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Performance targets


I'm a T&D manager and need to write a business plan for my department. I'm struggling to complete the Performance Targets section
Any ideas?
many thanks
Rachel Billington

6 Responses

  1. Objectives
    Business Goals
    Department Objectives
    Job Descriptions
    Review against JD’s
    Set personal objectives that match business goals. Agree timescales, Add to plan

    I hope this assists

  2. Just one more thing…
    I agree with Stan as to structure, the only thing I would add is keep it simple – the fewer performance targets that you set, the more likely they (or any of them) will be achieved. It’s really difficult to aim for 30 things at once, even if you can arch like Robin Hood.

  3. Effective Business Plans
    What is your Department set up to do and expected to achieve to justify its existence?

    Whatever this is, should therefore be the sole focus of your Business Plan

    You need 2-3, say 5 at most one-line bullet points of realistic concepts to justify your Department’s raison d’etre, what is has achieved and expect to deliver on. It is therefore important to ensure you can show “evidence” to underpin your expectations which should be set at realistic levels for your Department.

    I have submitted effective business plans and would be happy to help you with this if you wish.

    If you wish to email me for a more detailed discussion please feel free to do so.
    Best wishes

  4. Performance Targets
    Setting performance targets can have a negative effect on the ability of the workers to achieve them.
    The workforce perceive performance targets as the management telling them what they should be doing.

    Telling people what to do makes them resist doing what they have been told, for no other reason than they have been told what to do.

    It has been shown that when people set their own targets they are almost always higher than any the management would have set and are almost invariably achieved because the workforce “own” the targets and therefore take pride in their achievement.

    If instead of setting the targets you ask the workforce what they think they can achieve, you will be startled by the results.

  5. Some specific ideas
    Hi Rachel- may not be what you’re looking for & depends upon your organisational culture but some specific ideas are:

    Statistical tgts- happy sheets results
    Workplace evaluation results
    Days training delivered
    No of delgtates attended
    No of devpt events undergone & feedback as to suitability, in house, external, on line
    Customer satisfaction scores from business

    Quick reply as on the way out- mail me if you want to talk more


  6. Thanks
    Thank you all for excellent advice
    Points noted. Better get some work done now I suppose!!


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