DEVELOPING THE EXECUTIVE MANAGER

Developing the Executive Manager

Developing the executive manager

Introduction

Appraisal/Performance Management a set of management processes (planning, organization, implementation, monitoring and analysis) that allow businesses to define strategic objectives and then evaluate and manage activities to achieve their goals while making optimal use of available resources. This management system, built on the principles of cost management business (Armitstead, 2010, pp. 5). Performance management encompasses the entire spectrum of tasks in the field of strategic, financial, marketing and operational management of the company and includes the use of management techniques such as modeling strategy, balanced scorecard, activity-based planning and value analysis, budgeting and business modeling , consolidated management reporting and analysis, monitoring key performance indicators ( Key Performance indicators ), associated with the strategy. Performance management involves three main activities (in all the areas of management):

Setting Goals

Analysis of the values of parameters describing the organization achieve its goals, and

Control actions of managers on the results of analysis aimed at improving the future of the organization to achieve the goals (Bartol, 2003, pp. 12).

Since 1992, on performance management is very strongly influenced the development of the concept of Balanced Scorecard / balanced Scorecard. Typically, managers use balanced scorecard to organizational goals make clear to employees, to determine how to monitor the achievement of objectives and to implement a mechanism that signals the need to make to the organization of corrective actions. These steps are the same as what we can see in the concept of CPM, and as a result, the balanced scorecard is most often used as a foundation for performance management systems in an organization. Using the techniques of performance management, owners tend to bring the strategy to all levels of the organization to transform strategy into action, and metrics that measure these actions, and use the analysis to find causal relationships, which, if meaningful, can help in making informed decisions (Bartol, 2003, pp. 12).

Content of Appraisal

The researchers says that the in the coming future all organizations will focus on the content of appraisal. Content of appraisal would be an integral part of performance appraisal to judge the individual performance on the ground of achievements and goals of the individual. Even though there is not theoretical work on the goal setting it has been taken as an integral part for employee development. Stephen covey says in his study that goals provide a path for a career ladder and goals must be smart. (Chen, 2002, 98)

S= specific

M= measurable

A= achievable

R= rational

T= time bounded

The researchers are doing their study on goal setting and developing context to help the employees to realize the value of goal setting and its importance. The competencies of the employees also matter a lot and for performance appraisal the competencies of the employees must be judged through proper performance appraisal. Few of the people have pointed out that the competencies of employees are not been given the due importance. On other hand, many other themes which are important for performance appraisal are being ...