Dear Seniors,
I'm on the way to prepare Smart Goals for the all SBUs of our group of companies. there're 12 SBUs and 3000 staff and Managerial level employees. Almost 69 categories of employees for whom i have to prepare Smart Goals with the addition of overall goals for Group and SBUs. In this regards, i prepare HR Smart goals that are attached for your valued comments. Please review it and give me your valuable feedback to enable me further commencement to prepare the next job.
I believe that there may be lot of mistakes as I'm preparing this for first time, but I believe that mistake is the basic key of achievements. I belive that your feedback will make me perfect in this job.
Looking forward desperately for your comments. Please provide me at your earliest.
Thanks & Best Regards,
Syed Muhammad Alam
From Oman, Muscat
14I'm on the way to prepare Smart Goals for the all SBUs of our group of companies. there're 12 SBUs and 3000 staff and Managerial level employees. Almost 69 categories of employees for whom i have to prepare Smart Goals with the addition of overall goals for Group and SBUs. In this regards, i prepare HR Smart goals that are attached for your valued comments. Please review it and give me your valuable feedback to enable me further commencement to prepare the next job.
I believe that there may be lot of mistakes as I'm preparing this for first time, but I believe that mistake is the basic key of achievements. I belive that your feedback will make me perfect in this job.
Looking forward desperately for your comments. Please provide me at your earliest.
Thanks & Best Regards,
Syed Muhammad Alam
From Oman, Muscat
Hi Syed Hey that’s really cool stuff u prepared buddy & definately very systematic Keep it up. Regards Deepika
From India, Mumbai
From India, Mumbai
it was alrt but the only prob which I saw was tht thr were some spelling mistakes in the draft...so u can correct it...rest was fine...
From India, New Delhi
From India, New Delhi
Good Job Syed!
Please correct the small typos in between (I dont remember where exactly I saw them becuase, content was too good - I could easily inore the typos :-))
Syed have u prepared something like this even for finance? if so - do you have some input on how to prepare it. I dont know how to set the indicators for the same. If you could help, it will be really greatful.
From India, Madras
Please correct the small typos in between (I dont remember where exactly I saw them becuase, content was too good - I could easily inore the typos :-))
Syed have u prepared something like this even for finance? if so - do you have some input on how to prepare it. I dont know how to set the indicators for the same. If you could help, it will be really greatful.
From India, Madras
Hi, im sorry for criticizing it but i did not like it at all. The KPA’s should be measurable which is entirely missing. It is more of team’s profile then KRA…
From India, Mumbai
From India, Mumbai
Hi Syed,
This document is quite in detail and is evidence that you and your team must have put in a lot of insight.
I have some pointers of my own.
1) the HR vision statement could be more solid and specific " eg: HR will involve the use of best, innovative & engaging practices for all employees in order to bring about realization of the organizations goals.
2) Similarly each of the HR objectives will also require refinement.
3) Some of the HR objective should be more brief & specific than they are
4) Is there scope to involve HR as a business partner: where it plays an important role in understanding the operational business and also helps in decision making.
5) What can HR do to cut operational costs through the aid of Training & Performance mangement. You can quantify this to increase the HR prowess and influence in the business.
6) Within performance management you can involve a comprehensive competency mapping methodology to enhance effectiveness of the workforce. This will also help you in designing only actual need-based training programs.
I have many more thoughts, do email me at
if you are interested.
Regards,
Kenneth Lewis
From India, Mumbai
This document is quite in detail and is evidence that you and your team must have put in a lot of insight.
I have some pointers of my own.
1) the HR vision statement could be more solid and specific " eg: HR will involve the use of best, innovative & engaging practices for all employees in order to bring about realization of the organizations goals.
2) Similarly each of the HR objectives will also require refinement.
3) Some of the HR objective should be more brief & specific than they are
4) Is there scope to involve HR as a business partner: where it plays an important role in understanding the operational business and also helps in decision making.
5) What can HR do to cut operational costs through the aid of Training & Performance mangement. You can quantify this to increase the HR prowess and influence in the business.
6) Within performance management you can involve a comprehensive competency mapping methodology to enhance effectiveness of the workforce. This will also help you in designing only actual need-based training programs.
I have many more thoughts, do email me at
Regards,
Kenneth Lewis
From India, Mumbai
Nice preparation. In Recruitment & Selection column, if found fit, add "To collect/compile data regarding manpower requirements of various departments".
From India, Madras
From India, Madras
Hi Syed,
It was really good but you should have some sort of matrix to measure it. Please see the absenteesim KPI. Similary there should be some sort of matrix which will enable us to measure the performance against each indicators. the same way you can prepare for other area such as recruitment, performance, training etc.
S.No Indicator Units Formula Threshold
1 Absenteeism %1 -Sum of All employees attendance in a Qtr x 100 / 3%
Total Number of employees X Number of working days in a Qtr
Saji
From United Arab Emirates, Abu Dhabi
It was really good but you should have some sort of matrix to measure it. Please see the absenteesim KPI. Similary there should be some sort of matrix which will enable us to measure the performance against each indicators. the same way you can prepare for other area such as recruitment, performance, training etc.
S.No Indicator Units Formula Threshold
1 Absenteeism %1 -Sum of All employees attendance in a Qtr x 100 / 3%
Total Number of employees X Number of working days in a Qtr
Saji
From United Arab Emirates, Abu Dhabi
All fine, you have captured most of the attributes, but just a suggestion (i might be wrong also), the next iteration could be with better defined KPIs - meaning the KPIs could be more quantifiable (measurable) attributes.
From India, Mumbai
From India, Mumbai
Hello Mr. Kenneth Lewis,
Greetings to you!
Keneeth, I just saw your response to Mr. Syed post, wherein i thought to get some knowledge from you about the Competency Mapping.
I am working as HR Executive and i am involved in a new task of preparing competency mapping methodology for my organisation, was wondering whether you would be able to help me with some intial guidelines or information to start the task.
Awaiting your positive response!
Regards,
Shilpa
From India, Bangalore
Greetings to you!
Keneeth, I just saw your response to Mr. Syed post, wherein i thought to get some knowledge from you about the Competency Mapping.
I am working as HR Executive and i am involved in a new task of preparing competency mapping methodology for my organisation, was wondering whether you would be able to help me with some intial guidelines or information to start the task.
Awaiting your positive response!
Regards,
Shilpa
From India, Bangalore
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Smart Goals for HR Department.pdf
HR Admn - Goals Objectives-2008 (Edited ).ppt