Guidance to Number & Category of goals
It is the managerÃƒÆ’Ã‚Â¢ÃƒÂ¢Ã¢â‚¬Å¡Ã‚Â¬ÃƒÂ¢Ã¢â‚¬Å¾Ã‚Â¢s responsibility to play a leading role in setting up of the goals of the employee whom he/she is going to assess later on. Apart from keeping the current capabilities of the employee in mind, the manager must also ensure that the number of goals is optimum in number while leaving enough challenge for the employee at the same time.
An employee must have a session with his/her reporting manager to discuss the next year's annual goals in the Performance Management System process. While setting up of the goals, it is important that the manager ensures that the goals are S.M.A.R.T. This covers important aspects of details, measurability, quantity, relevance and timelines. It is important to remember that one should not have too many or too less a number of goals. The employee will lose focus if the number of goals is too high. Similarly, he/she will probably be underutilized if there are too few goals. The reporting manager should assess the employee to the best of his/her judgment and design a careful mix of KRA and initiatives goals. In proper execution of the Performance Management system, the HR department must ensure that all managers are made to understand this aspect. This is an important part of the business planning exercise and learning & development initiatives stem from the goal-sheet. What the organization is looking for is performance excellence in the optimum number of defined goals by the employee.