Goal Setting, Hoshin Kanri, SWOT, Organization structure, Roles and responsibility, KPI, Review Mechanism, Awards and Rewards

1. Goal Setting

2.  Organizational goals are strategically set objectives that outline expected results and guide employees’
efforts.
Types of Organizational Goals
1. Strategic Goals
2. Tactical Goals
3. Operational Goals
VIDEO
GOAL ?

3. • Organizational Goals
• Departmental Goals
• Individual Goals
Steps for Setting Goals
1. Brainstorm goals as a group.
2. Choose from the brainstormed list those you want to
attend to.
3. Prioritize as a group.
4. Determine objectives and plans of action for each goal.
5. Be specific and include deadlines.
6. Move into action.
7. Continually evaluate your progress.
8. Be flexible allow your objectives to change to meet your
new circumstances.

4. Importance of
Goal Setting
VIDEO
Goal Setting Activity
• Form a team of 4 members.
• Select one Industry, Define your Organization
• Discuss , set Goals and Present
• Duration : 30 mins

5. Hoshin Kanri

6. • Hoshin Kanri (also called Policy Deployment) is a method for
ensuring that the strategic goals of a company drive progress
and action at every level within that company.
• It creates organic flow of Information.

7. Implementing Hoshin Kanri
Step - 1
• Create a Strategic Plan
Focus on five goals
Effectiveness first
Evolution Vs Revolution
Top down consensus
Careful KPIs
Own the Goal
Step - 2
• Develop Tactics
Step - 3
• Take Actions
Step - 4
• Review and Adjust
The 7-Step Hoshin Planning Process
VIDEO

9. SWOT Analysis

10. S – Strength
W – Weakness
O – Opportunity
T - Threat
• SWOT analysis is used to evaluate companies competitive position and to develop strategic
planning.
• It assess internal and external factors.
• It assess current and future potential.
VIDEO

12. Analyse Competitive position of your favourite Brand ( Company ) using SWOT in below format
Strength
ThreatOpportunity
Weakness
Internal
External

13. Organization Structure Design
• Organizational structure is used to develop how groups and individuals are arranged or departmentalized
to help meet an organization's goals.
• Designing an organizational structure requires consideration of an organization's values, financial and
business goals.
Steps for designing Organisation Structure
1. Define business units or departments.
2. Determine organization structure type.
3. Define the executive and Management team.
4. Establish Performance matrix and compensation.
VIDEO

14. Types Of Organization Structures
Hierarchical Matrix

15. Types Of Organization Structures
Horizontal / Flat Divisional

16. Indicate your Position in the organization structure of your company

17. Roles and Responsibility
Role : A role is a character a person assumes, be that a company role with a title and ranking, a role
as a family member, a role in society.
Responsibility : It is the accountability for actions and decisions a person agrees to undertake.
VIDEO

18. Responsibilities of Cricket Captain ??Responsibilities of CEO ??
Responsibilities of Mother ??

19. Importance of Defining Roles and Responsibilities in an organization
• Hiring the right people for the job.
• Improved collaboration between and among members and teams within.
• Development of strong teams.
• Improved overall effectiveness and efficiency.
What are your roles and Responsibilities ?

20. KPI

21. • KPI stands for key performance indicator.
• KPI can be represented with the help of Bar graphs, Pie charts, Line charts or combination of graphs, in
tabular format etc.
• Follow these steps when defining a KPI:
 What is your desired outcome?
 Why does this outcome matter?
 How are you going to measure progress?
 How can you influence the outcome?
 Who is responsible for the business outcome?
 How will you know you’ve achieved your outcome?
 How often will you review progress towards the outcome?
• Share the KPI with the stakeholders.
• Review the KPI on weekly or Monthly basis.
VIDEO

22. List down KPI of your
individual
departments

23. Review Mechanism
Performance Evaluation is defined as a formal and productive procedure to measure an employee’s work and
results based on their job responsibilities.

24. 5 Common performance review methods
1. Self-Evaluation
2. Behavioural checklist
3. 360 – Degree feedback
4. Management by Objectives
5. Rating Scale
VIDEO

25. Self-Evaluation Rating Scale

26. 360 – Degree feedback Management by Objectives

27. Behavioural Checklist

28. Awards and Rewards

29. • The main difference between these words is that an award is always given by someone: Olympic judges
give awards, as do classroom teachers and store managers.
• In contrast, a reward may not always be given by someone. In behaviour modification frameworks, for
example, a reward might be something intrinsic, like relief from hunger or the satisfaction achieved by
beating everyone else in a game.
VIDEO

30. The keys to developing a reward program are as follows:
1. Identification of company or group goals that the reward program will support
2. Identification of the desired employee performance or behaviours that will reinforce the company's goals
3. Determination of key measurements of the performance or behaviour, based on the individual or group's
previous achievements
4. Determination of appropriate rewards
5. Communication of program to employees
Types of Reward Programs
 Variable Pay
 Bonuses
 Profit Sharing
 Stock Options
 Group Based reward systems.

31. Type of Awards
Top Performer Award
Names
1. President’s Circle
2. Chairman’s Award
3. Leadership Award
4. Pinnacle Award
5. Spotlight Award
6. Standing Ovation
Top Recognition Club
Names
7. Circle of Excellence
8. Hall of Fame
9. Honour Club
10. Diamond Club
11. Leader board Award
Mention about one Reward and one Award you have received in your
professional career.

32. Activity on Jidoka

33. CLASSROOM ACTIVITY FOR TRAINER’S REFERENCE - Jidoka
VIDEO