1. Setting Goals & Objectives Training

2. Introduction
Of all the functions involved in management, planning is the
most important. As the old saying goes, “Failing to plan is
planning to fail”. Setting goals and objectives is the first and
most critical step in the planning process. Employers need to
be sure all employees are well trained in how to set these
important performance measurements.
This sample presentation is intended for presentation to all
employees. It is designed to be presented by an individual who
has knowledge of the basics of setting goals and objectives, of
the employer’s own policies and practices on goals and
objectives setting, tactical and strategic planning, and
performance management. This is a sample presentation that
must be customized to include and match the employer’s own
policies and practices.
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3. Objectives
At the close of this session, you will be able to:
• Recognize the difference between goals and objectives
• Understand the importance of setting goals and objectives
• Describe how goals and objectives are set at (name of company)
• State what SMART objectives are
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4. Goals vs. Objectives
Although the terms “goals” and “objectives” are often
used interchangeably, there is a difference between them:
Goals Objectives
• General • Specific
• Intangible • Measurable
• Broad • Narrow
• Abstract • Concrete
• Strategic – long-range direction, • Tactical – short-range, set by
set by top executives mangers to accomplish goals
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5. Quiz – Goals vs. Objectives
Which of these are goals and which are objectives?
1. Increase profitability
2. Improve community relations
3. Provide short-term disability insurance to employees by mid-year
4. Improve employee computer skills
*Note to presenter: Ask “Is this a goal or an objective?”
If a goal, ask what the related objective would be –
if an objective, ask what the general goal might be
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6. Importance of Setting Goals & Objectives
• Planning is the most important management function.
> As the old quote goes, “Failing to plan is planning to fail”
• Setting goals and objectives is important because it is the first
and most critical step in a company’s planning process.
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7. How We Set Goals & Objectives
• At (name of company) top management establishes our
corporate goals each year and for the next 3-5 years as part of
the company’s strategic plan.
• Under our Management by Objectives (MBO) process,
individual managers use these goals to set their departmental
objectives, their own objectives, and their employee’s individual
objectives.
• We evaluate quality of performance of managers and
employees based primarily on their accomplishment of these
objectives.
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8. SMART Objectives
At (name of company) we set SMART Objectives:
S Specific
M Measurable
A Achievable
R Realistic
T Time-oriented
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9. Specific Objectives
Specific objectives are:
• Concrete
• Detailed
• Focused
• Well-defined
• Straight-forward
• Action-oriented
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10. Specific Objectives cont’d.
When setting objectives that are specific, ask:
• What am I going to do? Use action verbs such as develop, execute,
conduct, build
• Why is it important to do this?
• Who is going to be involved?
• When do I want this to be completed?
• How am I going to do this?
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11. Measurable Objectives
• Measurements for objectives help you know when you have
accomplished them.
• If you set an objective that is measurable, when you complete it
you have tangible evidence of completion.
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12. Measurable Objectives cont’d.
When setting objectives that are measurable, ask:
• How will I know when this objective has been achieved?
• What measurements can I use?
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13. Achievable Objectives
• Achievable objectives are those that you can actually
accomplish (something you can really do within the time frame
set) and not an aspiration or vision.
• Achievable objectives need to challenge you but not so much so
as to be unattainable or to cause frustration in being unable to
complete.
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14. Realistic Objectives
Realistic objectives are those that you have the resources
to accomplish including:
> Skills
> Funding
> Equipment
> Staff
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15. Realistic Objectives cont’d.
When setting objectives that are realistic, ask:
> Do I have the resources to accomplish?
> Do I need to rearrange my priorities to accomplish?
> Is it possible to complete this objective?
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16. Time-Oriented Objectives
• Time-oriented objectives are those which have deadlines for
completion. The time frames create sufficient urgency and lead
to action.
• The deadlines, just as with overall objectives, must be
achievable and realistic.
• For a complex objective, break into small parts with a date for
completion for each.
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17. Time-Oriented Objectives cont’d.
When setting objectives that are time-oriented, ask:
> What is the earliest yet achievable and realistic date for this
objective to be completed?
> Have I included this date in the statement of the objective?
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18. Summary
Although the terms “goals” and “objectives” are often used
interchangeably, there are significant differences:
> Goals are general, intangible, broad, abstract, and long-range
directions generally set by top executives
> Objectives are specific, measurable, narrow, concrete, and are
short-range plans generally set by managers to accomplish goals.
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19. Summary cont’d.
• Setting goals and objectives is important because it is the first
and most critical step in the planning process.
• Under our MBO process, top management sets our corporate
goals. Managers use these goals to set department objectives,
their own objectives and their employees’ objectives.
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20. Summary cont’d.
At (name of company) we set SMART Objectives
S Specific
M Measurable
A Achievable
R Realistic
T Time-oriented
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21. Questions?
Comments?
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22. Course Evaluation
Please be sure to complete and leave the evaluation sheet you
received with your handouts.
Thank you for your attention and interest!
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