Human resources slide 1

OBJECTIVES:
the foundation
of planning
OBJECTIVES DEFINED
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OBJECTIVES are goals. We use the terms
interchangeably. They refer to desired outcomes for
individuals, groups, or entire organizations. They provide
the direction for all management decisions and form the
criterion against which actual accomplishments can be
measured. It’s for these reasons that they are the
foundation of planning.
STATED VERSUS REAL OBJECTIVES
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Stated objectives are the goals and targets that an
organization or individual publicly communicates and
declares as their desired outcomes. These objectives are
typically included in mission statements, strategic plans,
or official documents. Stated objectives are what the
organization intends to achieve and often represent the
idealized and optimistic view of what they hope to
accomplish.
Human resources slide 9
Real objectives on the other hand, are the actual goals
and targets pursued by the organization or individual,
which may not always align perfectly with the stated
objectives. Real objectives can emerge from various
factors such as resource limitations, changes in the
external environment, unforeseen challenges, or even the
personal interests of key stakeholders. These objectives
may not always be publicly disclosed or clearly
articulated, and they might evolve over time based on
circumstances.
 In some cases, there might be a strong alignment
Human resources
between stated and slidereal
9 objectives. However,
discrepancies between the two can lead to potential issues,
including lack of transparency, loss of trust among
stakeholders, and difficulties in measuring performance
accurately.
Effective management involves ensuring that stated
and real objectives are aligned to maintain organizational
clarity and credibility. This requires regular evaluation and
communication to ensure that actions and decisions are
consistent with the overall mission and goals of the
organization.
TRADITIONAL OBJECTIVE SETTING
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Traditional objective setting, often referred to as the
conventional or traditional approach to goal-setting, is a
method that has been widely used in various fields for
several decades. It involves the establishment of
objectives and goals based on historical data, past
performance, and conventional wisdom. This approach
was prevalent before the advent of more modern and
dynamic goal-setting techniques.
KEY CHARACTERISTICS OF
Human resources
TRADITIONAL slide 9SETTING
OBJECTIVE
1. Historical Perspective
2. Fixed and Long-Term Goals
3. Top-Down Approach
4. Linear and Predictive
5. Limited Involvement
6. Lack of Flexibility
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Despite its long-standing history, traditional objective
setting has been criticized for its limitations in today's
dynamic and uncertain business landscape. As
organizations face increasing complexity and rapid
changes in technology, markets, and consumer behavior,
the traditional approach may prove insufficient to drive
innovation, agility, and adaptability.
Human resources slide 9
In contrast, modern goal-setting techniques, such as the
SMART (Specific, Measurable, Achievable, Relevant,
Time-bound) framework and OKRs (Objectives and Key
Results), have gained popularity for their ability to foster
more dynamic and responsive goal-setting processes.
These contemporary approaches encourage greater
involvement of employees, promote shorter-term and
more agile objectives, and allow for continuous
adjustments to goals based on real-time feedback and
market dynamics.
MANAGEMENT BY OBJECTIVES (MBO)
Human
Is a resources
managementslide 9
philosophy and goal-setting
framework that was first introduced by management
theorist Peter Drucker in his 1954 book "The Practice of
Management." MBO is a systematic and collaborative
approach to management that aims to align organizational
objectives with individual employee goals, fostering a
sense of ownership, motivation, and accountability among
employees. The primary focus of MBO is to improve
organizational performance and achieve desired outcomes
through well-defined objectives and effective
communication.
KEY PRINCIPLES OF MBO:
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1.Goal Setting
2.Cascading Objectives
3.SMART Criteria
4.Participative Approach
5.Performance Review and Feedback
6.Rewards and Recognition
7.Flexibility and Adaptability
BENEFITS OF MANAGEMENT BY OBJECTIVES
•Human resources
Clarity and Focus: slide
MBO9provides a clear sense of
direction and focus for employees, ensuring that
efforts are directed toward achieving specific goals
that contribute to organizational success.
•Employee Motivation: Involving employees in the
goal-setting process increases their motivation and
commitment to achieving the objectives, leading to
improved performance.
•Human resources
Performance slide 9 MBO ensures that
Alignment:
individual and departmental goals align with overall
organizational objectives, promoting a cohesive and
coordinated effort.
•Continuous Improvement: Regular performance
reviews and feedback allow for continuous
improvement and the identification of areas for
development and growth.
Human
Overall,resources slide 9by Objectives remains a
Management
popular and effective approach to goal-setting and
performance management in many organizations, as
it fosters a results-oriented culture that encourages
collaboration, accountability, and achievement of
strategic objectives.
 Human resources slide 10

Thank You
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