Goal Setting

Presented by: Subroto Ghosh

 We will learn

1. Why Set Goals

2. Benefits of Goal Setting

3. Desirable Characteristics

4. Goal Setting Process

%. Types of Goal

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 The Goal Setting Policy
•To deploy a balance of result and process
orientation in the organization i.e., to
achieve results by using a systematic and
long term approach.
•To ensure that Department Goals are
translated into Individual Goals.
•To motivate individuals to achieve their
own as well team goals.

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 YOUR PERFORMANCE RELATED
EXPECTATIONS FROM SENIOR
I agree
what you
expect from

Recognize me Give me an
according to Opportunit
my y to
contribution perform

Let me
Give me know How
guidance & I am doing
support when I

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 Why set Goals

Better time
management
Subjectivity
reduced during
appraisal
More precise T&D
needs are thrown
up by the system

Fix
Accountability

Superior can
understand & analyze
your contribution Clarify Roles
better

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 Benefits of Goal Setting

For YOU… For YOUR SENIOR…

•To do the performance •To do midterm

planning at the beginning corrections & counter

measures where plan is
of the year.
below target.
•To know “How I’m doing”.
•To enhance role/goal
•To get feedback to
clarity among teammates.
understand your •To plan Manpower as well
developmental as infrastructure
requirements. resources.
•To understand
developmental needs for
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 Desirable Characteristics

Specific Be unambiguous and specific, not general.

Measurable Quantify wherever possible. Measurement can be
by judgment and quality also.

Achievable Realistic but with a stretch and significant challenge.

Relevant Pertaining to your results and largely within your
control.

Track able Make monthly milestones. Put date of completion.

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 What is measurement

•A means of determining when or if goal has been

attained.

•A date for completion (e.g., by August 31)

•A whole number (e.g., 250 of 500 applications will be

screened for minimum qualifications)

•A percent of increase (e.g., a 10% increase in the

number of return customers)

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 What is measurement
•An amount of time (e.g., a decrease in time required,
from 5 to 3 days)

•A percent of decrease (e.g., a 50% reduction in the

average number of errors, i.e., from 20 errors per 1000
keystrokes to 10 errors)

•A cost savings (e.g., a 50% savings)

•An improvement in quality (e.g., more favorable

participant reaction to a training program after a change to
program content).
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 Should…Could….Must
Should
•Be such that they fall within your own sphere of influence.
•(as far as possible) be such that you can measure/score them
yourself.
•Induce your participation in the achievement of Team/Co’s Goals.
Could
•Be quantitative or qualitative.
Must
•Be Time bound and Measurable.
•Be ‘Vital Few’ and not ‘Trivial Many’ (1-3 goals in each KPA)

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 Some poor examples..

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 Some Good Examples

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 Goal Setting Process
Individual Goal
Conceptualize Purpose
of Job
Choose 3-5 Key
Performance Areas
Formulate Goals under
each KPA
Set Measurement
Criteria for each Goal
Determine “how” or Key
Process for each Goal
Make action schedules
under each Goal
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Company Goal
Team Goals
Inputs from Team Goals, Customer-
Supplier Expectations, Unique
Contributions
briefly describe each
goal/objective and by when the
goal/objective should be achieved
How will the goal be evaluated
(quantitative qualitative or
descriptive)
Describe the key steps you will
follow to accomplish the
objective.
13
 Goal Setting..Areas

QUALITY

MORALE COST

QCDS

SAFETY DELIVERY

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 Checkpoints…..

Are they comprehensive? Do they

specify standards of performance?
Do they realistically take into
consideration the conditions under which
you are expected to function?
Has adequate time been spend on this
process?
Do the goals/KPAs emphasize/indicate
what you are expected to do by yourself
rather than what your team / teammates
are supposed
Do they to do?
indicate the priority areas of
work for you?
Are the goals challenging & stretching?

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 Types of Goals….
OPERATIONAL GOALS
The goals which ensure continuity &
mainte-nance of activities of the team for
achieving team goals.
E.g., To bring out the printed in-house news-letter by
2nd day of every fortnight

IMPROVEMENT GOALS
The goals which involve some change in
method, process or up-gradation of the
present system of working.
E.g., To make in-house newsletter available on
computers by its 41st issue onwards.

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 Types of Goals

Top Managers BREAKTHROUGH

Middle IMPROVEMENT
Managers

Supervisors MAINTENANCE

Workers

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 I Believe…

I hear, I forget
I see, I
remember…
…I do, I
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 Lets set our goals
For next three months..

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