Dear All,
Greetings! Seeking advice
I'm working as a Business Analyst and the concentration of my concern is more into HR/OD Intervensions. I joined the Organization just a week before and am new to the consulting industry.
This is my first client assignments and I have been deputed in an Organization (Manufacturing/Assembling Unit) which has been surviving without an HR Department for the past 25 Years and all the decision making and other powers were vested with the Management.
We did an initial OCTAPASE study and got to know that employees have been satisfied with what the organization has been providing them and the fact is that 60% of the employees here are tenured (More than 15 Years on an avg.). Now we are in the process of making a PMS in place so that employees would know what is expected out of them and would perform accordingly so that theirs as well as the company objectives are met.
My concern is, I have been given this assignment half way and going to proceed with what has already been half done by another person. The goals have not been set for nearly 1/4th employee strength. While its just 2 days since i started visiting the plant, the employees are little reluctant about sitting with me and discussing their Goals for the year. (For they are busy with some or the other things). While am sure that building rapport with the employees can be effected (Would take more time as the person who was handling it before had a completely different style of doing things and she had built the rapport over 3 - 4 months time since the contract was signed up), am little worried about the time constraint that I have. Because as a consultant I have specific designated time lines. The need of the hour for me is to bring the employees together and communicate the fact that i am doing a favour for their betterment and actively make them involved in the Goal Setting Exercise and get them/me complete this exercise before the time line.
Is there anything that you can advice me in this regard??
Regards,
Jayesh Mukundan
From India, Bangalore
1Greetings! Seeking advice
I'm working as a Business Analyst and the concentration of my concern is more into HR/OD Intervensions. I joined the Organization just a week before and am new to the consulting industry.
This is my first client assignments and I have been deputed in an Organization (Manufacturing/Assembling Unit) which has been surviving without an HR Department for the past 25 Years and all the decision making and other powers were vested with the Management.
We did an initial OCTAPASE study and got to know that employees have been satisfied with what the organization has been providing them and the fact is that 60% of the employees here are tenured (More than 15 Years on an avg.). Now we are in the process of making a PMS in place so that employees would know what is expected out of them and would perform accordingly so that theirs as well as the company objectives are met.
My concern is, I have been given this assignment half way and going to proceed with what has already been half done by another person. The goals have not been set for nearly 1/4th employee strength. While its just 2 days since i started visiting the plant, the employees are little reluctant about sitting with me and discussing their Goals for the year. (For they are busy with some or the other things). While am sure that building rapport with the employees can be effected (Would take more time as the person who was handling it before had a completely different style of doing things and she had built the rapport over 3 - 4 months time since the contract was signed up), am little worried about the time constraint that I have. Because as a consultant I have specific designated time lines. The need of the hour for me is to bring the employees together and communicate the fact that i am doing a favour for their betterment and actively make them involved in the Goal Setting Exercise and get them/me complete this exercise before the time line.
Is there anything that you can advice me in this regard??
Regards,
Jayesh Mukundan
From India, Bangalore
Hi Jayesh,
Step one:
1. Prepare detailed/Brief Questions and circulate it. Try to get feedback or collect through online confidential Survey.
2. Study the input data and prepare the reports.
3. Discuss with top management for further details if any required.
regards
B Amratha
From India, Mumbai
Step one:
1. Prepare detailed/Brief Questions and circulate it. Try to get feedback or collect through online confidential Survey.
2. Study the input data and prepare the reports.
3. Discuss with top management for further details if any required.
regards
B Amratha
From India, Mumbai
Hi!
You need professional help in this area.
We have our own PMS and extensive experience in Goal Setting/ Performance Planning activities in the Performance Management System (PMS). Moreover, we also have a very good hands-on work experience in the automotive industry with thousands of employees.
Contact us if you are willing to share the project with us.
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
Tel: 00632-828-9842/ 0063-916-762-718
From Philippines, Para๑aque
You need professional help in this area.
We have our own PMS and extensive experience in Goal Setting/ Performance Planning activities in the Performance Management System (PMS). Moreover, we also have a very good hands-on work experience in the automotive industry with thousands of employees.
Contact us if you are willing to share the project with us.
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
Tel: 00632-828-9842/ 0063-916-762-718
From Philippines, Para๑aque
FY11 Goal Setting Process
This is an important first step in your FY11 performance management process and provides you and your manager with the opportunity to establish an important basis on which your performance will be assessed at both mid-year and year-end. During goal setting, team members will documentboth performance goals and the learning and development plan.Managers are expected to have a discussion with their respective team members on the documented goals and approve / suggest modifications.
Setting measurable and achievable goals is a core component of our developmental culture. It is one way you can take charge of your career and point yourself in the right direction both professionally and personally. Effective goal setting can help set the stage for a successful fiscal year and it provides a tangible framework around which to discuss and document your goals, as well as action plans to achieve them.
Key dates to help you plan
Dec 6th Dec 10th, 2010
Managers along with their team members develop individual & team goals and target for the year 2011
Documentation to be provided to HR ( in a format facilitated)
Dec 13th - Dec 17, 2010
Managers along with their team members develop individual & team goals and target for the year 2011
Documentation to be provided to HR ( in a format facilitated)
Dec 20th Dec 24th, 2010
Managers along with their team members develop individual & team goals and target for the year 2011
Documentation to be provided to HR ( in a format facilitated)
Sales Team
Dec 27th Dec 31st 2010
Managers along with their team members develop individual & team goals and target for the year 2011
Documentation to be provided to HR ( in a format facilitated)
Support Team
Types of Goals
The goal setting process focuses on two types of goals:
1. Performance goals -- Three to five performance goals that align with the Corpus vision, strategic choices, values, and the strategic priorities and goals of your service area.
