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Goals defined

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Performance Management: Development & Deployment

  • Format: Self-paced
  • Course Duration: 1 hr 18 mins
  • SHRM Professional Development Credits: 1.25
  • HRCI General Recertification Credits: 1.25
  • Certificate of Completion (after passing quiz)

Learn how to develop and deploy performance management methods for supporting a strong management team, one that openly communicates with its employees and works to maintain a collaborative environment. Performance management is an on-going, significant aspect of the employment cycle. It's essential for human resources to integrate the right feedback guidelines and principles into their organization's culture. This course is designed for HR professionals by an HR professional. It includes a complete overview of the Performance Management process and its overlap with the employment cycle. It also provides a review on setting performance criteria, developing goals and giving effective feedback. Finally, there's a lesson on annual performance reviews and trends. My mission is to help HR professionals succeed and this course will help you understand the performance management process and how you can implement it in support of your organization.


SHRM:
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.25 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.

HRCI:
This activity, has been approved for 1.25 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.

Title: Goals defined
Module: Goal Management
Duration: 6:00

People are goal seeking animals. Their lives only have meaning if they are reaching out and striving for their goals, at least this is what Aristotle said. The notion of purpose is the origin of goal setting theory.

Let's start with the basics, what are goals? For our purposes, according to Dictionary.com a goal is "the object of a person's ambition, an aim or desired result." Businessdictionary.com defines a goal as "an observable and measurable end result having one or more objectives to be achieved within a more or less fixed timeframe".

Bottom line, it's something we work towards, something we want to achieve and we put steps in place to do it.

Almost an unlimited number of goal types exist. Your business environment and industry may dictate what type of goals your management team sets and flows down into the organization. For example, during a business strategy session, leaders may create long term goals with a typical target timeframe of 5 years or more. They'll break these down to shorter term goals. Then, your organizations high level long term and short term goals will be broken down at a department level. Marketing/Sales, Finance, Production/Quality, Supply Chain, Human Resources! You got it. You'll need to develop plans and objectives to support the business goals. That's a whole other course. And finally, managers and employees can work together on building their goals.

I want to take another moment to address goal type, something to keep in mind research has made the distinction between a "learning goal" and a "performance goal".

In the theoretical review, "Learning vs. performance goals: when should each be used?", the authors explain this difference.

A learning goal is focused on obtaining knowledge or skills. This is used when you want to teach an employee how to perform a task. Once the employee has achieved the learning goal, a performance goal can be set.

The employee now has the knowledge and skills to do the task. We can focus on how well he/she did in completing it. Once a performance goal is achieved, it's not uncommon to set a new performance goal and if it isn't achieved, you may set a new learning goal.

So why is goal management and setting performance criteria important? Remember those three reasons from earlier about why we have Performance Management processes in section 1.2 the first one being alignment!

We create these goals and define performance expectations to align our employees including you in the HR department to the business strategies.

The second reason was development! This is a great opportunity for your employees to set a goal for improving a skill set or moving their career forward.

And the third reason was increased productivity. Yes! This is why I've chosen to highlight goal management as a key component to the performance management process. Studies have shown that setting targets will keep employees focused and improve results. You're optimizing the use of your key resource - people!

Before moving on, I wanted to point out the overlap with the employment cycle. Develop and Perform. during these phases goals and defining performance expectations are crucial. And, I'd like to remind you, this is on-going and it's feedback that links them.

What are some of the other benefits to goal setting besides what I've already mentioned.

One of my favorites is prioritization! We have so many things on our minds today. Goal setting allows you, your management team and overall workforce to identify what matters most, bring those tasks and ideas together so everyone knows what to do first. A goal or identifying performance criteria will help to set your day-to-day activities.

Let's recap. goal setting helps with...

Alignment

Development

Increasing productivity

Prioritization of tasks

Now I'd like to mention three more benefits,

Better communication. When team members understand their job responsibilities and key targets, everyone will be speaking a common language.

Two more benefits, while doing research for this course, I found an article from the Montgomery County Public School system, said to be the largest school district in Maryland. It mentioned making your employees aware of their own strengths and weaknesses. And finally, it is a means to hold employees accountable for their own success and failures which is particularly important for rewards.

As you can see, there are a number of good reasons to set goals and define performance criteria.

Instructor: Christina A. Danforth

Christina A. Danforth, SHRM-SCP and SPHR, is a Business Owner and Learning and Development Specialist specifically focused on career growth of HR professionals. Christina taught the SHRM Certification Exam Prep Course at Central CT State University for several years. She also served as a...

Christina's Full Bio

SHRM Recertification

HR Jetpack® is an official SHRM Education Partner recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP.

HRCI Recertification

HR Jetpack® is recognized by HRCI as an approved provider to offer credit hours towards aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification.

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