Setting Goals & Objectives Training

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 employers 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 employers own
policies and practices.
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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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Goals vs. Objectives

Although the terms goals and objectives are often

used interchangeably, there is a difference between them:
Goals

Objectives

General
Intangible
Broad
Abstract
Strategic long-range direction,
set by top executives

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Specific
Measurable
Narrow
Concrete
Tactical short-range, set by
mangers to accomplish goals

Quiz Goals vs. Objectives

Which of these are goals and which are objectives?

1.
2.
3.
4.

Increase profitability
Improve community relations
Provide short-term disability insurance to employees by mid-year
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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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 companys planning process.

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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 companys strategic plan.

Under our Management by Objectives (MBO) process,

individual managers use these goals to set their departmental
objectives, their own objectives, and their employees individual
objectives.

We evaluate quality of performance of managers and

employees based primarily on their accomplishment of these
objectives.

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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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Specific Objectives

Specific objectives are:

Concrete
Detailed
Focused
Well-defined
Straight-forward
Action-oriented

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Specific Objectives contd.

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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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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Measurable Objectives contd.

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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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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Realistic Objectives

Realistic objectives are those that you have the resources

to accomplish including:
Skills
> Funding
> Equipment
> Staff
>

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Realistic Objectives contd.

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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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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Time-Oriented Objectives contd.

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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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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Summary contd.

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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Summary contd.

At (name of company) we set SMART Objectives

S Specific
M Measurable
A Achievable
R Realistic
T Time-oriented

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Questions?
Comments?

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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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