This document provides guidelines for setting goals within a talent management team. It outlines that goals should be SMART (specific, measurable, achievable, relevant, and time-bound). It emphasizes engaging team members in the goal setting process and ensuring goals are personalized. A sample is given showing goals for individual team members with assigned tasks and criteria for measuring achievement. The importance of ongoing communication and recognition is stressed to motivate team members and work towards achieving the shared team vision.

1. Why
Boost performance
Clear expectation
Motivation
Strategic focus
Increased efficiency
Talent Goal Setting Guidelines
How
Make sure your goals are S.M.A.R.T
First, see everything in the big picture
Understand your members, personalize the
goals, fully exploit their potentials
Goal setting is just the beginning.
Continually communicate the team vision
and individual goals to make it a real source
of motivation for everyone!

2. What
Talent Goal Setting Guidelines
3-way communication: TM –OCTM (TM Coordinator ) - leaders
Active Goal Setting: members are fully engaged in the goal setting
process!
VPTM
Duyên Trinh Ty Phương
Toàn
Organization
al Developer
ER GT + Core
team
GC
TMP +
CN
Our jobs
Help leaders do GS
Assess members
performance monthly
Send PGS to email of
each member
Review meeting with
leaders monthly
iGCDP

3. Flow
Talent Goal Setting Guidelines
Team Goal
Setting
TM Coor
Submission
PGS Mail
Sending
- Define your team vision
- Break down into team milestones
- Agree on individual goals for each
team players
- Check if your goals are S.M.A.R.T
or not
- Send the file to OCTM in charge
- Check the goal
setting file from
leaders
- See if there’s any
need for
adjustment or not
- Send the final
version to Toàn
-Toàn will
personalize
the PGS for
each member
to send them
via email

4. Sample
Talent Goal Setting Guidelines
Team: Talent Management
Team Vision: ensure the quality of AIESEC XP for each member
Milestones for August + September:
- Complete the performance management system, ensuring the commitment of LC
members to this system
- Re-launch coaching program for LC members
- Build new Member Education Cycle
- Refresh the talent pipeline tracking system
Question: What should be
the goals for each TM
members?

5. Sample
Talent Goal Setting Guidelines
Current TM’s HR resource: Toàn, Boule, Duyên
Analysing your talents:
- Toàn: good excel skills, logical thinking, independent working ,…
- Boule: leadership XP, good communication, not delegated much tasks before
- Duyên: proactive –learning, positive, …
Question: What are some of their unique
strengths to contribute to the team goals?
What tasks would be challenging enough to
develop them?
Toàn: tool building, performance assessment, strategic consultance
Boule: coaching, talent development, training tool design
Duyên: coaching, talent development, training tool design

6. Sample
Talent Goal Setting Guidelines
Question: Is this S.M.A.R.T enough just
delegating task?
NO. ABSOLUTELY NOT!!!!
Name Tasks Measurement Criteria Expectation Achieved
Toàn Build talent pipeline tracking tool Finished on time (15/8) 1
Tool quality: applicable, user-friendly, exact
data
1
Coordinate to launch Performance
Management System
100% LC members have PGS 100%
100% LC members’ performance are assessed 100%
Assessment result finished on time (5/10) 1
YOU HAVE TO GIVE EACH TASK A MEASUREMENT CRITERIA!

7. Sample
Talent Goal Setting Guidelines
Question: Let’s see how the assessment work!
Name Tasks Measurement Criteria Expectation Achieved
Toàn Build talent pipeline
tracking tool
Finished on time (15/8) 1 0.9
Tool quality: applicable, user-friendly, exact data 1 1
Coordinate to launch
Performance
Management System
100% LC members have PGS 100% 80%
100% LC members’ performance are assessed 100% 80%
Assessment result finished on time (5/10) 1 1
He got 0.9 because he was 2 days behind deadline!
But his
tool is
awesome
so he got
1 for thisOnly 80% members
have goal setting, so
he didn’t fulfill his
role!

8. Talent Goal Setting Guidelines
Most important!
This is MEMBERS’ individual goals. So MEMBERS should have the rights to take their
ownership of it!
Most goal setting fails because LEADERS do it in their mind!
It is important that you know how to communicate the goals to your members. Don’t
repeat this daily, but don’t let it float away when the file is submitted. Make it in-
betweens. Recognize every achievement of your members in the process. Remind
them that you are all getting closer to the team’s vision!
Finally: People are our greatest assets. People who feel good about themselves
produce good result!

9. Happy Goal Setting!
AIESEC Danang| Talent Management 1415