In the process of setting goals with measurable units. Would request guidance on above for a Head HR, Manager Admin & HR. Thanks
From India, Faridabad
1From India, Faridabad
For information
Forbes Human Resources Council ( during 2021), Expert Panel had suggested 15 Human Resources Goals Every Company should set.
1. Organizational Adaptability
2. Greater Support for Remote Workers
3. Reducing Attrition
4. Defining and Communicating Objectives and Key Results
5. Employee Wellness
6. Hybrid Workforce Management Preparation
7. Performance previous year Retrospective
8. Improving Employee Engagement and Connection
9. Understanding Employee Burnout
10. Prioritizing Employee Mental Health
11. Tracking Your Business’s Carbon Footprint
Creating A Historical Improvement Index On All Processes
13. Including ‘People’ Component In Each Strategic Goal
14. Ensuring Each Employee Has a Great Manager
15. Reviewing Employee Perks
From India, Madras
Forbes Human Resources Council ( during 2021), Expert Panel had suggested 15 Human Resources Goals Every Company should set.
1. Organizational Adaptability
2. Greater Support for Remote Workers
3. Reducing Attrition
4. Defining and Communicating Objectives and Key Results
5. Employee Wellness
6. Hybrid Workforce Management Preparation
7. Performance previous year Retrospective
8. Improving Employee Engagement and Connection
9. Understanding Employee Burnout
10. Prioritizing Employee Mental Health
11. Tracking Your Business’s Carbon Footprint
Creating A Historical Improvement Index On All Processes
13. Including ‘People’ Component In Each Strategic Goal
14. Ensuring Each Employee Has a Great Manager
15. Reviewing Employee Perks
From India, Madras
Dear Madhuri,
Who is eligible to set the goals? Should it be done by oneself or by HR or by the superior/HOD? The reply to this question is the latter most. Therefore, Head HR should set the goals for Manager Admin and HR. However, who will set the goals for Head HR? It should be the Director or the MD of the company.
Knowing what to measure requires business acumen and expertise in measurement. Recently, I provided consulting services to establish a comprehensive PMS. I introduced 90 new measures. It included the introduction of 27 costs, 12 ratios and 51 measures spread across 13 departments. Most of the ratios are vital to the business and hitherto these were never measured. This is what happens when untrained person is assigned the task of goal setting.
Thanks,
Dinesh Divekar
From India, Bangalore
Who is eligible to set the goals? Should it be done by oneself or by HR or by the superior/HOD? The reply to this question is the latter most. Therefore, Head HR should set the goals for Manager Admin and HR. However, who will set the goals for Head HR? It should be the Director or the MD of the company.
Knowing what to measure requires business acumen and expertise in measurement. Recently, I provided consulting services to establish a comprehensive PMS. I introduced 90 new measures. It included the introduction of 27 costs, 12 ratios and 51 measures spread across 13 departments. Most of the ratios are vital to the business and hitherto these were never measured. This is what happens when untrained person is assigned the task of goal setting.
Thanks,
Dinesh Divekar
From India, Bangalore
The goals for the HR Head would depend on the strategic goals of the business unit for the year. Unless the enterprise goals are known, setting goals for the functionaries will remain a conjectural exercise. At this point of time, (5 months passed in the financial year) the searching for goals looks out of place. The goals of Manager/Admin & HR have to cascade down from those of the Head of the function.
The goal setting has to be realistic and meaningful, it cannot be a theoretical exercise. While the broad areas for goal setting are all evident, the numerical value to be attained at the end of the year for each area has to be derived from real facts and figures.
From India, Mumbai
The goal setting has to be realistic and meaningful, it cannot be a theoretical exercise. While the broad areas for goal setting are all evident, the numerical value to be attained at the end of the year for each area has to be derived from real facts and figures.
From India, Mumbai
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Goal-setting-gu ide_141.pdf
Goal Setting-varghes e-June10th-2008 .ppt