The Importance Of Goal Setting

Goal Setting:

Goal setting is critical part of the overall performance management system. Goals provide a framework for monitoring an employee’s performance throughout the year. By setting goals and measuring their success, employees can able to see where they are going, what they have accomplished and what are their capabilities. Goals are motivational, provide clear expectations, drive employee performance, enable teams to work towards a common purpose and they support company culture. Below is the overall performance management system and Goal setting is the first step in the whole process: Best Practices in Goal Setting:

Best practices in general are techniques or methodologies proven to research and to experience to lead to a desired

Wadsworth

Internet:

1) Harward Business Review

2) Wikipedia

3) Google

SMART Goal Setting Method:

The SMART goals technique is the most popular and effective method used for goal setting across the organizations. SMART goal setting brings structure and trackability into your goals and objectives. Instead of vague resolutions, SMART goal setting creates verifiable trajectories toward a certain objective, with clear milestones and an estimation of the goal’s attainability. SMART goal setting also creates transparency throughout the company. Please find below the detailed description of SMART goal setting process.

1. Specific:

Goals should be well-defined and focused. An effective way to make the goals specific is they should be straightforward and emphasize what you want to happen. Specific help us to focus our efforts and clearly define what we are going to do. Specific is the What, Why, and How of the SMART model.

WHAT are you going to do? Use action words such as direct, organize, coordinate, lead, develop, plan, build etc.

WHY is this important to do at this time? What do you want to ultimately accomplish?

HOW are you going to do it?

2.

These goals are in line with the annual business plan for the organization. These organization goals are translated into each Service and Industry Practices goals within TCS to ensure that the organizational goals are met. All higher-level goals are ultimately translated into individual performance measures. Performance is tracked against achievement of these preset individual goals. Appraisers review individual performances on a quarterly basis against the set goals. These goals are revisited and modified, if necessary. Performance is ultimately pegged to a point in a scale, which ranges from 1 to 5. The aim is to highlight excellent performers and to work out an improvement plan for people falling short of the required performance