Setting Goals that Deliver Business Results

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HRCI Category: Business  |  Credits: 3  |  $40

You will receive HRCI recertification credits AND SHRM PDC’s

Organizations see a dramatic increase in employee and business performance when they effectively set individual employee goals and tie them to the company’s overall strategy. Clear goals form the foundation for great performance, and SMART is the most popular framework for writing goals.  While many leaders and managers have learned the SMART framework, very few goals actually meet the SMART criteria.  This course will give participants the tools and confidence they need to develop clear, measurable goals aligned to their organization’s goals and objectives.  You will have practical tools to use right now to increase the performance of your organization.

After completing this course, you will be able to:

  • Identify and set the goals that have a meaningful impact
  • Recognize the common problems with goals and what to do about them
  • Utilize a definition of SMART that will help you develop better goals
  • Set lead measures for each goal that will drive sustainable behavior change
  • Use a framework to evaluate the level of goal achievement
  • Apply a format to assist your employees in documenting goal achievement

You’ll receive these valuable tools:

  • Checklist for writing effective goals
  • Rating scale for evaluating the level of goal achievement
  • 6 tips for writing effective goal accomplishment reports
  • SMART goals definition

 

What your colleagues are saying:

“Thank you very much! I thoroughly enjoyed the course. The content was excellent—thorough, yet presented with appropriate depth. The visuals were very effective—great to see models wearing up-to-date clothing; engaging graphics. The amount of user interaction was good—just enough to keep you busy without going overboard.”

— Walter, Sr. Vice President, HR

“For the metrics portion, I found it useful to look at the types of information that may be useful to present. I liked the section on benchmarking and how to avoid it because of the apples-to-oranges issue. Made good sense to me. Also, the comparison of benchmarking to strategic metrics was great. The simple explanations of what metrics are was helpful. Most of us know them on a basic level but don’t use them correctly or enough. This illustrated how to use them to show that HR is not just a cost that the organization has to carry, but that it can be repositioned as a partner that helps the company meet its goals.”

— Susan, HR Officer