Performance Evaluation and Career Development Strategies for Managers
Performance Evaluation and Career Development Strategy
Learn to what degree a manager plans, organizes, is responsible for the staffing, directing, and controlling properly. This is the only way to ensure that those in administrative positions make effective administrative decisions.
Selection of Evaluation Criteria
- Performance in meeting targets: Evaluation with verifiable targets chosen in advance is an extraordinary value for performance evaluation.
- Performance as managers: The system of measuring performance with predetermined objectives must be completed with an evaluation of the administrator as such.
Evaluation of Managers Based on Verifiable Targets
A network of affordable and meaningful targets is essential for effective management. Supervisors are determined based on the extent to which these objectives managers set goals and perform successfully.
Different Views on Assessment Issues
People have different views on the issues of performance evaluation. We will concentrate on three:
- Subjective or objective evaluation: The evaluation should focus on results, but we must be careful not to get lost in the numbers game.
- Self-judgment: Administrators have the authority of his office and therefore should be the only judges in evaluating the performance of their subordinates. APO’s philosophy emphasizes the self-control and self-direction. But this assumes that the subordinate and superior verifiable objectives established before.
- Evaluation of past performance or future development: One must learn from mistakes, but we must use this knowledge and turn them into development plans for the future.
Three Types of Reviews
The simplified model performance evaluation indicates that there are three types of evaluations:
- A thorough review: This should be performed at least once a year, and the analysis should be more frequent. Revisions must be complemented by extensive formal frequent reviews of progress.
- Periodic reviews of progress: These revisions can be short and relatively informal, but still can identify problems or barriers to effective performance.
- Continuous monitoring: There is no need to wait for the next periodic review to correct possible deviations from the performance against the plans. Superior and subordinate address the situation immediately.
Advantages of the Evaluation Based on Verifiable Targets
The advantages of the assessment based on the achievement of targets almost completely coincide with those of management by objectives. Again and made part of the process, are essential for effective management and provide means of improving the quality of management. Evaluate performance from and based on verifiable targets offers the great advantage of being a practical procedure.
Disadvantages of Evaluation Based on Verifiable Targets
One is the high likelihood that compliance or noncompliance of goals is not entirely attributable to people.
From the standpoint of evaluation and operational management, perhaps the biggest shortcoming of management by objectives is that it only evaluates the operating performance, and when it is imposed also assess not only the intervention of fate, but also additional factors such as the management skills of an individual.
A Programmatic Proposal: Evaluation of Managers as Such
The most appropriate criteria for evaluating managers are the foundation of the administration. This program involves the classification of the functions of managers and the subsequent proposal of a series of questions about each function. These questions are designed to reflect the crucial underpinnings of the administration in every area. For the managers are evaluated according to how well they have performed their activities. The scale used ranges from 0 (inadequate performance) to 5 (superior performance).
Sample Questions for the Evaluation of Managers as Such
- Planning: Does the administrator set verifiable targets for the departmental unit in both the short and long term consistently related to those of their superiors and the company?
- Organization: Does the administrator delegate authority to subordinates based on the results expected of them?
Advantages of the New Program
Aspects such as variable budgets, verifiable targets, integration of personnel, functional authority and delegation of authority to adopt a consistent meaning. This system has proven to be a management development.
Disadvantages of the New Program
Only applies to the administrative aspects of any given post, not technical colleges as marketing and engineering skills, which could also be important.
Rewards and Stresses of Administration
Rewards of Administration
Given that the candidates for managers differ widely among themselves in regard to their age, economic status and degree of maturity, each want different things, among which however are often opportunities, power and income.
- Pay for performance: The rewards should be timely. This means that they should be given immediately after winning the work performed.
Tensions in the Administration
It is an adaptive response mediated by differences or psychological processes of each individual. This is a consequence of any action, situation or event external (environmental) imposed excessive psychological or physical demands on a person. Index of the arduous life.
Formulation of the Career Development Strategy
Each person must devise its own strategy so that he can use his strengths and overcome weaknesses to take advantage of career opportunities presented to it.
- Developing a personal profile: Greater clarity about personal values help determine the direction of career.
- Development of personal and professional goals in the long run: The long-term goal must be translated into short-term objectives. But to do so is necessary to make a careful assessment of the external environment, including threats and opportunities.
- Environmental analysis: threats and opportunities
- Analysis of personal strengths and weaknesses
- Development of strategic career choices: The most successful strategy is based on personal strengths to the best use of opportunities.
- Testing congruence and strategic choices: While having the skills required by the labor market may well be that professional development in a certain field is not consistent with the values or interests.
- Development of career goals and breads short-term action: But a strategy for professional development must be based on objectives and action plans in the short term, which may be part of the performance appraisal process.
- Development of contingency plans: They must also develop contingency plans based on different assumptions.
- Tools of the security plan: The professional goals and personal ambitions may be taken into account in the selection and promotion and in designing and developing training programs.
- Progress monitoring: Monitoring is the process of evaluation of processes in meeting career goals and carrying out necessary corrections to the purposes or plans.