Encouraging co-benefits in climate-affected hazard adaptation: Developing and testing a scorecard for project design and evaluation

Jones, Devon M.; Doberstein, Brent

doi:10.1016/j.ijdrr.2022.102915

Cited by 2 publications

(2 citation statements)

References 58 publications

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“…After scoring with the help of hypothetical data, it was found that the performance achievement of all strategy objectives is in the green category, which means the target has been achieved. Besides, it also shows that the perspective of learning and growth, internal business processes, and customers have successfully supported the performance of the financial perspective (Jones & Doberstein, 2022). The success of achieving the overall performance of this financial perspective ultimately leads the institution to a condition where the institution can achieve the targets that have been set previously.…”

Section: Analysis Of Human Resources Scorecard Performance Measuremen...mentioning

confidence: 74%

Implementation of Human Resources Scorecard-Based Human Resources Work System Design at PT. Suryasukses Abadi Prima

Septiani

Setiadi

2023

ijjm

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PT. Surya Sukses Group is one of the largest plastic manufacturers in Indonesia. This company has been established since 1989 whose products have been used by many industries. This study aims to determine the stages of implementing the Human Resource Scorecard and measuring human resource performance based on the Human Resource Scorecard at PT. Surya Success Group. The Human Resource Scorecard is a way to measure and show the performance of a company's human resources in a comprehensive manner that is directly aligned with the company's vision, mission and goals. This study uses a four-perspective approach, namely the Financial Perspective; Customer Perspective; Internal Business Process Perspective; Learning and Growth Perspective. Data collection was obtained from research related to four perspectives from PT. Surya Success Group. So the total score of PT. Surya Sukses Abadi Prima in 2019 was 2,506 which was classified as a bad company performance and in 2020 it was 3,139 which was classified as a medium company performance.

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Section: Analysis Of Human Resources Scorecard Performance Measuremen...mentioning

confidence: 74%

Implementation of Human Resources Scorecard-Based Human Resources Work System Design at PT. Suryasukses Abadi Prima

Septiani

Setiadi

2023

ijjm

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“…However, there are also limits to specificity in coastal hazard adaptation as trying to create policies that can attend to the needs of every individual across a society can seem daunting. Here, the concept of co-benefits, "the secondary or unintended goals of a hazard adaptation project that are additional to the project's primary function, but complementary to its objective of increasing community resilience" (Jones and Doberstein, 2022) can be a powerful tool to maximize resilience across communities. By seeking direct input from communities to identify which needs and potential solutions offer co-benefits beyond a specific marginalized group, policy options become more viable.…”

Section: Disaster Experiences Are Not Created Equalmentioning

confidence: 99%

Toward equitable coastal community resilience: Incorporating principles of equity and justice in coastal hazard adaptation

Fox,

Tilt,

Ruggiero

et al. 2023

Camb. prisms Coast. futures

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To meet the challenges of hazards impacting coastal communities, demand is growing for more equitable coastal natural hazard adaptation and disaster mitigation approaches, supported by co-productive research partnerships. This review paper outlines contemporary advances in hazard adaptation and disaster mitigation with attention to how an equity and justice framework can address the uneven impacts of hazards on marginalized and underserved communities. Drawing upon the allied concepts of distributive, procedural, systemic, and recognitional equity and justice, we illustrate how these concepts form the basis for equitable coastal resilience. To demonstrate how equitable resilience can effectively advance contemporary adaptation and mitigation strategies, we present two vignettes where collaborative partnerships underscore how equitable coastal hazard planning and response practices complement these processes in coastal zones subject to large earthquakes and tsunamis. The first vignette focuses on disaster response and takes place in the Tohoku region of Japan, with diverse gender and sexual minority community members’ experiences of, and responses to, the 2011 Tohoku disasters. The second vignette centers on hazard planning and takes place on the U.S. Pacific Northwest coast along the Cascadia Subduction Zone to demonstrate how principles of distributive, procedural, systemic, and recognitional equity can inform the co-production of alternative coastal futures that prioritize equitable resilience. From this discussion, we suggest applying an equity lens to research processes, including alternative futures modeling frameworks, to ensure that the benefits of hazard adaptation and disaster mitigation strategies are equitably applied and shared.

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Encouraging co-benefits in climate-affected hazard adaptation: Developing and testing a scorecard for project design and evaluation

Cited by 2 publications

References 58 publications

Implementation of Human Resources Scorecard-Based Human Resources Work System Design at PT. Suryasukses Abadi Prima

Implementation of Human Resources Scorecard-Based Human Resources Work System Design at PT. Suryasukses Abadi Prima

Toward equitable coastal community resilience: Incorporating principles of equity and justice in coastal hazard adaptation

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