{"id":9005,"date":"2025-01-27T02:14:31","date_gmt":"2025-01-26T22:44:31","guid":{"rendered":"https:\/\/sabamcg.com\/?p=9005"},"modified":"2025-03-19T20:03:12","modified_gmt":"2025-03-19T16:33:12","slug":"%da%86%da%af%d9%88%d9%86%d9%87-%d8%b9%d9%85%d9%84%da%a9%d8%b1%d8%af-%d9%81%d8%b1%d8%af%d8%8c-%d8%aa%db%8c%d9%85-%d9%88-%d8%b3%d8%a7%d8%b2%d9%85%d8%a7%d9%86-%d8%b1%d8%a7-%d8%a8%d8%a7-%d9%87%d9%85","status":"publish","type":"post","link":"https:\/\/sabamcg.com\/en\/%da%86%da%af%d9%88%d9%86%d9%87-%d8%b9%d9%85%d9%84%da%a9%d8%b1%d8%af-%d9%81%d8%b1%d8%af%d8%8c-%d8%aa%db%8c%d9%85-%d9%88-%d8%b3%d8%a7%d8%b2%d9%85%d8%a7%d9%86-%d8%b1%d8%a7-%d8%a8%d8%a7-%d9%87%d9%85\/","title":{"rendered":"How do we measure the performance of the individual, team, and organization?"},"content":{"rendered":"\t\t
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Performance Management Based on Professor Mirsapasi's Model\n(How to Measure Individual, Team, and Organizational Performance Together?)<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Part One: Generalities of Performance Management:<\/strong><\/p>

Definition of Performance Management:<\/p>

Performance management is a systematic and information-based process that helps managers manage employees in achieving goals, implementing plans, and fulfilling missions. Also, performance management, in its new definition, is a profession that helps managers and supervisors, after setting goals and planning for the behavior and performance of their employees, to evaluate the extent and quality of the implementation of plans and the achievement of goals at the end of the period, and through rooting out and analyzing satisfactory and desirable or unsatisfactory and undesirable behaviors and performances, and with the help of continuous application of this cycle, to provide the basis for improving performance and promoting employee behavior.<\/p>

The following cycle is used in the performance management process:<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
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Goal Setting and Performance Planning:<\/strong><\/p>

In this stage, goals and expectations, standards, behaviors and values, and everything that must be done or observed by the employee are discussed persuasively.<\/p>

Note: The goals and expectations that are proposed and agreed upon in this stage should be rooted in the goals of the organization and be relevant and relevant to the achievement of these goals.<\/p>

Continuous Monitoring and Coaching:<\/strong><\/p>

In this stage, the manager and supervisor monitor the quality and quantity of the employee’s work, guide and encourage him, inform him of deviations or behavioral discrepancies in his performance compared to the goals.<\/p>

Coaching is a one-on-one and personal experience and relationship during which the manager, in the role of a coach, helps his employees improve their performance and prepare for changes in their career path.<\/p>

Performance Appraisal and Feedback:<\/strong><\/p>

In this stage, the manager and supervisor evaluate the behavior and performance of the employees in comparison to what was agreed upon and targeted and rank the employees in terms of performance.<\/p>

Performance Analysis and Review:<\/strong><\/p>

After conducting the necessary assessments, the manager should review, analyze, and revise the performance in a face-to-face meeting and jointly make decisions regarding improvement.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Part Two: How to Measure Individual, Team, and Organizational Performance?<\/strong><\/p>

Based on Professor Mirsapasi’s studies and experience, in the philosophy of performance management, a three-dimensional diagram is recommended as follows:<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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As can be seen in the diagram,<\/p>\n

On the X axis: Evaluation considering three characteristics: Inputs, Throughputs,  and Outputs<\/p>\n

On the Y axis: Individual, group or organizational unit, and organization, and finally<\/p>\n

On the Z axis: Job type, which also represents organizational category, is considered, which raises a total of 9 variables.<\/p>\n

Given that in each organization, the relative importance of the variables varies according to the type of work and technology, and finally the conditions of each of these factors, a specific importance coefficient appropriate to the organization can be considered for each of these factors by conducting the necessary expertise, and, for example, an evaluation score can be calculated for each individual in the organization with a simple formula as follows.<\/p>\n

P= (a1I1+B1T1+y1O1) +(a2I2+B2T2+y2 O 2)+(a3I3+B3T3+y3 O 3)<\/p>\n

It should be noted that if a valid criterion cannot be defined to measure any of the variables mentioned, at least at the beginning of the work, then they can be temporarily disregarded, but it is essential to consider the results of the work of the group and the organization.<\/p>\n

It is noted that for all three variables of the individual, group and organization, it is essential to consider the performance management cycle, otherwise it cannot be called performance management.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

Performance management is a systematic and information-based process that helps managers manage employees in achieving goals, implementing plans, and fulfilling missions. Also, performance management, in its new definition, is a profession that helps managers and supervisors, after setting goals and planning for the behavior and performance of their employees, evaluate the extent and quality of the implementation of plans and the achievement of goals at the end of the period, and through rooting out and analyzing satisfactory and desirable or unsatisfactory and undesirable behaviors and performances, and with the help of continuous application of this cycle, prepare the ground for improving performance and promoting employee behavior.<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"elementor_header_footer","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-9005","post","type-post","status-publish","format-standard","hentry","category-articles"],"yoast_head":"\nHow do we measure the performance of the individual, team, and organization? - SABA Management Consulting<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/sabamcg.com\/en\/\u0686\u06af\u0648\u0646\u0647-\u0639\u0645\u0644\u06a9\u0631\u062f-\u0641\u0631\u062f\u060c-\u062a\u06cc\u0645-\u0648-\u0633\u0627\u0632\u0645\u0627\u0646-\u0631\u0627-\u0628\u0627-\u0647\u0645\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How do we measure the performance of the individual, team, and organization? - SABA Management Consulting\" \/>\n<meta property=\"og:description\" content=\"Performance management is a systematic and information-based process that helps managers manage employees in achieving goals, implementing plans, and fulfilling missions. 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