Any business that wants to thrive and expand in the market must have a strong corporate culture. Employee satisfaction, productivity, employee retention, a strong brand name, and other benefits are all brought about by a positive workplace culture. So let’s concentrate on making our business the best place to work.
Planning our human resources is one of the best ways we can conserve our resources. A good strategy will assist us in identifying the top candidates for our organization’s various positions. As a result, we will avoid spending money on recruiting, training, and other related expenses.
One way to measure the efficiency and success rate of the hiring process is to determine the cost per hire. It’s always advised that we are aware of how much was spent on each hire so that we can budget appropriately going forward. It also assists in providing a clear understanding of the profit and loss of our companies.
We must be aware of how many employees have left our businesses within a certain time frame. Keep in mind that a high turnover rate (exceeding 3%) should be a concerning issue that we need to take precautionary measures to mitigate We can easily build a talent pipeline for future use by calculating the turnover rate.
- Reinforce employee feedback. …
- Enhance company culture. …
- Excel in organizational excellence. …
- Nourish staff performance. …
- Increase staff retention. …
- Boost team collaboration. …
- Improve employee experience. …
- Develop training programs.
Why might an HR coordinator use SMART goals?
SMART goals make it simpler for HR coordinators to determine the needs and preferences of employees while developing strategies to achieve goals and enhance the business. Most HR coordinators oversee a variety of tasks, including recruiting new team members, onboarding them, fostering a positive work environment, and managing benefits and compensation. Setting SMART goals enables you to outline and organize each long-term goal so that you can develop more manageable action plans to improve the effectiveness of your business and the experiences of your employees at work.
What are SMART goals?
Smart, measurable, achievable, and time-based goals (SMART goals) provide a framework to help you set, plan, and achieve the milestones you establish for yourself. When first setting your goal, be as specific, explicit, and clear as you can about what you hope to accomplish. Make this objective quantifiable by describing how you might gauge your goal’s advancement in order to successfully track it. By confirming that you possess the skills and qualities required to reasonably achieve this goal while still challenging yourself to do so, it can then become a realistic goal for you to work toward.
Make sure your goals are pertinent by relating them to your long-term objectives and core principles. This enables you to accomplish important milestones and advance in your career. Set a deadline to keep you focused and moving steadily toward your ultimate objective.
7 SMART goals for an HR coordinator
Typical SMART objectives that an HR coordinator might use in their work include:
1. Improve employee feedback structure
Creating a thorough feedback structure is a good way to figure out how to enhance the company and the experiences of its employees while working there. This enables team members to voice their opinions regarding specific practices, policies, and strategies used by the business. Employee feedback on these policies’ best features and areas for improvement is welcome. They can provide this feedback through surveys or anonymous comments to help the participants feel more at ease and confident when expressing their opinions.
Creating a feedback structure demonstrates to employees that you value their input and are committed to improving their experience at the company. For example, a SMART goal you set can be to improve positive employee feedback from 65% to 75% in one year
2. Enhance company culture
Effective company culture ensures that workers enjoy their time at the company. This can increase social comfort among staff members and their levels of happiness. Creating a better workplace for your staff might increase their dedication to the business and help you keep customers longer. You can achieve this by creating plans and guidelines that motivate personnel to form bonds with one another. An example of a company culture SMART goal can be to implement new software systems that increase employees communication and engagement with one another by 20% in one year
3. Set talent acquisition targets
Hiring ensures that HR coordinators find, attract, and onboard high-performing candidates, which is a crucial component of their jobs. As the business expands, it’s crucial to set talent acquisition goals to make sure you have a large enough team to handle tasks. This aids the business in constantly maintaining a productive and efficient workflow.
By implementing new recruiting platforms and remaining up to date with current hiring trends, try to find creative ways to connect with a larger pool of candidates. This ensures that the company will find and hire qualified candidates who will produce outstanding results. An illustration of a SMART goal for talent acquisition would be to go from 200 to 350 employees in two years.
4. Retain more talented employees
Retaining valuable team members who contribute to the growth and success of the company is crucial as you hire more employees. High retention rates and low turnover indicate that staff members like their jobs at the company. This can encourage other qualified candidates to apply for jobs with the company and can encourage current employees to stay longer.
Long-term commitment from employees enables them to develop within the organization, submit more complex projects, and make crucial decisions that improve the performance of the business as a whole. A SMART goal can be to improve the companys retention rate by 35% in two years
5. Establish core values
Most staff members are more eager to contribute high-quality projects to an organization whose core values they share. Establish the company’s vision, mission, and values and make sure employees are aware of them. To help staff members feel their roles have a clear purpose and meaning, try to create policies and materials that frequently remind team members of the company’s values. For instance, you could establish a SMART objective to express three of your core values to your staff members in novel ways each month.
6. Adjust employee benefits accordingly
Many workers prefer to work for businesses that provide distinctive benefits that prioritize their well-being. Try to look into various benefit plans that are valuable to employees. To make sure you’re taking into account their needs and preferences when establishing these programs, you can survey employees to find out what kinds of coverage options they prefer. Consider implementing certain perks like gym memberships, work-from-home programs, or free lunches if you can’t afford to provide certain benefits that employees prefer. For instance, set a SMART goal to offer benefits that 75% of employees find valuable
7. Improve the onboarding process
Employees are more eager to start working for the company when the hiring and training processes are improved. Additionally, it increases both employee and company productivity. Team members feel more at ease joining the company and can begin tasks more quickly when they receive the proper training and onboarding. An example of an onboarding SMART goal can be to adopt a technical software system that automates the onboarding process and increases training productivity by 20% in one year
Setting SMART HR Goals
FAQ
What are the 5 SMART goals examples?
- Get Fit. Weak Goal Example: I’m going to get fit. SMART Goal Example: .
- Achieve a Personal Project. Weak Goal Example: I’m going to write a book. SMART Goal Example: .
- Improve Relationships. Weak Goal Example: I’m going to improve my relationships. SMART Goal Example:
What are the 7 major goals of human resources?
- ensuring that the business complies with all applicable laws and regulations regarding its employees
- Recruiting and staffing.
- Benefits and compensation.
- Education and training.
- Employee relations.
- Advising management on employee-related matters.
What do you consider to be the 3 most important skills a HR Coordinator must possess to be effective?
Smart Goal Specific: To maintain a positive, values-based work environment. Measurable: Increase the percentage of positive employee feedback from 75% to 80% Attainable: From 75% in 2021 to 80% in 2022. Relevant: To encourage most employees to live up to the organization’s values
