The need to assess the effectiveness of the organization's management arises in several cases. This can be a crisis situation of the organization, the need for investment, or the reorganization of the company and the need to unify its management system. Evaluation is a study of an organization, which involves setting goals, detailed analysis, and deriving practical recommendations for improving management effectiveness.
Instructions
Step 1
Set goals and objectives for the assessment of the effectiveness of the management system. Objectives should be clearly spelled out with an indication of the time frame after which they can be verified. The challenge will be to find weaknesses in the functioning of the organization. To do this, indicate what deviations from the norm in the organization's activities exist, with what they may be associated.
Step 2
Check if the organization's goals are defined and accepted by all members of the management team. This is necessary so that you are not like a "swan, cancer and pike" when making joint decisions and analyzing the effectiveness of enterprise management.
Step 3
Define your management performance diagnostics model. It can be mechanistic or humanitarian, and it differs in the subject of diagnosis. The mechanistic model considers the organization as a set of factors of production - structures, means, raw materials and materials, labor, designed to solve the problems of the organization and, accordingly, seeks out failures in system management. The humanitarian model considers the organization as a collection of human resources and represents motivation, communication, participation of team members in decision-making as important components. Therefore, this model pays attention to operational management, managerial and personal efficiency of leaders. Both models are often used to assess managerial performance.
Step 4
Choose tools, assessment techniques based on the accepted diagnostic model. It can also be computer modeling, which allows you to assess the organizational structure in terms of feasibility and practicality. Use special software tools for this. This can be the use of psychological testing, interviews, interviews and other techniques, in order to assess business qualities, the growth potential of managers.
Step 5
Analyze the composition of structural links, their subordination, real workload. Analyze the distribution of basic functions by departments, determine their adequacy, feasibility, both economic and psychological. Check to what extent the functions of the departments are performed, to what extent they correspond to their structural departments, whether there are any contradictions or duplication of functions within the departments or between them. Be sure to note the weak links, the shortcomings that you need to pay attention to.
Step 6
Analyze the leadership style, business qualities of the leaders and their job responsibilities. Pay attention to assessing the growth potential of managers, assess their experience and the complexity of the tasks performed, also pay attention to the cohesion of teams in departments.
Step 7
Based on the data obtained, make recommendations for improving the management system, suggest several optimal options for changing the organizational structure, moving specific people. Be sure to comment on the results of any changes. Submit them to the judgment of all interested parties, the so-called “stakeholders”. Perhaps, with general discussion, an optimal, synthetic model of effective management for a particular organization will appear.
