Measure of Executive Performance

Document Type:Essay

Subject Area:Management

Document 1

The evaluation of executives helps in the firm’s performance both externally and internally. Therefore, by employing all these strategies the operations of a business are well underlined. This is what this discussion will be explaining in understanding the measures of executive performance. Introduction The main reason for establishing a company is to generate profits. This is in spite of satisfying its customers. These methods should be practiced by all members of the given company for when they are well followed they will have a positive impact to the growth of the industry. Among them include; performance appraisal, job analysis, and MBO method. Clearly following these measures, it is believed that their evaluation of the performance of a company is best understood.

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Moreover, as it is discussed below, the methods have different areas of applications thus understanding which method to be used, where and what time. Performance appraisal- Efficient performance measurement is through the performance metrics deployed in defining the organization performance from different perspectives (Chai, 2009). The organizational performance measure of governing philosophy should not just be about the Performance Function, but more about the existing cooperate culture, management leadership style, and the core values of the organization (Monahan, 2013). The executive leaders with the help of the human resource manager of the team must slowly create an environment which will be for the recent Performance Management evaluation. Job analysis-The shareholders must factor in the essential talent and skills that are vital for the management by respective job responsibilities during analysis job evaluation.

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The review should focus on the qualification of each duty and responsibility of each executive officer, experience, and the required skill crucial for the position (Moynihan, 2008). Outlining the primary activities and roles of every situation will help build a yardstick for every job and then permit its categorization. Notably, this technique relies on setting the objective to establish overall goals for the company as a whole, beginning with every employee, junior managers, managers, and departments (Mobley, 2009). Therefore, during the performance execution process all these staffs have to be involved to come up with a better end result. Executives and employees should, therefore, meet to assess, discuss the objectives, and arrive at a consensus on them in and the specified timeframe for accomplishing the tasks.

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Being specific allows targets to be measured feasibly. After consensus building with the teams, a timeline should be in writing where the agreed-on goals are reviewed (Mobley, 2009). By this the workers will highly develop trust with the company. This will make them feel active members of the company thus increasing the monthly provisions of the given company. For instance, the human resource manager should try and formulate salaries and bonuses for more liable. Such payments should then pass through the stringiest guidelines ensuring a pay-for-value package. Conclusion In conclusion, it is necessary to understand that the evaluation process must not always be formal other times it should be respectful but slightly informal at times. K.  Total plant performance management: A profit-building plan to promote, implement, and maintain optimum performance throughout your plant.

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