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HR Goals
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HR Goals
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
I am the HR dept. for a small (110 ee's) company. My boss, the VP of Finance & Admin, came in last week and told me of a new incentive/bonus program for upper mgt, designed by an outside consultan
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HR Goals
posted at 7/5/1999 11:51 PM EDT
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Posts: 54
First: 7/5/1999 Last: 12/11/2002 |
I am the HR dept. for a small (110 ee's) company. My boss, the VP of Finance & Admin, came in last week and told me of a new incentive/bonus program for upper mgt, designed by an outside consultant. I need to come up with goals and objectives for the coming year and I'm having trouble thinking of many measurable goals to give him, beyond turnover & absenteeism. I am a true generalist, responsible for safety, staffing, benefits, comp, 'ee relations, etc. If anyone could give me some examples of goals for HR I would appreciate the guidance.
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HR Goals
posted at 7/6/1999 2:55 AM EDT
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Posts: 1
First: 7/6/1999 Last: 7/6/1999 |
Your goals should reflect the needs of the company for the next year. If you do a lot of staffing, consider cost-per-hire or time-to-fill goals, which are pretty easy to measure. Does the organization need revamped or additional benefits? If so, frame a goal around accomplishing that (measures can include cost, timeliness, employee satisfaction with the new benefit program, etc.). Do you need to reduce on the job accidents? If you can influence that through education/training, incentives, etc. then that would be a good goal. Hope these ideas help - good luck! |
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HR Goals
posted at 7/15/1999 7:24 AM EDT
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Posts: 60
First: 6/13/1999 Last: 5/22/2005 |
total turnover and absenteeism are things you do not control
How about results like cost per hire, time to fill jobs, t/o of new hires, reduced accidents or loss time, cost per employee of benefits vs. an outside bench mark, reduced complaints of employees re: benefit support, increased benefits for less cost, a reduction in exit interviews that indicate that compensation is the reason, etc. Almost anything you can measure vs. last years stats Anything that shows reduced cost, increased effectiveness and the furtherance of the business goals is what all the other departments have to provide. We do to. Mike Smith Dir HR |
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