STRATEGIC PERFORMANCE MANAGEMENT

Strategic Performance Management

Strategic Performance Management

Be able to set performance targets of teams to meet strategic objectives

Assess the links between team performance and strategic objective

The effectiveness of the team depends on the strategic changes. The changes include controlling the quantitative composition of the team; management of functional responsibilities of team members and distribution of functional and team roles. By managing these types of teamwork, the effectiveness of teams can be monitored which would increase efficiency and achieve success in carrying out the changes.

From general considerations, it is clear that the efficiency in very large teams will be smaller than when a certain optimum size, although as the desire to reduce the number of team members, and to an increase is justified. In the first case, the communication speed increases and, consequently, the speed of the job. In the second, the inclusion of a team of specialists will provide more improvement in the quality of the task. The most reasonable would be to have a team as small as possible in size, but big enough so that the competence of its members meets the requirements of the task.

The commands greater number of its members is subject to disordered communication, which leads to the disruption and the emergence of a feeling that a lot of time wasted. With the increase in the number of teams the number of interactions of its members also increases.

Every interaction has a potential conflict between its members; broad likelihood of organizational difficulties is with the expansion team.

If the team comprises more than a dozen people, it would be wise to split it into two subgroups, giving each of them an integral part of the overall job and keeping the overall management team. If do not, the team split up into informal groups in a dictatorial manner (for example, on the basis of liking the team members to each other), making it difficult to coordinate the execution of tasks and reduce the effectiveness of teamwork. Therefore, the process of partitioning a large group into subgroups, with a view to achieving team goals, better manage consciously and carefully.

Tools and techniques available to set team performance targets in the organisation

A performance evaluation system is the set of mechanisms to define the extent to which people contribute to achieving the standards required by the office or position they occupy in the organization, as well as the objectives of the company. Facilitate actions necessary for professional and personal development as well as to increase future contributions.

A dashboard management is a small sample of indicators that allow a manager to monitor the results, the deviations from reference values (goals, standards, internal and external statistical sources), as possible in real time, focusing on those he considers most significant. An indicator is a parameter or combination of parameters that represent the state or the evolution of a system; it is chosen according to the levers that will be used to take any corrective action based and therefore, decisions to take in the ...