Goal setting with measurable units - for a Head HR, Manager Admin & HR

In the process of setting goals with measurable units. Would request guidance on the above for a Head HR, Manager Admin & HR.

Thanks

Forbes Human Resources Council (during 2021), the Expert Panel 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 Retrospective from the previous year
8. Improving Employee Engagement and Connection
9. Understanding Employee Burnout
10. Prioritizing Employee Mental Health
11. Tracking Your Business's Carbon Footprint
12. Creating A Historical Improvement Index On All Processes
13. Including the 'People' Component In Each Strategic Goal
14. Ensuring Each Employee Has a Great Manager
15. Reviewing Employee Perks

Dear Madhuri,

Who is eligible to set the goals? Should it be done by oneself, by HR, or by the superior/HOD? The reply to this question is the latter most. Therefore, the Head of HR should set the goals for the Manager Admin and HR. However, who will set the goals for the Head of 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, including 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 an untrained person is assigned the task of goal setting.

Thanks,

Dinesh Divekar

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 in time (5 months into the financial year), 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.

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.