This document provides guidance on setting basic Key Performance Indicators (KPIs) for employees. It begins with an introduction of the author, Linda S. Wirawan, who has 20 years of experience in the banking industry. The document then discusses the importance of setting KPIs and outlines a 5-step process: 1) Review business goals and objectives, 2) Analyze current performance, 3) Set short-term and long-term KPI targets, 4) Review targets with your team, and 5) Review progress and readjust targets as needed. It emphasizes that KPIs should follow the S-M-A-R-T rule by being specific, measurable, achievable, relevant, and time
Succession planning is a key topic for talent management. Part of doing it well is understanding the resistance to it, and then figuring out how it can be done with limited resources. This is a workshop style keynote designed to equip leaders to do it tomorrow.
Succession planning is a key topic for talent management. Part of doing it well is understanding the resistance to it, and then figuring out how it can be done with limited resources. This is a workshop style keynote designed to equip leaders to do it tomorrow.
Here's a link to the full resolution PDF http://static.klipfolio.com/ebook/intro-to-kpis-slides.pdf
In today’s ultra competitive business ecosystem, only the strong survive. In order to keep your team on top of their game, you need to cultivate a data-driven culture by sharing the right performance indicators and business metrics with your team.
A Key Performance Indicator is a measurable value that demonstrates how effectively a company is achieving key business objectives. Organizations use KPIs at multiple levels to evaluate their success at reaching targets. High-level KPIs may focus on the overall performance of the enterprise, while low-level KPIs may focus on processes in departments such as sales, marketing or a call center.
Strategic Workforce Planning Model Powerpoint Presentation SlidesSlideTeam
“You can download this product from SlideTeam.net”
Our content-ready strategic workforce planning PowerPoint presentation has pre-designed templates that provide fact-based methods of understanding workforce behavior. This human resource management PPT presentation contain varied range of PowerPoint templates on organizational development, employee plan, vision mission and values, goals and objectives, performance requirements, core skills and competencies, industry trends external analysis, labor market forecast, demographic makeup of customers, human resource trends, levels of employee performance, current staff composition, managing future workforce needs, gap analysis, gap closing strategies, and employee action management. Our workforce developments strategies framework PowerPoint template can impress your viewers and leave an impact on your audiences. Create the impact you wish to deserve. Download our impressive human capital presentation design for topics like succession planning, workforce management, staffing and personnel, human resource management, human capital, capacity building, workload analysis, supply and demand forecasting and business transformation. This strategic workforce planning model PPT slides can make your presentation look even more impressive. Give off confidence with our Strategic Workforce Planning Model Powerpoint Presentation Slides. Display an attitude of self assurance. https://bit.ly/3ETrVdj
Talent Management Process PowerPoint Presentation SlidesSlideTeam
Talent Management Process PowerPoint Presentation Slides is professionally created for HR personnel to showcase human resource strategy. The concise diagram included in this personnel management PPT theme helps you explain talent management methodology. Illustrate an overview of talent planning and the different phases involved therein by the means of HR management PowerPoint slideshow. Demonstrate the recruitment sources, process, current vacancies talent development plan, and department-wise hiring plan through this workforce planning PPT template. Our employee management PowerPoint theme helps you elucidate talent retention based on performance and talent retention strategies. Using this staff management PPT presentation, you can elaborate on the performance management of the members of your organization. This workforce planning PowerPoint template highlights employee motivational factors and action plan for employee motivation. By downloading our personnel administration PPT slideshow, you can showcase the development of succession and career plan, and employee engagement plan. https://bit.ly/2XcYizT
Chief information officer performance appraisalmolliebell246
Chief information officer job description,Chief information officer goals & objectives,Chief information officer KPIs & KRAs,Chief information officer self appraisal
KRA KPI ( Key results area and Key performance indicators)Sagar Paul
The presentation is a creative representation which simplifies the concept of KPI & KRA and its importance in an organisation
Note: View the slide only in SLIDESHOW MODE!
HR Management PowerPoint Presentation Slides is a highly visual virtual tool specially designed to showcase HRM strategies and practices. Human Resource Management PPT theme encompasses all the seven primary functions that rest on the shoulders of the HR department. Our workforce management PowerPoint slideshow is furnished with striking data visualization tools to assist you in effortlessly showcasing sophisticated processes. Several KPI and dashboard diagrams of personnel management PPT presentation help you to consolidate huge amounts of information systematically. Use this employee management PowerPoint theme to demonstrate strategic human resource planning, including recruitment, selection, motivation, training, development, and evaluation. The comprehensive layout of our staff management PPT slideshow helps you address all the fundamentals of a sound HRM system. Present details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint template. So, download our human capital management PPT deck and illustrate all the HRM functions with a dash of visual brilliance. https://bit.ly/2SzZPNP
5 Ways to Prepare Your Organization for a Successful 2020BizLibrary
It’s that time of year again, time to start planning for next year!
