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WEBINAR “Know what you are shooting at” – Why Employee Goals Management is Critical?

&. WEBINAR “Know what you are shooting at” – Why Employee Goals Management is Critical?. WINNER of Microsoft Code For Honor 2014 Large Enterprise Software. Best Human Capital / Talent Management Solution.

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WEBINAR “Know what you are shooting at” – Why Employee Goals Management is Critical?

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  1. & WEBINAR “Know what you are shooting at” – Why Employee Goals Management is Critical? WINNER of Microsoft Code For Honor 2014 Large Enterprise Software Best Human Capital / Talent Management Solution

  2. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… House Keeping Instructions House Keeping Instructions • panel. • All phones are set to mute. If you have any questions, please type them in the chat window located beside the presentation panel. • We have already received several questions from the registrants, which will be answered by the speakers during Q&A session. • We will continue to collect more questions during the session as we receive and will try to answer them during today's session. • In case if you do not receive answers to your questions today, you will certainly receive answers via email shortly. • Thank you for your participation and enjoy the session. …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… kelsasolutions.com Synergita.com

  3. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Speaker Profile …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… BinduMuralidharan Senior Consultant & Strategic HR Specialist will make life easier for everyone Vishnu Elango Talent Management Consultant will make life easier for everyone kelsasolutions.com Synergita.com

  4. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… The Agenda • Top 4 Learning From This Webinar • panel. • 4 best practices to manage goals • How to set SMART goals for your employees • How to align employees to organization's goals • Strategy to implement/achieve goals …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… kelsasolutions.com Synergita.com

  5. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Poll 1: How many of you follow a structured employee goals management process in your organization? …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… I have already established the process I am in the process of implementing one I am yet to start on the goals management process kelsasolutions.com Synergita.com

  6. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… What is a Goal ? …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… A Goal is something that you are trying to do or achieve kelsasolutions.com Synergita.com

  7. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Goals …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… • Goals fall into two categories: • panel. • Strategic (long-term goal) – usually for a quarter, a year or longer • Operational (short-term goal) – a few days or months kelsasolutions.com Synergita.com

  8. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Goals Management …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… If You Can't Measure It, You Can't Manage It! – Peter Drucker kelsasolutions.com Synergita.com

  9. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Goals Management …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… What do we know about effective goals management? For starters, it’s one of the key components of high-impact performance management in organizations. Organizations that adopt goal management best-practices simply perform better. This is because their employees know what’s expected of them, are working on the right projects, are aligned in helping to achieve organizational goals, and are more engaged as a result. kelsasolutions.com Synergita.com

  10. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Why Goal Setting? …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… • panel. • Helps focus on what is important • Clarifies roles/job expectations, provides direction • Reinforces the link with business strategy • Sets the stage for clear dialogue • Basis for performance evaluation • Represents desirable outcomes kelsasolutions.com Synergita.com

  11. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Poll 2: Do you think that employees who identify their goals in advance have a better chance to achieve it? …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Yes No Maybe kelsasolutions.com Synergita.com

  12. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… How to set Goals? …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… kelsasolutions.com Synergita.com

  13. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Goal-setting Framework Aligning Organization’s performance management philosophy with the values, vision and strategic objectives …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Aligning business unit, team-level, and individual goals with the organization’s strategic objectives kelsasolutions.com Synergita.com

  14. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Creating SMART Goals • S • SPECIFIC: State exactly what you want to accomplish (Who, What, Where, Why) …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… • M • MEASURABLE: How will you evaluate the extent to which the goal has been met? • A • ACHIEVABLE: Set challenging goals within your ability to achieve the outcome. • R • RELEVANT: How does the goal match with your key responsibilities? How is it aligned to objectives? • T • TIME BOUND: Set target dates. Also include deadlines, dates and frequency. kelsasolutions.com Synergita.com

  15. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Is this Goal SMART? Goal 1: “I need to lose weight” …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Specific No Measurable Not at all ! Achievable Who knows? Relevant May be! Time bound Surely not! kelsasolutions.com Synergita.com

  16. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Is this Goal SMART? Goal 2: “To improve my health, I will lose 4 kgs by July 22, 2016” …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Specific Yes (lose 4 kgs) Measurable Yes (compare weight before & after) Achievable Yes (about 1 kg a week) Relevant Yes (lose weight to improve health) Time bound Yes (by July 22, 2016) kelsasolutions.com Synergita.com

  17. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Goals / KRAs …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… An objective or a desired result expected to be achieved by an employee. Each goal will have a definitive start and an end • panel. • Goals need to be set based on SMART principles • Should reflect the roles and responsibilities of the employee in his/her current role • Typically 3 - 5 goals for any role • Goals will be assigned to an employee by their immediate reporting manager • Each goal should be assigned a weightage • Total weightage of all goals for an individual will be 100% • Finalized between the employee and his/her manager kelsasolutions.com Synergita.com

  18. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Best Practices for Effectively Managing Goals: …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… • Make all goals SMART. • Set organizational goals, then align individual employee goals with organizational goals. • Have leaders regularly communicate the status of high-level goals to the organization. • Regularly review, revise and • update all goals. kelsasolutions.com Synergita.com

  19. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Goal Setting Obstacles …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… • Resources • Timelines • Changing environment • Past experiences kelsasolutions.com Synergita.com

  20. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Poll 3: Do you think individual goals achieved by your employees will contribute to the overall growth of the organization? …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Yes No Maybe kelsasolutions.com Synergita.com

  21. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Goals Implementation • Reflect regularly on how you’re doing on your goals • Establish a basis for tracking team goals • Communicate the status to all stakeholders • Keep team informed of goal revisions of team members • Be accountable for ALL your results: • What’s working • What’s not • Revise goals as needed …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… kelsasolutions.com Synergita.com

  22. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Poll 4: Is it important to implement a tracking/review mechanism once an employee is assigned with goals? …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Yes No Maybe kelsasolutions.com Synergita.com

  23. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Employee Goal Setting Is Critical – Now how easy is it to set the right goals for your employees? …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… It is quite easy with Synergita... kelsasolutions.com Synergita.com

  24. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Highlights of Goals Management …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… • panel. • Set SMART goals – as soon as the employee joins in • Update and track goals for each employee easily • Organization and department level goals dashboard • Analysis of goals through statistical reports kelsasolutions.com Synergita.com

  25. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Add Goals Easily to Your List …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… kelsasolutions.com Synergita.com

  26. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Define & Access “My Goals” …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… kelsasolutions.com Synergita.com

  27. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Team’s progress on the Goals – Insights for the Manager …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… kelsasolutions.com Synergita.com

  28. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Goals & Competency Library …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… kelsasolutions.com Synergita.com

  29. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… 9 Box Analysis …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… kelsasolutions.com Synergita.com

  30. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… SWOT Analysis …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… kelsasolutions.com Synergita.com

  31. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… Any Questions? …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… kelsasolutions.com Synergita.com

  32. ………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………… …………………………………………………………………………………………………………………………………………………………………………………………………………………………………… THANK YOU! www.synergita.com info@synergita.com kelsasolutions.com Synergita.com

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