The document summarizes a goal setting workshop for GMR Group employees. It outlines the agenda which focuses on understanding participants' jobs and responsibilities in order to set SMART goals. It describes key job aspects and defining goals, emphasizing that goals should be specific, measurable, attainable, relevant and time-bound. Participants are guided to complete a goal setting worksheet by the end of the workshop and submit it for review.

1. Goal Setting Workshop 2008 GMR Group

3. Program Design Goal Setting Workshop – Introduction, Perspective on Jobs, Goals and Competencies, SMART Goals Beyond the Workshop, Get Set GOAL! - Thinking about your Job – Purpose, Activities and Challenges Get Set GOAL! – Set your Goals, Facilitator Review, Interim Submission of Goal Sheet Hour 1 Hour 2 Hour 3&4

8. Understanding Jobs

11. Thinking about your Job – Perspective 2 Set Performance Goals Required Competencies Excellent Performance Focus on RESULTS Focus on BEHAVIOR & SKILLS WHAT HOW

12. Competencies An underlying characteristic that drives superior performance Behavioral Competencies Technical Competencies COMPETENCIES E.g. Result Orientation (Delivering the promise) – identifies, confronts and overcomes barriers to successful completion of a task or project. E.g. Project Management – apply project management principles to the initiation, planning, execution and closure stages of a project while efficiently managing cost, quality and time

13. How Many Goals “ If you chase two rabbits, both will escape…” Too many goals defeat the purpose A goal is something you want to achieve!

14. GMR PMP Process Assessment of Values & Beliefs Score Achievement of Goals Score 70% 30% Final Performance Score

15. GMR Goal Setting 2008 GMR Values & Beliefs Humility Respect for individual Learning Deliver the promise Social Responsibility Teamwork & Relationship V & B Entrepreneurship

16. Types of Goals Problem Solving Goals – Solving specific issues. E.g. Reduce non-budgeted expenditure by 5% Maintenance Goals – Continuous job responsibilities. E.g. Generate pay checks by end of every month Majority of goals Project Goals – For specific one time projects, new services & operations. E.g. SAP implementation by June 3 rd Learning Goals - Learning a new job or developing a new skill. E.g. Improve written communication skills Types of Goals

17. SMART Goals Goals should be straightforward and specific. Answer the questions – Who, What, Where, When, Which, Why Measuring your goals helps you stay on track. If you can’t measure it, you can’t manage it. How much? How many? A goal must be capable of being reached. The goal must be achievable and still stretching. So you feel you can do it and it will need a real commitment from you. S pecific M easurable A ttainable S M A R T R elevant T imeline

18. SMART Goals The goal must be able to produce an impact or change. In addition, the goal must also be important to the organization. Set a timeframe for the goal. Putting an end point on your goal gives you a clear target to work towards. R elevant T imeline S M A R T S pecific M easurable A ttainable

19. Example – SMART goals SMART Goal – Appoint an external consultant with expertise in the area of Engineering and Design by June 3 rd and draw a Service Level Agreement in adherence to the company’s policies. SMART Goal – Respond to a RFP in adherence to the company’s policies within two weeks of receipt along with required inputs from the Construction as well as Engineering team. Goal – Respond to a ‘Request for Proposal’ Goal – Hire a consultant

21. Beyond Goals The Performance Management Cycle Review – Discuss results, Review and refine goals Assess – Development plans Planning – Set goals, Identify support and barriers

22. The Goal Setting Worksheet A Quick Job Analysis – Activities, Responsibilities and Challenges Goal Setting – Goals, Target, Responsibility, Support and Action Plans

26. Get Set GOAL!!