Goal Setting
Presented by: Subroto Ghosh
We will learn
1. Why Set Goals 2. Benefits of Goal Setting 3. Desirable Characteristics 4. Goal Setting Process %. Types of Goal
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The Goal Setting Policy
•To deploy a balance of result and process orientation in the organization i.e., to achieve results by using a systematic and long term approach. •To ensure that Department Goals are translated into Individual Goals. •To motivate individuals to achieve their own as well team goals.
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YOUR PERFORMANCE RELATED EXPECTATIONS FROM SENIOR
I agree what you expect from Recognize me according to my contribution Give me an Opportunit y to perform
Give me guidance & support when I
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Let me know How I am doing
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Why set Goals
Better time management Subjectivity reduced during appraisal
More precise T&D needs are thrown up by the system Fix Accountability Superior can understand & analyze your contribution better
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Clarify Roles
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Benefits of Goal Setting
For YOU… For YOUR SENIOR…
•To do the performance planning at the beginning of the year. •To know “How I’m doing”. •To get feedback to understand your developmental requirements.
•To do midterm corrections & counter measures where plan is below target. •To enhance role/goal clarity among teammates. •To plan Manpower as well as infrastructure resources. •To understand developmental needs for
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Desirable Characteristics
Specific Be unambiguous and specific, not general. Measurable Quantify wherever possible. Measurement can be
by judgment and quality also.
Achievable Realistic but with a stretch and significant challenge. Relevant Pertaining to your results and largely within your
control.
Track able Make monthly milestones. Put date of completion.
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What is measurement
•A means of determining when or if goal has been attained. •A date for completion (e.g., by August 31) •A whole number (e.g., 250 of 500 applications will be screened for minimum qualifications) •A percent of increase (e.g., a 10% increase in the number of return customers)
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What is measurement
•An amount of time (e.g., a decrease in time required, from 5 to 3 days) •A percent of decrease (e.g., a 50% reduction in the average number of errors, i.e., from 20 errors per 1000 keystrokes to 10 errors) •A cost savings (e.g., a 50% savings) •An improvement in quality (e.g., more favorable participant reaction to a training program after a change to program content).
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Should…Could….Must
Should •Be such that they fall within your own sphere of influence. •(as far as possible) be such that you can measure/score them yourself. •Induce your participation in the achievement of Team/Co’s Goals. Could •Be quantitative or qualitative. Must •Be Time bound and Measurable. •Be ‘Vital Few’ and not ‘Trivial Many’ (1-3 goals in each KPA)
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Some poor examples..
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Some Good Examples
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Goal Setting Process
Individual Goal
Team Goals
Company Goal
Conceptualize Purpose of Job Choose 3-5 Key Performance Areas Formulate Goals under each KPA Set Measurement Criteria for each Goal Determine “how” or Key Process for each Goal Make action schedules under each Goal
Inputs from Team Goals, CustomerSupplier Expectations, Unique Contributions
briefly describe each goal/objective and by when the goal/objective should be achieved How will the goal be evaluated (quantitative qualitative or descriptive) Describe the key steps you will follow to accomplish the objective.
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Goal Setting..Areas
QUALITY
MORALE
COST
QCDS
SAFETY
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DELIVERY
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Checkpoints…..
Are they comprehensive? Do they specify standards of performance? Do they realistically take into consideration the conditions under which you are expected to function? Has adequate time been spend on this process? Do the goals/KPAs emphasize/indicate what you are expected to do by yourself rather than what your team / teammates are they indicate do? priority areas of Do supposed to the work for you? Are the goals challenging & stretching?
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Types of Goals….
OPERATIONAL GOALS
The goals which ensure continuity & mainte-nance of activities of the team for achieving team goals.
E.g., To bring out the printed in-house news-letter by 2nd day of every fortnight
IMPROVEMENT GOALS
The goals which involve some change in method, process or up-gradation of the present system of working.
E.g., To make in-house newsletter available on computers by its 41st issue onwards.
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Types of Goals
Top Managers Middle Managers Supervisors Workers
BREAKTHROUGH IMPROVEMENT
MAINTENANCE
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I Believe…
I hear, I forget I see, I remember… …I do, I
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Lets set our goals For next three months..
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