Goals must be aligned instead of achievable- achievable is depending on whose view you normally ask. i.e. the person who just want the bonus- then results will be lowered but may not be enough for company to achieve goals. It will be also hard for supervisors to convince staff to stretch the subordinate goals. Whether the goal is achievable is already covered in the next point which is Realistic.
Achieving Business Results Through Employee Training & Development
Achieving business results through employees' learning and training development<br />Christopher Chew<br />Manager<br />HCM & LMS Specialist<br />DayaQuest Technologies SdnBhd<br />
Aligning Corporate Goals to Development Plans<br />Corporate Values, Vision, Mission, Goals & KPIs<br />Career & Succession Planning<br />Compensate by Performance<br /><ul><li> Cascaded
Line of sight</li></ul>Performance<br />Management<br />Core<br />Competency<br />Personal Development Plan<br />Measured, Managed & Track<br />Goals<br />Competencies<br />Aspirations<br />Functional<br />OTJ, eLearning, Classroom<br />Virtual Classroom, Mobile Learning<br />Second Life, Blog, Forum<br />Coaching/Mentoring<br />
“…performance management is the process area that provides the greatest leverage for business impact.”<br />Talent Management Systems 2010<br />Market Research, Implementation Experiences and Solution Provider Profiles<br />Bersin’s & Associates<br />
Personal Development Plan<br />“In the average organization, only about one-thirdof all employees have a development plan.<br />Of those employees who have a development plan, only one-third think the plan is challenging and applicable”<br />CLC Human Resources, Benchmarking the High-Performance Organization: A Quantitative Analysis of the Implementation of High-Impact Performance Management Strategies, Washington, D.C.:<br />Corporate Executive Board.2003; CLC Learning and Development research<br />
Learning Paradigm<br />I Want to Learn <br />VS<br />I Have to Learn<br />