چکیده:
In today's complex and competitive world, the effective performance of organizations requires having coherent evaluation systems and operational planning. The weakness of traditional patterns in measuring performance and the rapid change in environmental conditions have doubled the necessity of reviewing performance management methods and designing accurate evaluation indicators (Tolaei, 1386). This research, with the aim of investigating how to formulate an organization's operational plan and determining performance evaluation indicators, has analyzed the theoretical and practical concepts related to the performance management process.
Theoretical findings of the article show that formulating an operational plan is a systematic process for converting macro and strategic goals into short-term executive plans, and performance evaluation is a mechanism for measuring the extent of achieving these goals and continuous performance improvement.
In this regard, the performance evaluation process has been examined in six essential stages including: formulating indicators, determining weights, standardization, communicating indicators, measuring performance, and analyzing results. The results of the studies indicate that establishing a structured performance evaluation system, while enhancing accountability and transparency, leads to improved managerial decision-making, increased productivity, and the institutionalization of a culture of continuous improvement in the organization.
In total, the findings emphasize that integrating operational planning with performance management is a key factor in dynamism, organizational learning, and the achievement of strategic goals.
خلاصه ماشینی:
This research, with the aim of examining how to formulate an organization's operational plan and determining performance evaluation indicators, has analyzed theoretical and practical concepts related to the performance management process.
The theoretical findings of the article show that formulating an operational plan is a systematic process for converting macro and strategic goals into short-term executive programs, and performance evaluation is a mechanism for measuring the extent of achieving these goals and continuous performance improvement.
However, in general, it can be said that the ultimate goal of performance evaluation is to measure the extent of effectiveness of the organization's decisions and actions through the performance management process (Ghasemi and Norouzi, 1402: 9).
Experts and researchers today believe that performance evaluation is a primary subject in all organizational analyses, and performance evaluation leads to system intelligence and motivates individuals and organizations toward desirable behavior, and is considered a main part of formulating and implementing organizational policy; an organizational conception that does not include performance evaluation and measurement is impossible (Nikbakht and Rahimi Pour, 1401: 3).
An operational plan provides a framework for optimal resource allocation and effective activity execution by mapping out the path to achieving macro goals; while performance evaluation, by measuring efficiency and effectiveness, makes it possible to receive feedback and continuously correct processes.
Therefore, integrating the performance evaluation system with operational planning not only results in alignment between strategic goals and the organization's executive activities but also leads to the creation of a culture of accountability, transparency, and continuous improvement.
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