Following steps are undertaken for developing a workforce score card. (a) Identify critical and carefully defined outcome measures. (b) Translate the measures into specific actions and outcomes. (c) Identify high and low performing employees. (d) Develop and communicate detailed description of what is expected. (e) Develop supporting HRM and measurement systems. What is the correct chronological order of these steps ?
(a), (b), (d), (c)
Option 2 — (a), (b), (d), (c) is correct.
A workforce scorecard links what employees do to the strategic outcomes an organisation wants. Building it therefore starts with the ends and works back to the people, following a logical top-down sequence.
| Order | Step |
|---|---|
| 1 (a) | Identify critical, carefully defined outcome measures — decide what results matter. |
| 2 (b) | Translate those measures into specific actions and outcomes required from the workforce. |
| 3 (d) | Develop and communicate a detailed description of what is expected of employees. |
| 4 (c) | Identify high and low performing employees against those expectations. |
The logic flows from defining outcomes, to the actions that produce them, to communicating expectations, and finally to appraising who meets them. Step (e), developing supporting HRM and measurement systems, is not part of this particular four-step chronological chain.
Why the other options are wrong: Options 1, 3 and 4 either place (c) too early — you cannot sort performers before expectations are communicated — or insert (e) into the sequence, breaking the outcome-to-people flow.
Takeaway: Define outcomes, translate to actions, communicate expectations, then identify performers.
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