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‡ Harvard Business Review cited that 37 percent of
employee activity is not aligned with business
goals, totaling approximately 15 hours a week out
of a 40 hour work week spent working against
business goals.
‡ Employees need to understand how their job
contributes to the success of the team, the
department, and the company as a whole.
‡ With alignment, one can ensure that the entire
workforce is focused and engaged to deliver on
the business goals.
   

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 -ive Steps to Effective Goal Management

‡ Define Business Strategy

‡ Establish Quantitative and
‡ Qualitative Employee Goals
‡ Define Employee Expectations
‡ Align Employee Goals to Broader
‡ Organizational Objectives
‡ Communicate Shifting Priorities
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‡ in a paper performance review process, information can
often get lost in the email or paper trail. Lack of current
information on business goals puts both employee and
manager at a disadvantage.
‡ When performance reviews are automated and integrated
with individual and organizational goals, performance
management transforms and everyone benefits.
‡ What was once a dreaded annual exercise becomes a
proactive process that ensures everyone in your
organization is on the same page.
‡ Employees feel valued, managers get a clear line of sight
into business objectives, and executives know exactly how
the workforce is performing.
 What needs to be done
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‡ it is no secret that top performers directly
influence the overall performance of an
organization.
‡ in fact, high performers increase profits by up
to 49 percent.
‡ Once performance data is in place,
organisation can use tools to assign
compensation cycles that fit the budget and
meet guidelines for merit and bonus
allocation.
 
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alent intelligence would enable an organisation to:

‡ Drive immediate action by aligning talent
management processes with business objectives.
‡ Gain visibility into its workforce and put the right
people, with the right skills, on projects that drive
business objectives.
‡ improve the quality of hire by identifying top
performers, where they came from, and their
tenure.
‡ Ensure future success by building a strong
leadership pipeline.
  

‡ As managers are expected to do more with less in

the organization, they may not have the human
resources staff or budget that larger companies
have for performance management.
‡ -rom goal management to performance reviews
to compensation management, web-based
solutions offer ease of use, increased efficiency,
and dramatically lower costs.