Dear Seniors,
I'm on the way to prepare Smart Goals for all SBUs of our group of companies. There are 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 the Group and SBUs. In this regard, I prepare HR Smart Goals that are attached for your valued comments. Please review it and give me your valuable feedback to enable me to further commence preparing the next job.
I believe that there may be a lot of mistakes as I'm preparing this for the first time, but I believe that a mistake is the basic key to achievements. I believe that your feedback will make me perfect in this job.
Looking forward desperately to your comments. Please provide them at your earliest convenience.
Thanks & Best Regards,
Syed Muhammad Alam
From Oman, Muscat
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14I'm on the way to prepare Smart Goals for all SBUs of our group of companies. There are 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 the Group and SBUs. In this regard, I prepare HR Smart Goals that are attached for your valued comments. Please review it and give me your valuable feedback to enable me to further commence preparing the next job.
I believe that there may be a lot of mistakes as I'm preparing this for the first time, but I believe that a mistake is the basic key to achievements. I believe that your feedback will make me perfect in this job.
Looking forward desperately to your comments. Please provide them at your earliest convenience.
Thanks & Best Regards,
Syed Muhammad Alam
From Oman, Muscat
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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
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From India, New Delhi
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Good job, Syed! Please correct the small typos in between. I don't remember where exactly I saw them because the content was too good - I could easily ignore the typos :-)
Syed, have you prepared something like this even for finance? If so, do you have some input on how to prepare it? I don't know how to set the indicators for the same. If you could help, I would be really grateful.
From India, Madras
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Syed, have you prepared something like this even for finance? If so, do you have some input on how to prepare it? I don't know how to set the indicators for the same. If you could help, I would be really grateful.
From India, Madras
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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
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From India, Mumbai
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Hi Syed,
This document is quite detailed 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, for example: HR will involve the use of the best, innovative, and engaging practices for all employees to bring about the realization of the organization's goals.
2) Similarly, each of the HR objectives will also require refinement.
3) Some of the HR objectives should be more brief and 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 and Performance Management? 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 the 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 mumbai@fymc.co.in if you are interested.
Regards,
Kenneth Lewis
From India, Mumbai
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This document is quite detailed 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, for example: HR will involve the use of the best, innovative, and engaging practices for all employees to bring about the realization of the organization's goals.
2) Similarly, each of the HR objectives will also require refinement.
3) Some of the HR objectives should be more brief and 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 and Performance Management? 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 the 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 mumbai@fymc.co.in if you are interested.
Regards,
Kenneth Lewis
From India, Mumbai
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Nice preparation. In Recruitment & Selection column, if found fit, add "To collect/compile data regarding manpower requirements of various departments".
From India, Madras
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From India, Madras
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Hi Syed,
It was really good, but you should have some sort of matrix to measure it. Please see the absenteeism KPI. Similarly, there should be some sort of matrix that will enable us to measure the performance against each indicator. In the same way, you can prepare for other areas such as recruitment, performance, training, etc.
S.No Indicator Units Formula Threshold
1 Absenteeism % 1 - Sum of all employees' attendance in a quarter x 100 / 3% Total Number of employees X Number of working days in a quarter
Saji
From United Arab Emirates, Abu Dhabi
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It was really good, but you should have some sort of matrix to measure it. Please see the absenteeism KPI. Similarly, there should be some sort of matrix that will enable us to measure the performance against each indicator. In the same way, you can prepare for other areas such as recruitment, performance, training, etc.
S.No Indicator Units Formula Threshold
1 Absenteeism % 1 - Sum of all employees' attendance in a quarter x 100 / 3% Total Number of employees X Number of working days in a quarter
Saji
From United Arab Emirates, Abu Dhabi
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All is well; you have captured most of the attributes, but just a suggestion (I might be wrong as well), the next iteration could be with better-defined KPIs - meaning the KPIs could be more quantifiable (measurable) attributes.
From India, Mumbai
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From India, Mumbai
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Hello, Mr. Kenneth Lewis,
Greetings to you!
Kenneth, I just saw your response to Mr. Syed's post, wherein I thought to get some knowledge from you about Competency Mapping. I am working as an HR Executive and am involved in a new task of preparing a competency mapping methodology for my organization. I was wondering whether you would be able to help me with some initial guidelines or information to start the task.
Awaiting your positive response!
Regards,
Shilpa
From India, Bangalore
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Greetings to you!
Kenneth, I just saw your response to Mr. Syed's post, wherein I thought to get some knowledge from you about Competency Mapping. I am working as an HR Executive and am involved in a new task of preparing a competency mapping methodology for my organization. I was wondering whether you would be able to help me with some initial guidelines or information to start the task.
Awaiting your positive response!
Regards,
Shilpa
From India, Bangalore
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Dear Ash,
I have to prepare comprehensive Smart Goals for the whole organization, comprising all the support departments and SBUs. In my organization, there is a variety of SBUs and almost 70+ job categories for which I have to prepare the SMART goals. Initially, for the review of CiteHR seniors, I prepared goals for HR only. Now, I will prepare in detail and will post the same within 10 days. Please provide your inputs to improve my presentation.
Best Regards, Alam
From Oman, Muscat
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I have to prepare comprehensive Smart Goals for the whole organization, comprising all the support departments and SBUs. In my organization, there is a variety of SBUs and almost 70+ job categories for which I have to prepare the SMART goals. Initially, for the review of CiteHR seniors, I prepared goals for HR only. Now, I will prepare in detail and will post the same within 10 days. Please provide your inputs to improve my presentation.
Best Regards, Alam
From Oman, Muscat
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Dear Kenneth,
Thank you very much for your valuable suggestions. Now, I'll take care in my further assignment. It was just the beginning, and now, I'll recover. Once again, thank you, and I am looking for more suggestions from all concerns.
Best Regards,
Alam
From Oman, Muscat
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Thank you very much for your valuable suggestions. Now, I'll take care in my further assignment. It was just the beginning, and now, I'll recover. Once again, thank you, and I am looking for more suggestions from all concerns.
Best Regards,
Alam
From Oman, Muscat
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Smart Goals for HR Department.pdf
Competency mapping-cite hr.xls
Competency mapping.ppt