Identify An Organizational Level Goal That Would Be Incorpor

Identify An Organizational Level Goal That Would Be Incorporated Into

Identify an organizational-level goal that would be incorporated into an annual business strategy (e.g., financial performance, service, productivity, competitive advantage, innovation.) Develop three organizational development strategies relating to HRM you would utilize as a manager to support this goal. Create the goals utilizing SMART (specific, measurable, attainable, realistic, and timely) criteria, specifically identifying how the goal will be measured using evidence-based HRM.

Paper For Above instruction

Introduction

In today's competitive business environment, organizations must establish clear and strategic goals that align with their overarching mission and vision. These goals serve as a roadmap to drive organizational performance and growth. Integrating organizational-level goals into annual business strategies ensures that every department and function works synergistically toward common objectives. Human Resource Management (HRM) plays a pivotal role in supporting these goals through strategic organizational development (OD) initiatives. This paper identifies a specific organizational-level goal related to performance enhancement and discusses three HRM-centered strategies, formulated using SMART criteria, to effectively support and achieve this goal.

Selected Organizational-Level Goal

The goal selected for this discussion is improving employee productivity to enhance overall organizational performance. The aim is to increase productivity by 15% within the next 12 months. This goal aligns with strategic priorities such as operational efficiency, competitive advantage, and profitability. Improving employee productivity directly impacts financial performance, customer satisfaction, and employee engagement, making it a critical focus for organizational development.

Development Strategies Supporting the Goal

To support this organizational goal, three HRM-based strategies grounded in evidence-based practices are proposed. These include targeted training and development, performance management systems, and employee engagement initiatives. Each strategy is designed using SMART criteria to ensure clarity, feasibility, and measurable outcomes.

Strategy 1: Targeted Training and Development

The first strategy involves implementing a comprehensive training program aimed at enhancing employees' skills relevant to their roles. The goal is to conduct at least 50 hours of training per employee involved in high-impact departments within six months. The training content will focus on operational efficiencies, technological skills, and customer service excellence, supported by evidence indicating that skill development correlates with productivity gains (Noe, Hollenbeck, Gerhart, & Wright, 2020). The success of this strategy will be measured by pre- and post-training performance assessments, with a target of a 10% increase in individual performance scores.

Strategy 2: Enhanced Performance Management System

The second strategy entails revising and implementing a performance management system that incorporates frequent feedback, goal-setting, and recognition. Specific objectives include establishing quarterly performance reviews and linking individual goals to organizational productivity targets. This approach aligns with evidence suggesting that regular feedback and clear performance expectations improve employee accountability and output (Pulakos et al., 2019). The measure of success will be the reduction in performance gaps, with a targeted 20% increase in goal achievement rates within the year.

Strategy 3: Employee Engagement and Recognition Program

The third strategy focuses on fostering a culture of engagement through recognition initiatives and employee involvement programs. The goal is to achieve at least a 20% increase in employee engagement scores through quarterly surveys and participation rates. Engaged employees are shown to be more productive and motivated (Harter, Schmidt, & Hayes, 2020). Success will be measured by engagement survey results, noting improvements in satisfaction, commitment, and discretionary effort, and correlating these with productivity metrics.

Conclusion

Incorporating an organizational-level goal of improving employee productivity into the annual business strategy requires well-structured, evidence-based HRM strategies. The three proposed strategies—training and development, performance management, and employee engagement—are tailored with SMART criteria to ensure they are specific, measurable, attainable, realistic, and timely. Their implementation promises to create a supportive environment where employees are equipped, motivated, and aligned toward organizational success, ultimately driving performance improvements and maintaining a competitive advantage.

References

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