Tags |
|
|
Links |
|
|
Answer Upon - The Key to Successful Performance Objectives
Colour plays a vital role in packaging as is easily observed in a supermarket. The colour of a package transforms it into an effective silent persuader: it captures attention, exhibits the product and differentiates it. The marketer must determine his targets reaction to different colours. The dominant colour or colours chosen for the package must therefore not only be eye-catching, but must also convey an appropriate message. Communicating a message through the use of colour is an interesting but complicated process.C
Realistic
For an objective to be meaningful, it must be realistic and reasonable. A well written performance objective focuses on the goals and objectives required to meet the objective. In highly efficient organizations, performance objectives ultimately link back to the company's overall strategy and business plan. Objectives should challenge employees towards continuous improvement, but should not be unrealistic or unattainable.
Time based
An achievable time frame must be set for reaching the o
From the moment you are born and you take your first breath, you begin to die.It’s just a fact of life. And to illustrate another truth: From the day you are hired by a company, you move closer to the day you will move on. This is either a natural occurrence or a purposeful severing of ties.Statistics show that the average person will hold at least ten to twelve different jobs in what would nonetheless be seen as an illustrious career. Moving from one job to the other is a natural progression, each job or si
Let's take this concept and move it to the realm of managing a business. Does it make sense to expect your employees to reach a goal or strategic objective without providing them a road map of where they are headed? This is the reason clear and detailed employee performance objectives play a crucial role in helping companies perform to their business plan and achieve their strategic goals.
Performance objectives establish how your business plan will be achieved. Performance objectives also play a major role in defining the end results expected through your staff's hard work and dedication. Performance objectives are a necessity in setting clear goals for employees. They also challenge staff members to achieve maximum results to promote business growth and make continuous improvements to meet the challenges and changing demands of the marketplace. Performance objectives must be clear and guide action.
Now that we understand the importance of clear performance objectives, lets investigate the criteria of a well documented performance objective.
Criteria of a Successful Performance Objective:
Specific
What specifically is to be achieved? Not just what actions are to be performed, but what results are to be achieved through these actions? Keeping objectives simple ensures they are clear and specific. This also reduces the chance for disputes or confusion come performance appraisal time. Complex objectives should be broken into sub-objectives. This allows individuals to focus their efforts and guides them in marshaling the resources necessary to achieve results.
Measurable
How will you know how well an objective has been achieved? Although it may not be readily apparent, every object can be measured. Some objectives can be measured quantitatively; others must be measured qualitatively. What data will be used to measure/track what is achieved and is that data available to provide ongoing feedback on how the employee is doing? Measurements are subject to change and should be reviewed periodically.
Accountable
Accountability for performance objectives must be crystal clear and must specifically state who is accountable. The more detail the better. A clear definition of what he or she is specifically accountable for will help reduce confusion come performance appraisal time. Defining accountability will ensure a sense of urgency and purpose on the part of the employee.
Realistic
For an objective to be meaningful, it must be realistic and reasonable. A well written performance objective focuses on the goals and objectives required to meet the objective. In highly efficient organizations, performance objectives ultimately link back to the company's overall strategy and business plan. Objectives should challenge employees towards continuous improvement, but should not be unrealistic or unattainable.
Time based
An achievable time frame must be set for reaching the ob
How many windows does it take to get to the center of a contact record?If you have spent a decent amount of time in the customer support business as either a technician, manager, or divisional VP, you should be able to relate to the above statement on some level. I can recall using one particular enterprise system (which of course shall remain nameless) that actually opened thirteen (yes 13) windows before I got the information that I needed. That did not count the ones that were online help!Cumbersome systems c
Performance objectives establish how your business plan will be achieved. Performance objectives also play a major role in defining the end results expected through your staff's hard work and dedication. Performance objectives are a necessity in setting clear goals for employees. They also challenge staff members to achieve maximum results to promote business growth and make continuous improvements to meet the challenges and changing demands of the marketplace. Performance objectives must be clear and guide action.
Now that we understand the importance of clear performance objectives, lets investigate the criteria of a well documented performance objective.
Criteria of a Successful Performance Objective:
Specific
What specifically is to be achieved? Not just what actions are to be performed, but what results are to be achieved through these actions? Keeping objectives simple ensures they are clear and specific. This also reduces the chance for disputes or confusion come performance appraisal time. Complex objectives should be broken into sub-objectives. This allows individuals to focus their efforts and guides them in marshaling the resources necessary to achieve results.
Measurable
How will you know how well an objective has been achieved? Although it may not be readily apparent, every object can be measured. Some objectives can be measured quantitatively; others must be measured qualitatively. What data will be used to measure/track what is achieved and is that data available to provide ongoing feedback on how the employee is doing? Measurements are subject to change and should be reviewed periodically.
Accountable
Accountability for performance objectives must be crystal clear and must specifically state who is accountable. The more detail the better. A clear definition of what he or she is specifically accountable for will help reduce confusion come performance appraisal time. Defining accountability will ensure a sense of urgency and purpose on the part of the employee.