As we approach the final months of 2019, it’s helpful to use this year’s successes to create a plan for next year and beyond. But, that can be easier said than done. With an abundance of opinions from leadership and staff and data collected from research, it’s overwhelming trying to prioritize what needs to be done. And when things get overwhelming, it often leads to nothing taking priority.
You don’t have to figure out this plan alone! Join Libby Mullen from BizLibrary and JD Conway from BambooHR as they discuss five strategies every company should use. These strategies come from simple concepts that you can easily implement at your organization to put you on the path to success.
During this webinar you’ll learn:
- Why culture is an important factor for any successful company, and how to align culture to company goals.
- How continually supporting your employees throughout the employee journey makes it easier to plan for the future.
- A five-part game plan that will guide you to organizational success in 2020.
Here's a link to the full resolution PDF http://static.klipfolio.com/ebook/intro-to-kpis-slides.pdf
In today’s ultra competitive business ecosystem, only the strong survive. In order to keep your team on top of their game, you need to cultivate a data-driven culture by sharing the right performance indicators and business metrics with your team.
A Key Performance Indicator is a measurable value that demonstrates how effectively a company is achieving key business objectives. Organizations use KPIs at multiple levels to evaluate their success at reaching targets. High-level KPIs may focus on the overall performance of the enterprise, while low-level KPIs may focus on processes in departments such as sales, marketing or a call center.
Strategic Workforce Planning Model Powerpoint Presentation SlidesSlideTeam
“You can download this product from SlideTeam.net”
Our content-ready strategic workforce planning PowerPoint presentation has pre-designed templates that provide fact-based methods of understanding workforce behavior. This human resource management PPT presentation contain varied range of PowerPoint templates on organizational development, employee plan, vision mission and values, goals and objectives, performance requirements, core skills and competencies, industry trends external analysis, labor market forecast, demographic makeup of customers, human resource trends, levels of employee performance, current staff composition, managing future workforce needs, gap analysis, gap closing strategies, and employee action management. Our workforce developments strategies framework PowerPoint template can impress your viewers and leave an impact on your audiences. Create the impact you wish to deserve. Download our impressive human capital presentation design for topics like succession planning, workforce management, staffing and personnel, human resource management, human capital, capacity building, workload analysis, supply and demand forecasting and business transformation. This strategic workforce planning model PPT slides can make your presentation look even more impressive. Give off confidence with our Strategic Workforce Planning Model Powerpoint Presentation Slides. Display an attitude of self assurance. https://bit.ly/3ETrVdj
Talent Management Process PowerPoint Presentation SlidesSlideTeam
Talent Management Process PowerPoint Presentation Slides is professionally created for HR personnel to showcase human resource strategy. The concise diagram included in this personnel management PPT theme helps you explain talent management methodology. Illustrate an overview of talent planning and the different phases involved therein by the means of HR management PowerPoint slideshow. Demonstrate the recruitment sources, process, current vacancies talent development plan, and department-wise hiring plan through this workforce planning PPT template. Our employee management PowerPoint theme helps you elucidate talent retention based on performance and talent retention strategies. Using this staff management PPT presentation, you can elaborate on the performance management of the members of your organization. This workforce planning PowerPoint template highlights employee motivational factors and action plan for employee motivation. By downloading our personnel administration PPT slideshow, you can showcase the development of succession and career plan, and employee engagement plan. https://bit.ly/2XcYizT
Chief information officer performance appraisalmolliebell246
Chief information officer job description,Chief information officer goals & objectives,Chief information officer KPIs & KRAs,Chief information officer self appraisal
KRA KPI ( Key results area and Key performance indicators)Sagar Paul
The presentation is a creative representation which simplifies the concept of KPI & KRA and its importance in an organisation
Note: View the slide only in SLIDESHOW MODE!
HR Management PowerPoint Presentation Slides is a highly visual virtual tool specially designed to showcase HRM strategies and practices. Human Resource Management PPT theme encompasses all the seven primary functions that rest on the shoulders of the HR department. Our workforce management PowerPoint slideshow is furnished with striking data visualization tools to assist you in effortlessly showcasing sophisticated processes. Several KPI and dashboard diagrams of personnel management PPT presentation help you to consolidate huge amounts of information systematically. Use this employee management PowerPoint theme to demonstrate strategic human resource planning, including recruitment, selection, motivation, training, development, and evaluation. The comprehensive layout of our staff management PPT slideshow helps you address all the fundamentals of a sound HRM system. Present details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint template. So, download our human capital management PPT deck and illustrate all the HRM functions with a dash of visual brilliance. https://bit.ly/2SzZPNP
5 Ways to Prepare Your Organization for a Successful 2020BizLibrary
It’s that time of year again, time to start planning for next year!
