A professional manager must have suitable characteristics and qualities to be able to function effectively. The necessary knowledge and skills are built on these individual characteristics and their application becomes a competence. Their requisite balance and amount will vary from person to person and change with maturity, experience and, in certain cases, education and training.
Businesses from manufacturing and service industries (including sectors such as leisure, hospitality, retail, banking, and so on) to the public sector (including government, charities, and so on) normally require competent professional management to succeed and be competitive.
Businesses have aims and objectives. In general these are: To be profitable (value for money, if non-profit making) and to increase their market share. In addition, they are likely to aim at generating added value both for their customers and employees. Also, but not always, they seek to be well-respected and have a happy and harmonious workforce.
To be a competent and effective manager it is necessary to demonstrate certain behaviour, knowledge and skills and to achieve agreed deliverables. These, collectively, can be called management competences.
The diagram illustrates that management competency and performance are an integral part of the organisation’s value chain. It illustrates the framework that, in our view, forms the basis for measuring and evaluating the competency of Professional managers. The competency value chain and its content will obviously vary from firm to firm, from industry to industry and from levels of management responsibility.
Evaluation and assessment of managers can be applied at any level of management and for subsets of management activity. However, the competences as described have been prepared with senior levels of management in mind, pre-supposing that they can be extrapolated downwards in the management chain, albeit with a lesser contribution.
The framework as illustrated be also be used as a basis for the design of practical management education and training programmes, for the identification of staff training and development needs to ensure that desired performance of the deliverables are achieved.
Our Post Experience Qualifying Programme – PEQP – encompasses the elements of the framework and managers are expected to demonstrate their analytical, problem solving and communication skills within a work place environment. Completion of our programme forms the basis for further improvement through our requirement for Continuous Professional Development (CPD).
Characteristics and Qualities