Forums
Management by Objective (MBO)
Training & Organizational Development
Management by Objective (MBO)
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
Hi all-
I'm hoping you can help me out with some samples of MBO's. Our HR department will be pushing for employees to complete personalized MBO's and I'm fairly new to the concept. Does anyone have
0
Cat:Topic ForumsForum:ForumId58
Cat:Topic ForumsForum:ForumId58Discussion:DiscussionId34817
Forums » Topic Forums » Training & Organizational Development » Management by Objective (MBO)
|
Management by Objective (MBO)
posted at 6/10/2008 7:48 AM EDT
|
Posts: 5
First: 6/10/2008 Last: 6/1/2009 |
Hi all-
I'm hoping you can help me out with some samples of MBO's. Our HR department will be pushing for employees to complete personalized MBO's and I'm fairly new to the concept. Does anyone have examples of MBO's for an accounting, admin, and HR professional? I'd like to gain a better understanding of the idea and provide some samples to our employees. Any help is appreciated! Thanks, |
|
|
Management by Objective (MBO)
posted at 6/11/2008 10:14 PM EDT
|
|
Posts: 71
First: 12/6/2006 Last: 3/16/2011 |
Hi
MBO has been around since Drucker (in his book the practice of management) introduced the concept in the mid 1960s. many organizations have adopted SMART as an acronym to implement. Giving examples out of context is difficult as MBO requires all of the objectives to be linked to the business plan - i.e. all objectives need to directly deliver the plan. Mike |
|
|
Management by Objective (MBO)
posted at 6/15/2008 3:35 PM EDT
|
|
Posts: 108
First: 4/15/2007 Last: 8/17/2009 |
Hello Jeskers31. Welcome to the forum. Im all for getting employees involved in drawing up the MBOs. I get a bit worried though when they are not intimately linked to the team, department and organization goals. If there is no link, or only a weak link, then there is a real risk of them having minimal organizational impact. If your organizational units dont have goals agreed and drawn up, then I suggest that this is the place to start; from the top down. MBOs can be a great method for ensuring that each employee is adding real value to the organizations efforts in creating profit, satisfied customers, and whatever. MBOs are also a great way of giving each employee a sense of direction and real purpose.
For example, for each department, you can draw up departmental goals in the areas of finance, customer, process, learning, etc, and then work with each employee to distill measurable personal goals that will help achieve each of these objectives. For HR department goals, you could refer to the book, HR Scorecard, by Dave Urlich, et al. I hope this is making some sense. Les Allan Author: From Training to Enhanced Workplace Performance |
|
|
Management by Objective (MBO)
posted at 6/29/2008 1:09 AM EDT
|
|
Posts: 71
First: 12/6/2006 Last: 3/16/2011 |
[quote]
On 2008-06-12 08:31, Jeskers31 wrote: Thanks for the great info. I'll definitely check out the website you're referring to. [/quote] Try http://www.rapidbi.com/smart/ Any form of MBO must be integrated with the overall goal of the department, and every goal of the department bust directly contribute to the goals of the organization. The more transparent the links - the more involved employees feel in their contributions. Mike |
Forums » Topic Forums » Training & Organizational Development » Management by Objective (MBO)