Realistic
For an objective to be meaningful, it must be realistic and reasonable. A well written performance objective focuses on the goals and objectives required to meet the objective. In highly efficient organizations, performance objectives ultimately link back to the company's overall strategy and business plan. Objectives should challenge employees towards continuous improvement, but should not be unrealistic or unattainable.
Time based
An achievable time frame must be set for reaching the o
If you decide you’d like to reduce your tax burden, protect your assets, simplify your company operations or enter into cross border business transactions for example, and you’re interested in whether an offshore company structure could help with any or all of the above, chances are it could.There are many ways you can use an offshore company, many benefits you can derive from the use of one and many locations in which you can set one up…so how can you decide whether such a structure is applicable to you and how on ear
Criteria of a Successful Performance Objective:
Specific
What specifically is to be achieved? Not just what actions are to be performed, but what results are to be achieved through these actions? Keeping objectives simple ensures they are clear and specific. This also reduces the chance for disputes or confusion come performance appraisal time. Complex objectives should be broken into sub-objectives. This allows individuals to focus their efforts and guides them in marshaling the resources necessary to achieve results.
Measurable
How will you know how well an objective has been achieved? Although it may not be readily apparent, every object can be measured. Some objectives can be measured quantitatively; others must be measured qualitatively. What data will be used to measure/track what is achieved and is that data available to provide ongoing feedback on how the employee is doing? Measurements are subject to change and should be reviewed periodically.
Accountable
Accountability for performance objectives must be crystal clear and must specifically state who is accountable. The more detail the better. A clear definition of what he or she is specifically accountable for will help reduce confusion come performance appraisal time. Defining accountability will ensure a sense of urgency and purpose on the part of the employee.
Realistic
For an objective to be meaningful, it must be realistic and reasonable. A well written performance objective focuses on the goals and objectives required to meet the objective. In highly efficient organizations, performance objectives ultimately link back to the company's overall strategy and business plan. Objectives should challenge employees towards continuous improvement, but should not be unrealistic or unattainable.
Time based
An achievable time frame must be set for reaching the o
In this issue, I will share my experience acquired from the conglomerate and its operating companies. For the purpose of this article, I will articulate the Organizational and Personal Learning which is one of the eleven core values and concepts used in Malcolm Baldrige Criteria. As before, I will use case studies to show how some of the companies implement them.To recap, below are the Eleven Core Values and Concepts of Baldrige Criteria:-Visionary Leadership | Customer-Driven Excellence | Organization
Accountable
Accountability for performance objectives must be crystal clear and must specifically state who is accountable. The more detail the better. A clear definition of what he or she is specifically accountable for will help reduce confusion come performance appraisal time. Defining accountability will ensure a sense of urgency and purpose on the part of the employee.
Realistic
For an objective to be meaningful, it must be realistic and reasonable. A well written performance objective focuses on the goals and objectives required to meet the objective. In highly efficient organizations, performance objectives ultimately link back to the company's overall strategy and business plan. Objectives should challenge employees towards continuous improvement, but should not be unrealistic or unattainable.
Time based
An achievable time frame must be set for reaching the o
It’s been interesting to watch the (sometimes forced) assimilation of Generation Y into the Boomer-dominated workforce of the early 21st century. Surely no two generations working together have been so disparate…at least that’s what we’re led to believe, and to an extent it’s true. There are vast differences in the two generations’ values and beliefs.But I would suggest the computer is one element that brings the two together and, at another level, clearly defines one important difference in the two groups.Fir
Realistic
For an objective to be meaningful, it must be realistic and reasonable. A well written performance objective focuses on the goals and objectives required to meet the objective. In highly efficient organizations, performance objectives ultimately link back to the company's overall strategy and business plan. Objectives should challenge employees towards continuous improvement, but should not be unrealistic or unattainable.
Time based
An achievable time frame must be set for reaching the objective's goals. Consider assigning specific target dates not only for the performance objective itself, but also each lesser milestone linking the entire goal. Remember to be specific towards achieving results and guide action in a results oriented ways towards the objective.
Strategically Linked
Every performance objective must always be linked to the overall business plan and over-arching strategy of the organization. Well thought out performance objectives create a link between the direction of each individual employee which also align upstream through departments and divisions to unify the goals of the entire organization.
---------------------------------------------------------
This article may be reprinted provided it is published in its entirety, includes the author bio information, and all links remain active.
2004 © AlphaMeasure, Inc. - All Rights Reserved
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.hubyou.info/article/24553/hubyou-The-Key-to-Successful-Performance-Objectives.html">The Key to Successful Performance Objectives</a>
BB link (for phorums):
[url=http://www.hubyou.info/article/24553/hubyou-The-Key-to-Successful-Performance-Objectives.html]The Key to Successful Performance Objectives[/url]
Related Articles:
Simple Steps to Building a Buyer's List - Commercial Real Estate
The Single Best Attribute Successful Career-Minded People Have
Resilience: The Key to a Successful Today and Tomorrow
Bookmark it:
|