Course Overview :-

How to define effective and relevant goals for the overall vision and primary goals is the first step in achieving success in any area – goals are roadmaps for the future. Embarking on a career journey is unlikely to be effective for anyone without a plan for desired outcomes. This workshop discusses how to use SMART goals in evaluating job performance and how to relate goals to key performance indicators, metrics, and correct competencies. The purpose of this workshop is to help supervisors and managers choose appropriate and achievable goals to give themselves and other team members the best chance for success.

Course Output :-

At the conclusion of this workshop, participants will be able to:

  • Understand the importance of setting goals and objectives
  • Understand the importance of management by MBO goals as an objective method for evaluating employee performance
  • Apply SMART goals and objectives and link them to the right KPIs, metrics, and competencies.
  • Identify the risks of targets that do not take into account the “bigger picture”.
  • Formulating smart goals and linking them to the appropriate performance indicator
  • Infer competencies related to performance
  • Conduct a correct performance appraisal interview with employees

Course Thread :-  

  • Principles of Management by Objectives MBO
  • Management strategy by objectives
  • The stages of management by objectives
  • Hierarchy of goals Individual responsibility
  • Types of goals
  • The difference between goals and objectives
  • Key result areas where managers must strive to achieve clear goals
  • When goals go wrong
  • Create SMART goals
  • Create specific goals
  • Create measurable goals
  • Create achievable goals Create realistic goals
  • Create goals in a timely manner How goals can be smarter
  • Linking goals with job competencies
  • Key Performance Indicators Good KPIs Leading indicators and lagging indicators
  • Performance measures and performance benchmarks
  • Types of KPIs
  • Interview performance notes
  • Provide feedback
  • Sources of rejection during performance notes
  • Improve the feedback process

Types of evaluation interview In addition to the theoretical content of knowledge, the content will include a set of practical exercises on improving goals, formulating goals, linking the goal with the performance indicator, and deducing the job core competencies.

Target group :-  

  • Workers in the field of human resources management
  • Workers in the field of institutional development
  • Line managers and team leaders responsible for setting unit goals and individual goals
  • Managers and employees of the Human Resources Department
  • Managers and employees of talent management departments
  • Responsible for evaluating departments and employees
  • Responsible for developing job replacement plans
  • Human Resources Management Consultants
  • Responsible for conducting job interviews
  • Managers and employees of the Internal Audit Department
  • Responsible for training in institutions and those in charge of developing training plans