Hey all,
I'm sure everyone is enjoying the rainy season... :icon1: I wanted to know, how do we actually set up MBO in our organization.
I know it means the following: The process requires that the manager and the employee agree on what the employee will attempt to achieve in the period ahead, and (very important) that the employee accepts and buys into the objectives. But how do we implement it? Will it start with the following parameters:
- Years of experience - 2-4 yrs, for example.
- Accordingly set the salary bracket.
- Then, define the roles and responsibilities.
- Set parameters on how to achieve specific targets.
- Then, have the review done.
Correct me if I am wrong, please...:?:
Regards, Geeta :icon1:
From India, Mumbai
Acknowledge(0)
Amend(0)
1I'm sure everyone is enjoying the rainy season... :icon1: I wanted to know, how do we actually set up MBO in our organization.
I know it means the following: The process requires that the manager and the employee agree on what the employee will attempt to achieve in the period ahead, and (very important) that the employee accepts and buys into the objectives. But how do we implement it? Will it start with the following parameters:
- Years of experience - 2-4 yrs, for example.
- Accordingly set the salary bracket.
- Then, define the roles and responsibilities.
- Set parameters on how to achieve specific targets.
- Then, have the review done.
Correct me if I am wrong, please...:?:
Regards, Geeta :icon1:
From India, Mumbai
Acknowledge(0)Amend(0)
Thank you for your message.
I have already completed that task. However, I have some queries. I don't have the proper identifying tools with me at the moment. The immediate Team Leader/Project Manager comments on how a particular person works, but nothing is electronically proven, even though it's an IT company.
Could anyone suggest to me "how we can electronically track the performance of developers/QC engineers/Business Analysts" with concrete proof, so that Team Leaders/Project Managers cannot manipulate the data?
Regards,
Geeta
Have a great day!
From India, Mumbai
Acknowledge(0)Amend(0)
I have already completed that task. However, I have some queries. I don't have the proper identifying tools with me at the moment. The immediate Team Leader/Project Manager comments on how a particular person works, but nothing is electronically proven, even though it's an IT company.
Could anyone suggest to me "how we can electronically track the performance of developers/QC engineers/Business Analysts" with concrete proof, so that Team Leaders/Project Managers cannot manipulate the data?
Regards,
Geeta
Have a great day!
From India, Mumbai
Acknowledge(0)Amend(0)
Hi Geeta,
Management by Objectives (MBO)
MBO is a performance management approach that involves setting specific, measurable objectives agreed upon by both the manager and the employee, and then evaluating the employee's performance based on their ability to meet those objectives.
Steps to Implement MBO
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 considered 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: Management By Objectives.
I hope this helps! Let me know if you have any further questions.
From India, Mumbai
Acknowledge(0)Amend(0)
Management by Objectives (MBO)
MBO is a performance management approach that involves setting specific, measurable objectives agreed upon by both the manager and the employee, and then evaluating the employee's performance based on their ability to meet those objectives.
Steps to Implement MBO
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 considered 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: Management By Objectives.
I hope this helps! Let me know if you have any further questions.
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Using Bi-directional Performance Management.doc
Performance Management GUIDEBOOK.zip