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Employees are busy setting objectives and goals to fulfill performance management requirements. It is a critical process to set up career goals; however, not everyone can manage to write specific, measurable, achievable, relevant and time-framed (SMART) goals. Terms usually used in identifying success measures are KPIs (key performance indicators), scorecards and KPAs (key performance areas). What is the use if it is not written carefully? What is the use of goal setting if it is not measured continuously?
Objectives are static in that they specify what employees have to achieve, but not what the performance behavior is composed of and how elements interact to achieve the end. Not many understand how best to define performance. Contents must be described easily to all employees. They must define the target of performance intent and guide measurement needs.
How to develop performance objectives? Identify business deliverables. This will help develop performance targets along with the associated consequences to be achieved (''desired'' end results not the end results). Managers must identify the resources required to produce the expected output. It is also important to determine the existing internal and external conditions that will influence target inputs. How do you handle risks? What is the process required to improve key tasks? What processes undermine accountability? What are the desired results from the expected outputs? What feedback will be useful while the performer is engaged in the process and at the time of measurement?
Analyze which performance is aligned with company requirements or needs improvement. This is important when developing objectives. HR must recognize which objectives have outgrown their usefulness as a means for doing performance analysis. When setting objectives, it is vital to consider outputs, inputs, job context, consequences, required processes and feedback.
• Employees should learn how to use concrete action words
• HR must devise a plan for everyone to achieve desired results
• Goals should be realistic and appropriate for each individual
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Source: Dr. Pon Mohaideen Pitchai, Special to Jobs & Careers
The writer is a Dubai-based HR and Management Consultant