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Use these 2 types of developmental goals in correctly aligning your employees' goals to their current jobs

by , 08 February 2016
Performance management involves optimising your employees' performance by correctly aligning their goals to their current positions. This should all be done without losing sight of the company's bigger picture.

Having said that, there are great tactics you can use in ensuring that goals are aligned correctly.

One of them has to do with including developmental goals.

Now, there are two types of developmental goals which you can add to your employees' goals. Here they are...

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Do you have a paper-shuffler working for you?

You know that person…

·         Always busy but never meets deadlines…
·         Always making excuses for why he doesn't meet company targets…
·         He doesn't meet his KPI's…
·         And he's constantly making costly mistakes…

The next logical step is to get rid of him and get someone who can do the job. But watch out, that could cost you BIG at the CCMA!

So what can you LEGALLY do?

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Type#1:

The first type of developmental goal refer to ones which require your employee to improve on her ability ability to deliver on the desired performance goals in terms of her current job.

This kind of goal may include your employee going for training or practising a specific skill, or even self-study.

NOTE: This type of developmental goal often includes the gaining of additional knowledge or a skill that is required by your employee to meet the requirements of the job.
 
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Type#2:

The second type of developmental goal is referred to as 'future-based developmental goals' which are related to your employee's anticipated career path.

This type of goal requires your employee to improve on her knowledge and skills in order to align herself with the requirements of a higher level.

This type of developmental goal must align with the employee's interests and skills with her potential.

Your company's succession plan often lays the foundation for looking at future-based developmental goals as it plans its manpower needs for the future.

NOTE: Future-based developmental goals are usually related to other jobs which are either vertical or horizontal to the employee's current job, which in turn should provide either promotion or enrichment opportunities for the employee.
 
*Those were the 2 types of developmental goals you can use in correctly aligning your employees' goals for effective performance management in the workplace.

To learn more, go to chapter P 22: Performance Management: Aligning an Employee's Goals in your Practical Guide to Human Resources Management today.

If you don't already have this invaluable resource, click here now! 


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