It is very important to achieve a predefined goal when a person involves in his work. In human resource management goal setting has become a very successful approach to increase the output made by people. It is very important to clearly define the goal and set the time frame. In an organization setting up of goals will be much beneficial to the organization as well as to the employees of the organization. When the organization show results employee satisfaction will increase. When the organization gain financial benefits the staff too will gain financial benefits.

The first step to setting up of goals is to define the time frame for goals. For example the time frame for a goal may be defined as one month, three months, six maonths, one year, five years etc. Monitoring mechanism should be introduced to achieve best results. The step two in goal setting is to create awareness among people and to obtain ideas as much as possible in achieving goals. This can be done by creating discussion forums and allowing others to express their ideas on the specific issues. For example if you are targeting to complete a software design project you can set goals and define target dates for completion. You can allow user groups to express their views on major aspects.

The third important aspect in goal setting is to ensure that the people involve are not engaged for their personal gains. The aim should be to achieve common goals. The communication should be created to ensure that the common goals are achieved. The goal should be beneficial to every one in the society or organization.

The goals should first be identified and defined. The people involved should be kept well informed of the purpose of the goal. Then the action plans should be drawn. While drawing an action plan participation of all the people involved in the goal should be ensured. The action plan should be published among all concerned and ensure that all relevant personnel are actively participated in the process.

Develop a monitoring mechanism to achieve the set targets. The progress should be monitored periodically. Lowest level category of staff should monitor the progress weekly. The next level should monitor the progress monthly and third tank should monitor the progress quarterly. The Board of directors should monitor the Goals once in six months or annually based on the importance of goals.

Author: Karunadasa Kulappu Thanthrige