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©2011 Global Groupware Solutions Ltd.© 2011 Global Groupware Solutions Ltd.

Employee Performance Management

Goals Alignment in Performance Plans

Boosting employee productivity and business success through alignment of individual goals with strategic organisation objective

Sumeet KapurCEO, Global Groupware Solutions Ltd.October 20, 2011


Sumeet KapurFounder & CEO

• B. Com, University of Delhi, PGDBM (MBA) from XLRI, Jamshedpur • Apart from overall leadership of the company, leads marketing & sales

teams and provides HR domain expertise for the product design• Serial entrepreneur with 23+ years experience in IT industry• Previously worked with Tata Unisys (merged with TCS) and Wipro• First venture: Chipsoft Technology – multi-vendor IT support services

company• Pioneered SaaS in India building Smiles™ CRM in 2001


Traditional Goal Setting

• Goals set to measure “performance” (as opposed to Capabilities)

• Typically stated as “KPIs” categorised under “KRAs” and sometimes further grouped under “perspectives” (BSC Models)

• Goal setting maybe top-down i.e. Appraiser sets goals for Appraisee or Bottom-up i.e. Appraisees set own goals which Appraiser then discuss and moderate

• Goals set between appraiser and Appraisee represent team objectives (Manager’s goals) but often do not reflect organisation’s goals


What is Goal Alignment?

• Goal alignment is the aligning of goals in an organization across the length (levels top to bottom) and across the breadth (across divisions/functions/branches/departments) in a way that every person and every team is working towards achieving the same set of organisation goals


Developing Strategic Business Goals


Cascading Goals


Benefits from Goal Alignment

• Enhanced business success – Eliminates redundant work– Shows-up duplication/cross-purposes of effort– More focus on delivery– More widespread innovation and problem-solving– More efficient deployment of resources– Easier implementation of “Pay-for-performance”

• Higher levels of employee engagement – Enhances individuals own self-worth – Increased sense of contribution– Greater sense of responsibility– Greater commitment from employee


Goal Alignment: Critical Success Factors• Clear communication

– Organisational Objectives and Goals• Interactive

– Interactions up & down as well as across to develop sound tactical plans

– Understand inter-linkages/inter-dependencies– Connect performance factors and enabling factors

• SMART Goals• Frequent reviews

– Reviewing the progress– De-bottlenecking– Re-aligning


Thank you!

I would be happy to exchange ideas and take questions anytime.

Please write to me at [email protected]