HRcogs supports the idea that the goal alignment process by itself just isn’t enough to align employees with your overall corporate mission.
We believe the goal alignment process must be supported by other human resource development systems such as performance management, rewards, and training. Anything less than getting the support from these HR systems will only cause confusion and lead to employee disengagement. For example, assigning goals without a performance system to properly document their achievement is a major reason why employees are disengaged.
HRcogs uses job profiles to support the goal alignment process. The skills that are in the job profile (the skills employees were hired for), are the same skills the employee is measured by when performing their goals. The application allows managers to easily up date employee job profiles in real-time to ensure skills align with the needs of the department and the organization. Because job profiles are managed in real-time, employees are always aware of the skills they must be proficient in, and the skills they are being measured by. Another reason we designed HRcogs to allow job profiles to be managed in real-time, so that the manager and HR can ensure compensation is aligned with the skills being performed. Many times employees learn advanced skills, but because job profiles are not managed in real-time, compensation no longer aligns with the skills, and the employee feel underpaid and eventually leave the company.
When developing goals, fewer is better
People are “hoarders". We hoard things because we don't want to decide what's most important.
But hoarding is bad when it comes to setting goals for your employees.
Studies show that if you give employees two goals, the probability of making progress towards both goals are good as long as they have the talent and resources to get it done. Give employees five goals and you’re lucky if they complete 2.
Ideally most employees should have two core goals – to function as an Individual Contributor, and function as a Team Player.
In today’s environment most employees must be able to share responsibilities and ownership by working in groups, while being able to work independently, using their own ideas and talents.
- Goal 1: [Individual performance] – Individual Contributor
- Goal 2: [Perform in team setting] – Team Contributor