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Abstract
The article presents the methodological tools for the evaluation the executives’ performance ensuring the companies’ sustainable development: the essence and the quantitative assessment concept of the organizational leaders’ performance; the performance conceptual apparatus features and assessment. The performance evaluation concept is proposed on the basis of various management theories combining, taking into account the stage of the organization’s life cycle. The performance evaluation stages are shown in five blocks. An indicative approach is used to assess performance, it is quantified as an indicator which integrates particular performance indicators that characterize the goals achievement for the main managing parameters (finance, patient relations, business processes, staff training and growth, and corporate management). The indicative approach features to the integrated commercial organization heads performance assessment are shown using commercial healthcare company as an example. The lifecycle stage is reflected by modification the number, composition, weights and standards value of assessment indicators. The necessity of BSC building is justified as a reflection of the social orientation and the profit generation sustainable development for the medical organization.
Highlights
The executives’ performance evaluating is one of the most difficult HR management problems [1]
The goal achievement is planned by using an interdisciplinary approach to assessment, taking into account the life cycle stage and economic dynamics; development a methodology using a KPI indicators system
There is no interdisciplinary approach to assessment which combines the principles and tools of various types of management and gives a synergistic effect; the company's life cycle stage is not taken into account, and the evaluation indicators system does not always to meet the requirements for being a system and does not always to motivate executives
Summary
The executives’ performance evaluating is one of the most difficult HR management problems [1]. The relevance of methodological tools improvement for commercial healthcare organizations executives’ performance evaluating is due to several factors: the modern market environment dynamism, which requires managers to be highly adaptable and ensure high company results; serious institutional transformations, especially in social spheres, requiring new conceptual approaches to the tools formation for managers’ performance assessing; the management by goals principles prevalence in the performance assessing practice, which leads to a simple employees’ ranking and their condition monitoring. The goal achievement is planned by using an interdisciplinary approach to assessment, taking into account the life cycle stage and economic dynamics; development a methodology using a KPI indicators system (healthcare companies case study). The executives’ performance assessment concept for commercial healthcare companies is proposed using various management theories combination as the basis: interactive management, management by goals, management by results and evidence-based management, taking into account the company’s life cycle stage. Some authors have proposed an evaluation model using a fuzzy analytical network process (FANP) to assess the healthcare organization effectiveness in order to reduce the uncertainty in this assessment [7]
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