Struggling to Set Annual Targets as an HR Manager in a Small Japanese Firm – Any Suggestions?

I work for a Japanese trading company, a small setup with an employee strength of 6, and my reporting is to a Japanese Director. As per our company policy, every employee is given 4 special targets apart from regular work, and on that basis only, their performance is reviewed at the time of appraisals. My current profile in this company is very limited to HR due to it being a small setup. Besides HR, I also handle Admin, IT, Import Logistics, and other miscellaneous work.

Now it's time to set new targets, and I am really confused about which targets to choose. The Director has a quality background and doesn't even know what the HR department does and how it works. Setting the targets and justifying them to someone with limited knowledge has become a challenging task for me.

Can anyone suggest some options so that I can set my individual targets for this year?

Setting HR Goals and Targets

Your goals and targets will be outlined in your job description. Typically, an HR professional will have the following goals. If any of these do not fall under your regular duties, consider them as targets for the year. Additionally, an HR professional can choose a specific vertical of sales as a special target for the year.

1. No recruitment gap: Make it a SMART goal by including a time-bound filling of vacancies. For example, any replacement or new vacancy reported should be completed within 30/60/90 days of its reporting to HR, depending on the competencies attached to the job. Setting a target of replacement within a week may be unreliable or unachievable. It depends on the labor supply and its elasticity concerning the particular skill. Therefore, if you are asked to find a senior-level manager or an Executive Vice President, it may require 90 days, but if you are asked to replace an Accountant, you can do it within 30 days.

2. Training: The number of training hours per annum is another target that can be assigned to an HR professional.

3. Reduction of man-hours lost due to absenteeism: Review the absenteeism record from the last year and decide on the expected reduction for this year to set it as a target.

4. Employee grievances/disputes reduction: This is another target that can be assigned to an HR professional. In establishments with trade unions, this is more quantifiable as the man-hours lost due to employee unrest can be compared, and you may be asked to reduce it to a certain level.

5. Legal compliance: Achieving 100% compliance with regard to the filing of returns, renewal of licenses, etc., can also be a goal for HR.

6. Housekeeping: Introducing quality standards (like 5S) can be a target.

7. Reduction of costs through freight charges and service level improvement are targets that can be attributed to logistics.

8. Firewall protection, information security, and reduction in downtime can be set as targets in IT.

It is always beneficial to set a target different from your normal area of operation.

Good morning to all,

To add to the list, performance evaluation of probationers as well as other categories of employees is another core area which can be taken as a Key Result Area (KRA). Parameters for performance need to be set, performance needs to be evaluated on a periodic basis, and rewards and recognition need to be given.

Enhancing HR Targets to Align with Company Goals

Mr. Madhu has provided good advice on targets for HR. I would add to it by suggesting taking up targets that help in achieving the production targets of your company. For example, in recruitment, ensure that recruitment time and costs are kept to a minimum while trying to recruit competent staff.

Setting Ambitious Training Targets

Keep ambitious targets for higher training. A better-trained employee who is motivated is more productive, which ultimately helps the bottom line. Think outside the box. While all HR tasks are important, focus on the critical ones while handling the routine tasks alongside.

Hi Yamini, I think you first need to assess what problem the business is facing, particularly concerning people issues, and understand your reporting Director's goals. While setting your goals, design them in a way that supports the business either by solving existing problems or by helping the Director achieve his goals. You will add value to the business only when you are solving their problems or helping them achieve their goals. This is a very important activity that will build your credibility in the organization.

Try to drill down into the actual people issues or challenges faced by the organization. High attrition or high turnaround time are challenges for HR, but it's not always the case. Every company is different, and so are their growth challenges. As you are working there, you know it better than anyone.

I must say you are blessed that your Director has a Quality background because he will understand the importance of integrity, adherence to process, and the long-term benefits of adhering to the system. You need not struggle with such issues in your company. And the cherry on top is that he is Japanese, and Japanese are known for their values, ethics, and discipline.

Enjoy your journey, dear. You are under a good leader.

Regards, Aakansha-HRD

Why do you want to work in HR? Where are you working now? What type of work are you doing? If you are interested in HR, there must be a reason. You need to do self-analysis. There are many courses in HR; consider taking some courses to gain theoretical knowledge and then apply it in real life. Working in HR is a satisfying job, and you can make a significant contribution to the organization. The idea is good, but you need to do a lot of reading about HR and its applications in the workplace. Good luck.

What are the roles and responsibilities for an HR generalist?

In an organization, an HR generalist plays a crucial role in managing various HR functions. The responsibilities of an HR generalist typically include recruitment and onboarding of new employees, employee relations, performance management, training and development, policy implementation, and ensuring compliance with employment laws and regulations. Additionally, an HR generalist may be involved in benefits administration, employee engagement initiatives, and HR data management.

Overall, the HR generalist serves as a key point of contact for employees and management on HR-related issues and plays a significant role in supporting the organization's overall HR strategy and objectives.