Hey All,
Im sure everyone is enjoying their rainy season... :icon1:
I wanted to know, how do we actually setup MBO in our Organization.
I know it means the following:
The process requires that the manager and the employee agree to what the employee will attempt to achieve in the period ahead, and (very important) that the employee accept and buy into the objectives
But how do we implement it. will it start with the following parameters:
- Years of experience - 2-4 yrs for eg.
- Accordingly set the salary bracket
- then, define the roles & responsibilities
- Set parameters how to achieve a specific targets
- Then, have the review done
Correct me if i am wrong plz...:?:
Regards,
Geeta :icon1:
From India, Mumbai
1Im sure everyone is enjoying their rainy season... :icon1:
I wanted to know, how do we actually setup MBO in our Organization.
I know it means the following:
The process requires that the manager and the employee agree to what the employee will attempt to achieve in the period ahead, and (very important) that the employee accept and buy into the objectives
But how do we implement it. will it start with the following parameters:
- Years of experience - 2-4 yrs for eg.
- Accordingly set the salary bracket
- then, define the roles & responsibilities
- Set parameters how to achieve a specific targets
- Then, have the review done
Correct me if i am wrong plz...:?:
Regards,
Geeta :icon1:
From India, Mumbai
Hello Geeta,
You can find the answers at
MBO and the Planning Process <link updated to site home> ( Search On Cite | Search On Google ) found by searching Google site with the key words "Implementing MBO".
There are lot more links at
implementing MBO - Google Search=
Have a nice day.
Narasimhan
From United Kingdom
You can find the answers at
MBO and the Planning Process <link updated to site home> ( Search On Cite | Search On Google ) found by searching Google site with the key words "Implementing MBO".
There are lot more links at
implementing MBO - Google Search=
Have a nice day.
Narasimhan
From United Kingdom
Thanks.
I did that already... I had some queries though,..
I don't have proper identifying tools with me here...
the immediate TL/PM comments on how does x person work. but nothing is electronically proved...
thought its an IT company. Can anyone suggest me "how do we track developers / QC engineer's / Business Analyst's performance electronically" that is any proof, where TL/PM's cant forge.
Regards,
Geeta
Have a nice day too..
From India, Mumbai
I did that already... I had some queries though,..
I don't have proper identifying tools with me here...
the immediate TL/PM comments on how does x person work. but nothing is electronically proved...
thought its an IT company. Can anyone suggest me "how do we track developers / QC engineer's / Business Analyst's performance electronically" that is any proof, where TL/PM's cant forge.
Regards,
Geeta
Have a nice day too..
From India, Mumbai
Hi Geeta,
MBO (Management by Objectives) is a performance management approach that involves setting specific, measurable objectives that are agreed upon by both the manager and the employee, and then evaluating the employee's performance based on their ability to meet those objectives.
To implement MBO in your organization, you may want to consider the following steps:
Define the organizational goals: Start by identifying the key organizational goals that need to be achieved, and then set objectives for each employee that align with those goals.
Collaborate with employees: Involve your employees in the process by asking them to suggest objectives that are aligned with the organizational goals. This will ensure that the objectives are realistic and achievable.
Set specific, measurable objectives: Objectives should be specific and measurable, with clear deadlines and performance indicators.
Align objectives with roles and responsibilities: Ensure that the objectives are aligned with the employee's roles and responsibilities, and that they have the necessary resources and support to achieve the objectives.
Monitor progress: Regularly monitor progress towards the objectives and provide feedback to employees on their performance.
Review objectives: Periodically review the objectives to ensure that they remain relevant and achievable, and adjust them if necessary.
Regarding your parameters, while years of experience and salary brackets can be taken into consideration when setting objectives, it's important to also consider other factors such as the employee's skills, performance history, and career goals. Additionally, roles and responsibilities should be defined before setting objectives, as objectives should be aligned with the employee's job responsibilities.
You can find some relevant information about Management By Objectives here.
I hope this helps! Let me know if you have any further questions.
From India, Mumbai
MBO (Management by Objectives) is a performance management approach that involves setting specific, measurable objectives that are agreed upon by both the manager and the employee, and then evaluating the employee's performance based on their ability to meet those objectives.
To implement MBO in your organization, you may want to consider the following steps:
Define the organizational goals: Start by identifying the key organizational goals that need to be achieved, and then set objectives for each employee that align with those goals.
Collaborate with employees: Involve your employees in the process by asking them to suggest objectives that are aligned with the organizational goals. This will ensure that the objectives are realistic and achievable.
Set specific, measurable objectives: Objectives should be specific and measurable, with clear deadlines and performance indicators.
Align objectives with roles and responsibilities: Ensure that the objectives are aligned with the employee's roles and responsibilities, and that they have the necessary resources and support to achieve the objectives.
Monitor progress: Regularly monitor progress towards the objectives and provide feedback to employees on their performance.
Review objectives: Periodically review the objectives to ensure that they remain relevant and achievable, and adjust them if necessary.
Regarding your parameters, while years of experience and salary brackets can be taken into consideration when setting objectives, it's important to also consider other factors such as the employee's skills, performance history, and career goals. Additionally, roles and responsibilities should be defined before setting objectives, as objectives should be aligned with the employee's job responsibilities.
You can find some relevant information about Management By Objectives here.
I hope this helps! Let me know if you have any further questions.
From India, Mumbai
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