As the HR Manager, you will need to set up HR strategic goals that are in sync with the strategic direction of the organization. Normally, you will have support from the business leaders, however, you need to be clear on how HR is going to make a strong impact. Use these 5 steps to creating Specific, Measurable, Attainable, Realistic, Time Sensitive, i.e. SMART HR strategic goals.
When you state your goals in very specific terms it presents a number of advantages. It helps you to visualize exactly what it is you want to achieve. Once this is covered then you are able to figure out exactly what you need to get it done. If you have others on your team it also helps them to be clear about what needs to be achieved, plus it allows your seniors/supervisors to know what to expect from you and your department.
Here is an example of creating a specific goal.
Goal 1: To carry out training.
Goal 2: to deliver training in three of the areas identified in the 2017 – 2012 Strategic Plan.
Goal 2 is more specific and tells you exactly what training you intend to deliver (those 3 areas in the plan – that’s what you will focus on).
What does it mean to be measurable? It simply means that others will be able to measure/assess/see if the target has been met. A goal that is measurable has certain keywords weaved into it. Some of the terms will show how much, how many, who will be included, the change that will occur. Here are two examples we will use to bring out the point of being measurable goals.
For Example
Goal 1: To reduce employee turnover this year.
Goal 2: To reduce employee turnover by 30% by the end of this year.
The second goals is measurable and you exactly what you want to achieve. It also includes a measurement term that you can use to judge if the goal has been reached. While the first goal leaves out the extent to which turnovers will be reduced.
Make sure each goal is also attainable. When setting your goals, consider the host of duties you need to perform and how much you will need to depend on other managers, technical people or your leaders, to be able to achieve the strategic goal you are setting.
In my own experience, one the greatest frustrations can come from the extent you will need to rely on other departments to achieve your HR strategic goals. To manage this challenge, engage the stakeholders in setting the goal and in agreeing on the measurements that will be used. By doing this, you will tend to gain greater commitment to achieving the goal and increase the chances of achieving the goal.
In the world of HR there are always new things to accomplish, changes that need to be made, policies that need to be created and implemented. So it is important to make your HR strategic goals realistic.
Avoid the pressure to create goals to impress your colleagues in other departments but instead, consider the resources that you will need to be able to accomplish them.
As I mentioned earlier you have to consider all the other responsibilities on your plate. So if you have a huge audacious goal, ask yourself what is the ultimate thing that you want to achieve? Once you can answer that question, consider breaking the goal up into different frames or stages.
For instance, take your ultimate goal and create three phases; Phase 1, Phase 2 and Phase 3. Then aim to accomplish a segment in year one, move on to the other segment in year two, and then another year three and so on.
This way you can work towards your goals and avoid existing under a cloud of overwhelm.
Setting a time frame for when you want to achieve each of your strategic goals helps you prioritize, allocate the necessary resources and chart your progress on each goal.
If you simply said, “This year we want to create two new policies related to educational assistance”. Well, when do you imagine you will get to squeeze that in with all the other targets you have to meet, without a specific deadline?
Any goal that is a priority needs a time descriptor to help you prioritize. Setting a time frame for each goal will keep you focused and committed to investing what is needed to get the job done.
Setting goals, must be followed up by a solid action plan that describes the step by step actions to meet the goals. But starting out with clearly expressed goals is the first step to creating your HR strategic plan. When those goals are specific, measurable, attainable, realistic and framed within a specific timeline, then you have a solid footing on which to move forward to achieve successful outcomes.
For some ideas on how to remain focused on meeting goals, read a previous post here: Push to Reach Your Goals.