WHAT IS GOAL MANAGEMENT?
Employee goal management is more than simply determining goals and analyzing employee effectiveness. The reason for having employee goals is to build out your staff talents, abilities and knowledge, while helping your business meet its overall objectives.
HOW CAN GOAL MANAGEMENT AFFECT STRATEGIC MANAGEMENT OF HUMAN RESOURCES?
Consider the challenge of figuring out front-line employee needs. First, map the skill sets of top performers. Then organizations can model goal development programs to enhance service delivery (8 Tips for Awesome Skills Management). Thus, allowing for the top performers to set the standard for your employee goal management, for each role in your company.
Above all a process for objectively determining skills, enables companies to evaluate employees. Helping to determine where skills can be found within the company. Most importantly, a competency model provides an objective standard level of skill against which workers can take into account his or her skills
THE LINK- EMPLOYEE GOAL MANAGEMENT MEETS COMPANY GOALS
An organization’s executives and managers should regularly review company goals. Businesses that do this dramatically outperforms those who build yearly cascading-goal programs.
Linking employee goals to the business’s overall strategy cannot be understated. Not only to employee success, but is essential to successful goal management as well. Without strong goal alignment, staff can attain their individual objectives without necessarily contributing to success in the business.
IT IS AN ONGOING PROCESS
Goal management needs a standard ongoing conversation between managers and staff members. Which includes feedback, mentoring and development, and a review of the employee’s objectives.
This continuous dialogue will help make sure individual and business performance keep on track. And furthermore allows everybody to modify their goals as needed to keep pace with developing business and industry requirements.
PUT EMPLOYEE SKILLS TO WORK
As businesses seek out approaches for meeting strategic goals. Skills measurement solutions give effective options for enhancing recruiting effectiveness, creating skills accountability, doing a lot more with fewer employee resources, and capitalizing on performance results. In establishing skills accountability, supervisors and staff are discovering fresh validation for the saying “what gets measured gets managed, and what gets managed gets better.”