目标设定工具包+Objective-Setting+Toolkit

Gartner

Objective-SettingToolkit

Establishingobjectivesandsharingyour

newvisionandstrategy

Withoutaclearunderstandingofthebusinessvision,

HRleaderscannotbegintodesigntheirownaspirations

Asbusinessneedsevolve,HRleadersmustensuretheirobjectivescloselyalignwiththeorganization’sstrategy.Beforeestablishingobjectivesandaplan,youshould:

1.ClearlydefineyourresponsibilitieswithyourCEO

andanyotherrelevantstakeholders.

2.Assessindustry,organizationalandHRteam

dynamicstoexposeopportunitiesandchallenges

withchangingdirections.

3.Gathersuggestionsandfeedbackbyasking,“What

hasworkedandwhathasn’tworkedinthepast?”

Objective-settingguidelines

Objectivesshouldbe:

Specific

Concreteand

well-defined

Relevant

Anactivity,

behavioror

outcome

ofinterest

tobusiness

management

Measurable

Allowtrackingprogress

towardgoals

Time-bound

Tiedtoa

near-term

deadline

Actionable

Linkedto

specificactionsofemployees

tomonitortheirperformance

©2021Gartner,Inc.and/oritsaffiliates.Allrightsreserved.HR_TA_1568907

Objective-SettingToolkit

Benchmarkyourprioritiesagainstthoseofyourpeers’withdatafrommorethan400ofthemostprogressiveHRleadersfromtopglobalcompanies

TopKeyInitiativesSelectedbyHRLeaderstoSupportTheirOrganizationalPriorities

Top10KeyInitiativesfor2022

PercentageofHRLeadersPrioritizing

1Buildingcriticalskillsandcompetencies

59%

2Organizationaldesignandchangemanagement

48%

3Currentandfutureleadershipbench

45%

4Futureofwork

42%

5Diversity,equityandinclusion

35%

6Employeeexperience

34%

7Recruiting

33%

8Technologyformyfunction

32%

9WorkingwiththeCEO,boardandC-suite

22%

10Performancemanagement

22%

n=572HRleaders

Source:2022GartnerHRPrioritiesSurvey

©2021Gartner,Inc.and/oritsaffiliates.Allrightsreserved.HR_TA_1568907

Objective-SettingToolkit

Effectivelycommunicateyourobjectivesandplan

Afteryou’vedeterminedoverallbusinessgoals

andestablishedyourobjectives,thenextstepisto

communicatethefunctionalobjectivesandstrategy

acrossthefunctionandcompany.

Keystosuccess:

•CommunicatetheplanfirsttoHRleadership,thentobusinessleaders.

•Makesureemployeesarereceivingconsistentmessagesfromtheirmanagersandfunctionalleaders.

•Keepthemessagesimple.Implementationsufferswhenemployeesdon’tunderstandthestrategyoractivelydisagreewithit.

•Identifystakeholdersandassesswhethertheyarelikelytoadoptorresisttheplan.

•Tailorcommunicationstodifferentstakeholdergroupstoensuretheyunderstandthevariousaspectsofthestrategicplan.

•Encouragestakeholderbuy-inandmotivatestakeholderstoembracetheplan.

Objectivechecklist

Doeseachfunctionalobjective:

Directlyaligntoa

singlegoal?

Alignwithbusinessstrategy?

Explainhowyour

functionwillachieveitsgoals?

Takeintoaccountthefunction’scurrent

capabilities?

©2021Gartner,Inc.and/oritsaffiliates.Allrightsreserved.HR_TA_1568907

Objective-SettingToolkit

Peeradvice

“Themostimportantthinginaligningyour

objectivestobusinessgoalsistherigorthatgoesintoarticulatingtheobjective.Havingalignmentonpaperismeaninglessunlessyou’vedefinedyourobjectivesinaspecific,measurableandactionableway.”

“Youcan’tgiveeveryemployeeacustomized

message,nordoyouneedto.Butitisimportant

tofindthefewemployeeswhowillcontribute

mosttostrategyimplementationandtarget

themwithaverypersonalizedmessage.”

GartnerforHR

Expertguidanceandtoolsto