• July 27, 2023

Modernizing the Balanced Scorecard: Reevaluating classic financial indicators for today’s challenges

Modernizing the Balanced Scorecard: Reevaluating classic financial indicators for today’s challenges

Ms. Anita Ananthan writes about how the Balanced Scorecard, a strategic tool, has evolved to meet today’s demands. 

Let’s explore how the Balanced Scorecard, a strategic management tool, has adapted to meet the demands of the modern era, without delving into its foundational concepts. We will assess and examine how these key performance indicators have evolved to tackle contemporary challenges effectively.

The Balanced Scorecard encompasses four fundamental perspectives: Financial Measures, Customer, Internal Processes, and Growth. Traditionally, organizations relied on financial indicators like sales, revenue, asset utilization, and cost management to gauge their strategic progress and provide stakeholders with a basis to evaluate their investments and returns.

However, compelling evidence from numerous studies highlights the necessity for a shift towards non-financial measures. Emphasizing continuous innovation and learning becomes paramount in driving growth through agile and productive contributions. By embracing this approach, companies can better adapt to the dynamic business landscape, ensuring long-term success and sustainable development.

While financial measures are undoubtedly crucial for assessing growth and progress, organizations must also prioritize non-financial measures, with a particular focus on innovation, learning, and upskilling. In the dynamic contemporary landscape, the pursuit of knowledge and the continuous enhancement of skills are imperative. It is essential to challenge ourselves constantly, staying updated with the latest skills and knowledge, and consistently evaluating and upskilling.

An organization that dedicates resources to upskilling and fosters a culture of continuous learning will undoubtedly cultivate a highly motivated team, capable of embracing challenges and propelling growth. In this context, investing in employees becomes a paramount financial indicator.

In today’s scenario, organizations should recognize that financial success is not solely achieved through traditional financial metrics. A well-rounded approach, which includes nurturing innovation, promoting a learning culture, and empowering employees through upskilling, is vital for long-term growth and sustainable success. This holistic perspective ensures that the workforce remains agile, adaptable, and prepared to seize opportunities and tackle any obstacles that come their way. Consequently, such organizations are poised to achieve not just financial prosperity but also a thriving and motivated team, ready to lead the way to success.

Continuously honing skills and knowledge at every stage of life not only fosters competitiveness but also ignites a passionate drive to approach activities with renewed enthusiasm and a deep sense of confidence in abilities. Undeniably, our performance and capabilities are influenced by an array of factors, both internal and interdependent with external elements. Embracing the process of learning and growth empowers us to navigate these factors effortlessly.

Numerous studies have extensively examined the profound impact of Employee Training and Development within the IT sector, as it plays a pivotal role in fostering organizational growth. However, despite India’s impressive growth in many areas, its research and development (R&D) expenditure-GDP ratio remains significantly low at 0.7%. This figure pales in comparison to major economies and falls well below the global average of 1.8%. The primary cause of this disparity can be attributed to the relatively modest investments made by the corporate sector in R&D, with the government taking on the lion’s share of approximately 60% of the total R&D expenditure.

To tackle this challenge and enhance the nation’s capabilities, the introduction of Internship Programs has emerged as a compelling solution. Notable initiatives such as the Niti Aayog and Digital India Internship Scheme – NIIC have proven to be a morale booster, effectively offering skilled individuals the chance to upskill while generating opportunities across diverse cities and regions throughout the country.

Amidst the ongoing challenges of talent acquisition and retention in the Indian corporate landscape, the HR team has ingeniously devised a solution by embracing Internship and Apprenticeship Work-Based Learning Programs. By strategically combining these initiatives with well-designed educational components, they have initiated a remarkable innovation aimed at nurturing and cultivating a consistent and sustainable pipeline of skilled resources. This approach not only addresses the current scarcity of qualified professionals but also ensures a reliable supply chain of talented individuals for the organization’s future growth and success.

Investment in research and employee training is frequently overlooked in budgeting, particularly in the context of support functions. This is because such activities are often deemed repetitive, leading to a disregard for the necessity of training and upscaling. However, what many fail to realize is that enhancing productivity and developing competencies today serve as a certified stamp for achieving success tomorrow.

The financial sector boasts a highly skilled workforce that is trained to be perceptive, attentive, and dedicated to their roles. Employees work together seamlessly, both formally and informally, with clearly defined roles and responsibilities. In this service-oriented industry, integrity and confidentiality are paramount, and each employee embodies these values. The driving force behind the sector’s success is a commitment to performance, both in delivering exceptional service and in fostering a strong personal drive to excel.

Individuals in this sector possess a unique blend of expertise and motivation, which collectively ensures the organization operates with the utmost safety and productivity. While training remains an integral part of each organization, emphasis is also placed on seeking out individuals with the right behavioural attitudes and formative skills during the induction process. By cultivating this skilled and motivated workforce, financial organizations thrive and continue to excel in their field.

Investing in a thriving safety culture that fosters curiosity, vigilance, active engagement, and effective collaboration is paramount. Augmenting knowledge through continuous learning, incorporating test cases and research, significantly contributes to the development of an exceptionally resilient organization. Such an organization not only remains acutely aware of prevailing circumstances but also adeptly adapts to changes with efficiency and speed.

As a pivotal metric in the balanced scorecard, the translation and utilization of employees’ innovations and learnings play a critical role in driving the organization’s growth forward.

Meet the author:

Ms. Anita Ananthan is the Chief Financial Officer – Legal & Compliances at Credence Analytics, a micro-certified MSME software company. She holds the esteemed distinction of being an alumna of the London School of Economics (LSE). She is also the founder of ‘Club of Hope’, an NGO for kids and the old.

Disclaimer: The views expressed here are personal. The author can be reached at anitakumar@credenceanalytics.com


  • Excellent way of explaining Balanced Score card. Anita has amazing experience and knowledge of business. Good insight in barious sectors and areas of training

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