The Practical Guide to Human Resources Management says 'goal alignment or the act of aligning goals in an organisation involves ensuring people from top to bottom and across all divisions, branches and departments in an organisation are working together to achieve similar (business) goals.'
Why is goal alignment so important?
Everyone in your company need to be working towards achieving the specific deliverables that'll lead to success in terms of your overall business goals. And that means all work units within your company must also do the same.
Once you've developed your employee's individual goals, you'll need to verify that they're fully aligned with his current role.
Here are six questions you can use to verify you've properly aligned your employee's goals to his current role
Question #1: Is each of these goals aligned to the key responsibilities defined in the job profile or job description for this employee's current position?
Question #2: Does each goal indicate exactly what end-result or deliverable is required from the employee – and by when?
Question #3: Does each goal specify what will be measured and how it'll be measured?
Question#4: Are these goals relevant for the performance period (i.e. next three months, next six months, this financial year, duration of this project).
Question#5: Is each of the deliverables in each goal appropriately placed under the control, responsibility or accountability of this employee? Are there any likely barriers or constraints beyond the employee's control that might prevent him from achieving the required output?
Question #6: Can each goal be linked, through the alignment process, to a broader company goal?
Asking yourself these six questions will help ensure you've properly aligned your employee's goals to his current role.
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