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Failing to plan = planning to fail.

Of all your myriad HR functions, annual and long-term planning – including the establishment of updated goals and objectives – is the most important. Recent studies show that HR has taken a bigger role in strategic business planning. The Society for Human Resource Management (SHRM) recently noted that two-thirds of organizations now have formal written HR management strategies.

Are you ready with yours for 2016?

Why Set Goals?

Well-defined goals provide employees, managers and organizations as a whole with a road map to focus their daily and long-range efforts most effectively.

  • Goal setting enables employees to chart a path toward their next career move. From an HR leadership perspective, you need to be sure that these plans align with the mission and vision of your company.
  • Employees and supervisors should set goals together. From the employee’s standpoint, when there is a clear understanding of what needs to be done, it’s much easier to contribute and succeed. The likelihood of performance issues later on is minimized.

SMART Goals

You have probably heard of SMART – Specific, Measurable, Achievable, Relevant and Time-based – goals.  These are statements of the business-critical results you are working to accomplish. They are designed in a way that fosters a clear and mutual understanding of what constitutes expected levels of performance and successful professional development.

  • SMART applies to both performance and development goals. Performance goals are related to the level, responsibilities and deliverables of a position. Development goals are learning oriented and support higher-level performance in an employee’s current job and future advancement.

Action Plans

Action plans, or specific steps to accomplish goals, help determine whether end results and time frames are achievable. They provide a guide for monitoring progress, as well as a focus for employee supervisor dialogue and coaching.

  • Establish a measurement system. This is an information source to monitor progress toward goal achievement. Team members and supervisors need to collaborate to identify the most relevant and feasible data sources and collection methods.
  • Measurement methods are both quantitative and qualitative. Why goals are important, and what the best measurement options are, make up key aspects of performance planning.

Do you feel a bit overwhelmed as the year nears its end and HR planning still needs to be completed? This is a great time to turn to your staffing firm for assistance as you set your own SMART goals for the new year. To learn more, read our related posts or contact the PrideStaff Modesto team today.

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