What are the best practices in setting performance target goals?

Study of the method of access to objective

Choose the appropriate human and material resources

Good planning to sequence and time required for each process

Exact knowledge of the port for the requested action

Continue through the implementation of operations to gain access to the target as planned

mr tohamy ; answaer

I am used the KPI's to put targets goals to each group of tasks.

mr fawaz; ansawer

1- Determine the Gap between the current and desired.

2- Find a similar previous case.

2- Identify the benchmarking that will be used as best practice.

4- Make the required modification (PDCA cycle).

5- Adopt and Adapt the new solution.

6- Fix the solution.

SMART : Specific, Measurable, Attainable, Realistic and Timely

Strategic Alignment: Making sure goals focus on the right things

Goal Quality Orientation: Structuring goals for optimal impact

Goal Implementation Process

• Perform a realistic analysis of the overall business reasons and barriers to goal management.
• Create a business case for implementing a goal management approach.
• Ensure adequate sponsorship and ownership.
• Develop guiding principles for implementation.
• Create a change management plan for the intervention.
• Focus on integrating both the “what” (goals) and the “how” (competencies) into the performance plans.
• Policies, business rules and workflow, performance criteria, and roles in the process.
• Test/pilot the process before broader rollout.
• Provide vigorous support: resources and commitment to communication, training, and coaching capabilities.
• Monitor and continuously improve the process. 

The following are two types of best practices in setting performance target goals.

Technical aspects

·         Set target based on thorough research – the company’s historical data, benchmarking studies, and market analysis can provide valuable information and reference points in determining the appropriate level of targets.

·         Set short and long term targets – long term targets can be decomposed into smaller ones, ensuring a step by step approach. This ensures a sustainable development of the company.

·         Cascade targets top-down – target alignment should be ensured, by cascading them from top management, down to employee level.

·         Instead of having only one target, consider using thresholds – they show the intervals in which KPI results can range, providing a more detailed image in regards to performance. KPIs in the yellow threshold may not have met the target, but as they are still in the acceptable interval, they may not require immediate action, as the KPIs in the red threshold.

·         Test and adjust targets – testing targets for3 or6 months can outline if the company is on the right track. Adjustments should be made as often as necessary, in order to ensure the relevancy of the targets.

·         Establish initiatives that support the achievement of targets – to improve performance, changes are necessary, and this can be achieved by implementing several initiatives or projects.

Social aspects:

·         The organizational culture has to promote constant learning and improvement – in this way performance evaluations will be regarded as positive events, instead of stressful meetings;

·         Employees have to understand clearly their job and the performance expectations – people are more likely to perform well and accept targets, as long as they are aware of their responsibilities from the beginning.

·         Involve target owners in the target setting process – employees will be more determined to achieve targets, if they participate in the process of establishing them.

·         Do not immediately link targets to financial incentives – there are other effective ways to motivate employees to perform better, including the public recognition of performance. Financial incentives can drive tunnel behavior, and some employees may even act unethically, in order to get a bonus.

·         Celebrate and reward even small achievements – some targets may be very hard to achieve or might take longer. To keep employees motivated, is important to acknowledge and reward even smaller accomplishments.

To achieve Goal alignment in your organization, you must first clearly communicate your strategic business objectives across the entire company. By allowing managers to access and view the goals of other departments, your organization can greatly reduce redundancy while finding better ways to support each other. With everyone working together toward the same objectives, your company can execute strategy faster, with more flexibility and adaptability. :)

1.Fixing time limits.

2. Fixing number of units production.

3.Fixing targets department wise.

 Best practices of performance setting goal will be participatory. Please find details what actually we do for setting the perfrmance goals:

•       Goals must clearly define and end results to be accomplished.

•       Goals should have a direct link to organizational success factors or goals.

•       Goals should be achievable and motivate for performance.

•       Goals should be set in no more than three areas.