2008 setting goals and objectives training( shrm)


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2008 setting goals and objectives training( shrm)

  1. 1. Setting Goals & Objectives Training
  2. 2. IntroductionOf all the functions involved in management, planning is themost important. As the old saying goes, “Failing to plan isplanning to fail”. Setting goals and objectives is the first andmost critical step in the planning process. Employers need tobe sure all employees are well trained in how to set theseimportant performance measurements.This sample presentation is intended for presentation to allemployees. It is designed to be presented by an individual whohas knowledge of the basics of setting goals and objectives, ofthe employer’s own policies and practices on goals andobjectives setting, tactical and strategic planning, andperformance management. This is a sample presentation thatmust be customized to include and match the employer’s ownpolicies and practices. ©SHRM 2008 2
  3. 3. ObjectivesAt the close of this session, you will be able to:• Recognize the difference between goals and objectives• Understand the importance of setting goals and objectives• Describe how goals and objectives are set at (name of company)• State what SMART objectives are ©SHRM 2008 3
  4. 4. Goals vs. Objectives Although the terms “goals” and “objectives” are often used interchangeably, there is a difference between them:Goals Objectives• General • Specific• Intangible • Measurable• Broad • Narrow• Abstract • Concrete• Strategic – long-range direction, • Tactical – short-range, set by set by top executives mangers to accomplish goals ©SHRM 2008 4
  5. 5. Quiz – Goals vs. ObjectivesWhich of these are goals and which are objectives?1. Increase profitability2. Improve community relations3. Provide short-term disability insurance to employees by mid-year4. Improve employee computer skills *Note to presenter: Ask “Is this a goal or an objective?” If a goal, ask what the related objective would be – if an objective, ask what the general goal might be ©SHRM 2008 5
  6. 6. Importance of Setting Goals & Objectives• Planning is the most important management function. > As the old quote goes, “Failing to plan is planning to fail”• Setting goals and objectives is important because it is the first and most critical step in a company’s planning process. ©SHRM 2008 6
  7. 7. How We Set Goals & Objectives• At (name of company) top management establishes our corporate goals each year and for the next 3-5 years as part of the company’s strategic plan.• Under our Management by Objectives (MBO) process, individual managers use these goals to set their departmental objectives, their own objectives, and their employee’s individual objectives.• We evaluate quality of performance of managers and employees based primarily on their accomplishment of these objectives. ©SHRM 2008 7
  8. 8. SMART ObjectivesAt (name of company) we set SMART Objectives: S Specific M Measurable A Achievable R Realistic T Time-oriented ©SHRM 2008 8
  9. 9. Specific ObjectivesSpecific objectives are:• Concrete• Detailed• Focused• Well-defined• Straight-forward• Action-oriented ©SHRM 2008 9
  10. 10. Specific Objectives cont’d.When setting objectives that are specific, ask:• What am I going to do? Use action verbs such as develop, execute, conduct, build• Why is it important to do this?• Who is going to be involved?• When do I want this to be completed?• How am I going to do this? ©SHRM 2008 10
  11. 11. Measurable Objectives• Measurements for objectives help you know when you have accomplished them.• If you set an objective that is measurable, when you complete it you have tangible evidence of completion. ©SHRM 2008 11
  12. 12. Measurable Objectives cont’d.When setting objectives that are measurable, ask:• How will I know when this objective has been achieved?• What measurements can I use? ©SHRM 2008 12
  13. 13. Achievable Objectives• Achievable objectives are those that you can actually accomplish (something you can really do within the time frame set) and not an aspiration or vision.• Achievable objectives need to challenge you but not so much so as to be unattainable or to cause frustration in being unable to complete. ©SHRM 2008 13
  14. 14. Realistic ObjectivesRealistic objectives are those that you have the resourcesto accomplish including: > Skills > Funding > Equipment > Staff ©SHRM 2008 14
  15. 15. Realistic Objectives cont’d.When setting objectives that are realistic, ask: > Do I have the resources to accomplish? > Do I need to rearrange my priorities to accomplish? > Is it possible to complete this objective? ©SHRM 2008 15
  16. 16. Time-Oriented Objectives• Time-oriented objectives are those which have deadlines for completion. The time frames create sufficient urgency and lead to action.• The deadlines, just as with overall objectives, must be achievable and realistic.• For a complex objective, break into small parts with a date for completion for each. ©SHRM 2008 16
  17. 17. Time-Oriented Objectives cont’d.When setting objectives that are time-oriented, ask: > What is the earliest yet achievable and realistic date for this objective to be completed? > Have I included this date in the statement of the objective? ©SHRM 2008 17
  18. 18. SummaryAlthough the terms “goals” and “objectives” are often usedinterchangeably, there are significant differences: > Goals are general, intangible, broad, abstract, and long-range directions generally set by top executives > Objectives are specific, measurable, narrow, concrete, and are short-range plans generally set by managers to accomplish goals. ©SHRM 2008 18
  19. 19. Summary cont’d.• Setting goals and objectives is important because it is the first and most critical step in the planning process.• Under our MBO process, top management sets our corporate goals. Managers use these goals to set department objectives, their own objectives and their employees’ objectives. ©SHRM 2008 19
  20. 20. Summary cont’d.At (name of company) we set SMART Objectives S Specific M Measurable A Achievable R Realistic T Time-oriented ©SHRM 2008 20
  21. 21. Questions?Comments? ©SHRM 2008 21
  22. 22. Course EvaluationPlease be sure to complete and leave the evaluation sheet you received with your handouts.Thank you for your attention and interest! ©SHRM 2008 22