2. Learning and DevelopmentPlan -- Three to five development goals based on your competency profile. All professionals are encouraged to design learning plans that support achievement of development priorities and their managers are required to endorse the same.
Both types of goals should also incorporate the developmental feedback you received during the FY10 year-end review process.
Your Goals should be SMART
S Specific - A specific goal has a much greater chance of being accomplished than a general goal.
M Measurable - If you can't measure it, you can't manage it. Establish concrete criteria for measuring progress toward the attainment of each goal you set. When you measure your progress, you stay on track.
A Attainable - When you identify goals that are most important to you, you begin to figure out ways you can make them come true.
R Realistic - To be realistic, a goal must represent an objective toward which you are both willing and able to work.
T Timely - A goal should be grounded within a time frame. With no time frame tied to it there's no sense of urgency and hence we would take it cool. The purpose is lost.
Goal setting is an ideal opportunity to revisit your current career-life choices and determine if you would want to make any changes for the upcoming fiscal year.
Thank you
From India, Hyderabad
This is an important first step in your FY11 performance management process and provides you and your manager with the opportunity to establish an important basis on which your performance will be assessed at both mid-year and year-end. During goal setting, team members will documentboth performance goals and the learning and development plan.Managers are expected to have a discussion with their respective team members on the documented goals and approve / suggest modifications.
Setting measurable and achievable goals is a core component of our developmental culture. It is one way you can take charge of your career and point yourself in the right direction both professionally and personally. Effective goal setting can help set the stage for a successful fiscal year and it provides a tangible framework around which to discuss and document your goals, as well as action plans to achieve them.
Key dates to help you plan
Dates
Activity
Teams
Managers along with their team members develop individual & team goals and target for the year 2011
Documentation to be provided to HR ( in a format facilitated)
Technical team
Managers along with their team members develop individual & team goals and target for the year 2011
Documentation to be provided to HR ( in a format facilitated)
Technical TeamTeam
Managers along with their team members develop individual & team goals and target for the year 2011
Documentation to be provided to HR ( in a format facilitated)
Sales Team
Dec 27th Dec 31st 2010
Managers along with their team members develop individual & team goals and target for the year 2011
Documentation to be provided to HR ( in a format facilitated)
Support Team
Types of Goals
The goal setting process focuses on two types of goals:
1. Performance goals -- Three to five performance goals that align with the Corpus vision, strategic choices, values, and the strategic priorities and goals of your service area.
2. Learning and DevelopmentPlan -- Three to five development goals based on your competency profile. All professionals are encouraged to design learning plans that support achievement of development priorities and their managers are required to endorse the same.
Both types of goals should also incorporate the developmental feedback you received during the FY10 year-end review process.
Your Goals should be SMART
S Specific - A specific goal has a much greater chance of being accomplished than a general goal.
M Measurable - If you can't measure it, you can't manage it. Establish concrete criteria for measuring progress toward the attainment of each goal you set. When you measure your progress, you stay on track.
A Attainable - When you identify goals that are most important to you, you begin to figure out ways you can make them come true.
R Realistic - To be realistic, a goal must represent an objective toward which you are both willing and able to work.
T Timely - A goal should be grounded within a time frame. With no time frame tied to it there's no sense of urgency and hence we would take it cool. The purpose is lost.
Goal setting is an ideal opportunity to revisit your current career-life choices and determine if you would want to make any changes for the upcoming fiscal year.
Thank you
From India, Hyderabad
Hii Jayesh,
At first for implementing PMS system kindly ensure that JDs of all the employees are available.
Secondly if JDs are there than well and good if not then prepare them and then design goal sheets in which u need to define KRAs and KPIs which itself will be your goal setting for individuals
Then u can move on to team goal setting and thereafter only u can implement PMS.
Regards,
Anal
At first for implementing PMS system kindly ensure that JDs of all the employees are available.
Secondly if JDs are there than well and good if not then prepare them and then design goal sheets in which u need to define KRAs and KPIs which itself will be your goal setting for individuals
Then u can move on to team goal setting and thereafter only u can implement PMS.
Regards,
Anal
Dear Jay,
From your description of the situation, I would suggest the following actions:
1. Conduct a trg session on 'Cultivating the Right Attitude'. During the session, highlight the importance of Setting
Goals, an Effective Performance Management System & the Need for Participation of Employees in Goal-setting & PMS, since these would be their primary performance concerns.
2. Thereafter, send out a Notice for the Meeting for Goal-setting & PMS.
In this sequence, you would have hopefully set the stage for willing & active participation by employees.
Best of Luck!
Regards,
Col S K Lalvani, Veteran
9011550898
From your description of the situation, I would suggest the following actions:
1. Conduct a trg session on 'Cultivating the Right Attitude'. During the session, highlight the importance of Setting
Goals, an Effective Performance Management System & the Need for Participation of Employees in Goal-setting & PMS, since these would be their primary performance concerns.
2. Thereafter, send out a Notice for the Meeting for Goal-setting & PMS.
In this sequence, you would have hopefully set the stage for willing & active participation by employees.
Best of Luck!
Regards,
Col S K Lalvani, Veteran
9011550898
Please create KRA/ KPA based on that set goals in consultation of department head or director . Call a meeting and explain / agree/agreed upon by all so that later on , no body can complain. Setting goal is futile unless you have feedback/ monitoring and measuring of goal system. Involvement of all is important.
permeshwer
From India, Pune
permeshwer
From India, Pune
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Goal-setting-gu ide_141.pdf
Goal Setting-varghes e-June10th-2008 .ppt