As we approach the final months of 2019, it’s helpful to use this year’s successes to create a plan for next year and beyond. But, that can be easier said than done. With an abundance of opinions from leadership and staff and data collected from research, it’s overwhelming trying to prioritize what needs to be done. And when things get overwhelming, it often leads to nothing taking priority.
You don’t have to figure out this plan alone! Join Libby Mullen from BizLibrary and JD Conway from BambooHR as they discuss five strategies every company should use. These strategies come from simple concepts that you can easily implement at your organization to put you on the path to success.
During this webinar you’ll learn:
- Why culture is an important factor for any successful company, and how to align culture to company goals.
- How continually supporting your employees throughout the employee journey makes it easier to plan for the future.
- A five-part game plan that will guide you to organizational success in 2020.
Ask yourself – how can you as a Learning & Development professional guarantee business outcomes after your training programs?
What has to happen in your organisation to get change post learning?
Flick through this SlideShare to find out why we need to focus on learning transfer, and who is best placed to deliver it
This is an extract of CCCA's coaching methodology developed over a decade+ of Contact Center Experience from different perspectives at various organizational levels in different industry leading Contact Centers and BPOs. This document is intended to help First Level Managers (Supervisors, Team Managers, Team Leads, Trainers or Quality Representatives) improve their coaching skills in any call center world wide. It discusses techniques and insights, as well as introduces tools which will take your coaching to the next level!
How Training Managers Can Use Self-Development to Improve Their ProgramsBizLibrary
As a training program manager, you spend so much time and energy developing others that focusing on your own self-development may feel less important, but it’s not! In fact, the more a program manager invests in their own skills, the more impact they can have on an organization. Join Director of Talent Development & Culture at BizLibrary, Libby Mullen, for an interactive discussion on self-development, and why it is imperative for a training program manager to find the balance between their own self-development and developing their workforce, to achieve a program with maximum engagement and higher ROI.
In this webcast, you’ll learn about:
Seven competencies of a program managers’ personal development
How to align your own goals and metrics to your company’s goals for improved results
A framework to gain respect and buy-in from leadership for your training program
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic, and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies. Competency-based training links individual performance to the goals of the organization. A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives.
Presentation by Kristen Hayer, CEO at The Success League.
A deep dive into setting the right metrics and goals to help your Customer Success team succeed. Presented at the Customer Success Silicon Valley Meetup on August 6.
Is your organization prepared for your leadership readiness gaps? According to Forbes Magazine, (11/17), only 25% of organizations have leaders ready to meet tomorrow’s business challenges.
There are 7 strategic decisions HR can make to properly build and deploy an effective leadership development program.
HR has a unique opportunity to engage as an important strategic partner for the business by insisting on a more formalized approach to leadership development. And, there's programs that work and programs that don't!
At the end of this webinar, participants will identify:
- The 7 Strategic Decisions to Walk Through for an Effective Leadership Readiness Program
- How to Build and Make the Case for Leadership Development within your Organization
- How to Design your Approach - including how to select participants and what components will be the best fit for your organizational goals
- Key Methods for Tracking Results and Measuring the ROI
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
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RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
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Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
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Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
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3. Linda S. Wirawan
Certified Trainer & Coach
Linda S. Wirawan is a professional with 20 years experience in banking industry. Her resume includes the name of
many prominent banks such as : BCA, OCBC NISP, Maybank Indonesia, Bank Mega and MNC Bank. She
reached the position of Executive Vice President and in 2016 she decided to fully focus in People Development
(Consultancy, Training, Coaching and Mentoring) in conjunction with her experience : People Development, Product
& Service Development, Brand Strategy, Sales, Marketing and Communication.
Besides a co-founder of ProConsulting – a company specializing in Consultancy, Training, Mentoring, and Coaching
- Linda is also an active Council Member of an International “platform for professional learning” consulting firm named
Gerson Lehrman Group in Singapore and a facilitator in several training companies.
Linda is a certified professional coach from Loop Institute of Coaching and a certified trainer from High Impact
Training Consultant.
4. CEO
New HR Manager
• Selamat Datang di
About the Future
• Terima kasih, Pak
• Apakah saya boleh
melihat Visi, Misi &
Tujuan perusahaan ?
• Tugas pertama
adalah membuat KPI
untuk perusahaan
dan seluruh
karyawan
• Basicly kita ingin
mendapat profit
sebanyak-banyaknya
• Detailnya bisa kamu
sekalian buat pada
saat buat KPI ya
16. 1. Review Business Goals & Objectives
Goals establish where you intend to go and tell you
when you get there. They help improve your overall
effectiveness as a company.
Goals
Q1
Q2
Q3
Q4
Increase
Market
Share
Improve
Customer
Service
Objectives are the specific steps you
and your company need to take in
order to reach each of your goals.
