FOLLOWING THE

FOUR STEPS IN GOAL -

SETTING
FOLLOWING THE FOUR STEPS
IN GOAL - SETTING
The management cycles begins
with goal-setting, or establishing
objectives for company or
organization.
 Goals are derived from a sound
review and understanding of the vision,
mission, and values of the organization.
It also the results of the SWOT analysis
from the viewpoint of four perspectives:
Financial, customer expectations,
employees competencies , and business
process.
 THE FOUR STEPS IN GOAL -
SETTING
1. DATA GATHERING & SYNTHESIZING
INFORMATION
In this primary stage, you will initially
be doing data gathering. If you are
thinking of embarking on a project or
business, it would be necessary for you
to gather information that will help
You find out if, indeed, it is feasible and
beneficial to the company. You should
gather enough data to enable you do a
synthesis and discern whether or not the
project or business is viable. Just keep in
mind that data has cost and therefore
you must gather only relevant and useful
information.
2. FORMULATING ALTERNATIVES
Through effective data gathering
and synthesis, you can arrive at a
decision on whether or not to pursue the
business. You can also come up with
alternatives, or even a Plan B and Plan C,
in case Plan A does not work.
3. DECIDING ON COURSE OF ACTION –
involves self-analysis. You have to
know who you are, what you have, and
what you are capable of. Then, you have
to look into where you are, what
resources outside of yourself you can
use, the situation you are faced with, and
the foreseeable developments – favorable
and unfavorable.
4. ESTABLISHING GOALS –
Defining you goals is the fourth
and final step in the planning
process. You will no find it difficult to
set your goals if you have a tool or
technique to use.
TWO CONCEPT:
1. SMART
2. KRA/KRI
SMART
• Specific – Goals should
reflect accomplishments
that are desired, not ways
to accomplish them.
“To improve operations”
“To increase profitability by 10%
by the end of the year”
• Measurable – Goals should
be measurable to determine
when they have been
accomplished.
A method for measuring must
be defined, preferably in
quantitative term such as: in
pesos, kilos, boxes, frequency,
etc.
ex. Always smile to customers,
safe work place, etc.
• Attainable – The real art of
setting goals is to create a
challenging, achievable target.
A goal is a standard of
achievement.
It should be challenging,
but should not demand
the impossible. It should
be attainable considering
available resources.
• Results-focused – Goals should
specify an end-result or outcome.
You may instruct group “ to work
together as a team” but if you
don’t specify what the group is
supposed to accomplish, you are
not result-focused.
 Working as a team might be
the way for the group to
accomplish a results-focused
goal such as “ Ten sets of cell
phones sold a week.”
• Time-bound – Specify a
relatively short time for
meeting the goal, from a few
weeks to no more than a
year. Goals are generally
more manageable this way.
- What is a reasonable period of
time for accomplishing the
goal?
- How critical is immediate
action?
- What are opportunities to act
now versus later?
KRAs and KPIs
KRAs or Key Result Areas are
highly selective areas (usually
four to five only) in which an
organization must achieve a high
level of performance. They are
critical success
KPI, on the other hand are
indicators of performance
established for each KRA.
Categories:
cost, time, quality, etc.