Most companies have highly generic goals, that are not shining and engaging. The company in 2015 Goals and Objectives sets highly generic goals that can be used in any other organization. Sales should be growing, products innovated, new cost cut opportunities identified and executed, employees developed and the brand name of the business visible and recognized on the market. Well, which one of them would you take as your personal 2015 Goal? None? Which one looks attractive to you?


Do we recognize the importance of Goals and Objectives for the organization? Why start-up companies set challenging targets? Why the mature businesses set ambitions that do not shine and provoke employees to go the extra mile? It is always about the leader of the team. The leader agrees goals with all stakeholders and shareholders. They have expectations, and they usually expect a pleasant and predictable return on the investment. Taking a risk is not a best practice to be followed for them.

Most organizations share a serious issue with the employee engagement and retention of the key staff. The business suffers from the high and unacceptable turnover. The business does not innovate and just protects the market share. Times of the double digit growth are over. However shareholders expect a higher return. The business starts to decline, and nobody sees a point of a return.

It is a role of Human Resources to push the leader to be innovative during the goal setting process. The leadership team should see small and agile companies on the market. These organizations have to fight to survive. They have challenging goals because they cannot survive. They need the internal courage to fight for the spot on the market. They have to find the right market niche to build a strong cash flow.

2015 Company Goals

They can inspire big business. The large organization can afford to invest resources into the agile development of innovations. It can afford to try a new approach. It loses just a small proportion of the entire investment budget. It can explain losses to shareholders. It can surprise them with the additional revenue streams. It is just about taking a small risk during the goal setting process.

The 2015 Company Goals and Objectives need to be:

  • ambitious;
  • shining;
  • inspiring.

The employees need to feel that they work on challenging goals. No one likes to increase the sales volume by 15 percent. Everyone likes to introduce new products to markets; everyone wants to increase the market share. Everyone wants to be linked with the famous product or innovation. No one just want to make an Excel spreadsheet exercise.

The 2015 Company Goals have to be inspiring and shining. Employees need to talk about challenging tasks with friends. Talking with friends about the impressive job makes them feel important. They just know that they are important for the organization. The level of loyalty increases and the turnover starts to decrease significantly. They just begin to like to work for the business. They feel valued when they deliver the demanding targets.





HR below the line

Goals, Goals, Goals!

Setting the right goals and objectives is the true art of the leadership. Human Resources trains managers and leaders how to set the targets for departments and employees. It manages the process so that all targets are aligned with the vision of the organization and follow the same approved principles.

However, Human Resources forgets to set the objectives for Human Resources Department. Just as the inspiration, you can find Goals and Objectives examples for the HR Business Partner, Recruitment and Staffing, Compensation and Benefits, Training and Development, Succession Planning, Leadership Development, HR Social Media, Employee Retention and HRIS.

The goals and objectives should be taken as examples. They are not the real targets to be used as they are provided. They just inspire. They help building the modern Human Resources Management Function in the company. Do not follow them blindly.

About Creative HRM

Human Resources Management is an essential business function in organizations that gain the sustainable competitive advantage. The development of Human Resources Management Practices and Procedures is an important way to reach targets and growth. HRM always start with the introduction of basic HR Management Policies, and it develops into the Leadership Development, sophisticated Compensation and Benefits, Organization Design, Performance Management and Career and Succession Planning.

creative HRM is a personal informational project focused on the description of latest trends in Human Resources Management. HR is a quickly developing business function, and new HR trends or procedures occur often. However, the implementation of new trends is difficult, and we should learn from mistakes and successes of others. Connect and stay connected.

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