• Innovation
• Competition
• Improve
Customer
Relations
• Etc
• Improve
Customer
Service
Skills
• Customer
Feedback
• Add Touch
Points
• Etc
19. 3. Set Short & Long KPI Targets
Short Term Targets Long Term Targets
Economical Goals
• cost-covering dealings
Ecological Goals
• a good quality at low prices
Social Goals
• increase in customers
Economical Goals
• realise profit
• expansion
Ecological Goals
• good cooperation
Social Goals
• customer satisfaction
21. Why is it important ?
Transparency
Motivation
Collaboration
Finish projects on time
Boost work performance
Strengthen relationships
22. 5. Review Progress & Readjust
• To know how well your business is performing
• To know how to get the most out of your business or market opportunities
• To update your business plan
• To pull back your business which is moving in a direction different to the one you planned
• The business is becoming difficult or unresponsive to market demands
26. KPI Table for HR Manager
No Key Result Areas Key Performance Indicators Weight Target Actual Score Final
of KPIs Score
1 Recruitment Average lead time to recruit employees 15 60 calender days 70 86 13
Performance score of new employees within 6 months 15 80 82 103 15
2 Training & Development Training hours per employee / year 10 40 hours / year 37 hours 93 9
% difference in the rate of productivity before & after training 10 50% 67% 134 13
3 Performance & Career Management % of employees that fully execute their Individual 10 90% 80% 89 9
Development Plan
% of employees participate in Career Coaching Program 15 90% 74% 82 12
4 Employee Rentention & Productivity % of employees that leave the organization in a given 15 2% 2.3% 87 13
time period
Profit per employee 10 USD 2 Mio USD 1.9 Mio 95 10
100 94
28. Specific
Your goal should be clear and specific, otherwise you won't be able to focus your efforts or feel truly
motivated to achieve it.
When drafting your goal, try to answer the five "W" questions :
•What do I want to accomplish?
•Why is this goal important?
•Who is involved?
•Where is it located?
•Which resources or limits are involved?
Imagine that you are currently a HR staff,
and you'd like to become head of HR. A
specific goal could be, "I want to gain the
skills and experience necessary to
become head of HR within my
organization, so that I can build my
career and lead a successful team."
29. Measurable
It's important to have measurable goals, so that you can track your progress and stay motivated.
Assessing progress helps you to stay focused, meet your deadlines, and feel the excitement of getting
closer to achieving your goal.
A measurable goal should address questions such as :
•How much?
•How many?
•How will I know when it is accomplished?
You might measure
your goal
of acquiring the
skills to become
head of HR by
determining that you
will have completed
the necessary
training courses and
gained the relevant
experience within
five years' time.
1
2
3
4
5
30. Achievable
Your goal also needs to be realistic and attainable to be successful. In other words, it should stretch your
abilities but still remain possible. When you set an achievable goal, you may be able to identify previously
overlooked opportunities or resources that can bring you closer to it.
An achievable goal will usually answer questions such as:
•How can I accomplish this goal?
•How realistic is the goal, based on other constraints, such as financial factors?
Time Money
Resources
You might need to ask yourself whether :
developing the skills required to become head of
HR is realistic, based on your existing experience
and qualifications.
For example :
• Do you have the time to complete the required
training effectively?
• Are the necessary resources available to you?
• Can you afford to do it?
31. Relevant
This step is about ensuring that your goal matters to you, and that it also aligns with other relevant goals.
We all need support and assistance in achieving our goals, but it's important to retain control over them.
So, make sure that your plans drive everyone forward, but that you're still responsible for achieving your
own goal.
A relevant goal can answer "yes" to these questions :
•Does this seem worthwhile?
•Is this the right time?
•Does this match our other efforts/needs?
•Am I the right person to reach this goal?
•Is it applicable in the current socio-economic environment?
You might want to gain the skills to become head of
PR within your organization, but :
• Is it the right time to undertake the required
training, or work toward additional
qualifications?
• Are you sure that you're the right person for the
head of HR role?
• Have you considered your spouse's goals? For
example, if you want to start a family,
would completing training in your free time
make this more difficult?
32. Time-Bound
Every goal needs a target date, so that you have a deadline to focus on and something to work
toward. This part of the SMART goal criteria helps to prevent everyday tasks from taking
priority over your longer-term goals.
Family
Daily Routine
Friends
Etc Etc
Etc Etc
Gaining the skills to become head of HR may
require additional training or experience, as we
mentioned earlier :
• How long will it take you to acquire these skills?
• Do you need further training, so that you're
eligible for certain exams or qualifications?
• It's important to give yourself a realistic time
frame for accomplishing the smaller goals that
are necessary to achieving your final objective.
A time-bound goal will usually
answer these questions :
•When?
•What can I do six months from
now?
•What can I do six weeks from
now?
•What can I do today?