from the shareholder's perspective. The specific goals
depend on the company's stage in the business life cycle.
For example:

Growth stage - goal is growth, such as revenue growth rate

Sustain stage - goal is profitability, such ROE, ROCE, and EVA
Harvest stage - goal is cash flow and reduction in capital requirements
3
www.abahe.co.uk

ArabBritishAcademyforHigherEducation.

The following table outlines some examples of financial metrics:

Objective

Specific Measure

Growth

Revenue growth

Profitability

Return on equity

Cost leadership Unit cost

Customer Perspective
The customer perspective addresses the question of how the firm is viewed by its
customers and how well the firm is serving its targeted customers in order to meet the
financial objectives. Generally, customers view the firm in terms of time, quality,
performance, and cost. Most customer objectives fall into one of those four categories.
The following table outlines some examples of specific customer objectives and
measures:
Objective

Specific Measure

New products

% of sales from new products

Responsive supply

Ontime delivery

To be preferred supplier Share of key accounts

Customer partnerships

Number of cooperative efforts

Internal Process Perspective

Internal business process objectives address the question of which processes are most
critical for satisfying customers and shareholders. These are the processes in which the
firm must concentrate its efforts to excel. The following table outlines some examples of
process objectives and measures:
Objective

Specific Measure

Manufacturing excellence

Cycle time, yield

Increase design productivity

Engineering efficiency
4

www.abahe.co.uk

ArabBritishAcademyforHigherEducation.

Reduce product launch delays Actual launch date vs. plan

Learning and Growth Perspective

Learning and growth metrics address the question of how the firm must learn, improve,
and innovate in order to meet its objectives. Much of this perspective is employeecentered. The following table outlines some examples of learning and growth measures:
Objective

Specific Measure

Manufacturing learning Time to new process maturity

Product focus

% of products representing 80% of sales

Time to market

Time compared to that of competitors

Achieving Strategic Alignment throughout the Organization

Whereas strategy is articulated in terms meaningful to top management, to be
implemented it must be translated into objectives and measures that are actionable at
lower levels in the organization. The Balanced Scorecard can be cascaded to make the
translation of strategy possible.
While top level objectives may be expressed in terms of growth and profitability, these
goals get translated into more concrete terms as they progress down the organization and
each manager at the next lower level develops objectives and measures that support the
next higher level. For example, increased profitability might get translated into lower unit
cost, which then gets translated into better calibration of the equipment by the workers on
the shop floor. Ultimately, achievement of scorecard objectives would be rewarded by the
employee compensation system. The Balanced Scorecard can be cascaded in this manner
to align the strategy thoughout the organization.
The Process of Building a Balanced Scorecard
While there are many ways to develop a Balanced Scorecard, Kaplan and Norton defined
a four-step process that has been used across a wide range of organizations.
1. Define the measurement architecture - When a company initially introduces the
Balanced Scorecard, it is more manageable to apply it on the strategic business
unit level rather than the corporate level. However, interactions must be
considered in order to avoid optimizing the results of one business unit at the
expense of others.
5
www.abahe.co.uk

ArabBritishAcademyforHigherEducation.

2. Specify strategic objectives - The top three or four objectives for each
perspective are agreed upon. Potential measures are identified for each objective.
3. Choose strategic measures - Measures that are closely related to the actual
performance drivers are selected for evaluating the progress made toward
achieving the objectives.
4. Develop the implementation plan - Target values are assigned to the measures.
An information system is developed to link the top level metrics to lower-level
operational measures. The scorecard is integrated into the management system.
Balanced Scorecard Benefits
Some of the benefits of the Balanced Scorecard system include:

Translation of strategy into measurable parameters.

Communication of the strategy to everybody in the firm.
Alignment of individual goals with the firm's strategic objectives - the BSC
recognizes that the selected measures influence the behavior of employees.
Feedback of implementation results to the strategic planning process.

Since its beginnings as a peformance measurement system, the Balanced Scorecard has
evolved into a strategy implementation system that not only measures performance but
also describes, communicates, and aligns the strategy throughout the organization.
Potential Pitfalls
The following are potential pitfalls that should be avoided when implementing the
Balanced Scorecard:

Lack of a well-defined strategy: The Balanced Scorecard relies on a well-defined

strategy and an understanding of the linkages between strategic objectives and the
metrics. Without this foundation, the implementation of the Balanced Scorecard is
unlikely to be successful.
Using only lagging measures: Many managers believe that they will reap the
benefits of the Balanced Scorecard by using a wide range of non-financial
measures. However, care should be taken to identify not only lagging measures
that describe past performance, but also leading measures that can be used to plan
for future performance.
Use of generic metrics: It usually is not sufficient simply to adopt the metrics used
by other successful firms. Each firm should put forth the effort to identify the
measures that are appropriate for its own strategy and competitive position.

6
www.abahe.co.uk