2021

GOAL
SETTING
PERFORMANCE MANAGEMENT
What is goal setting?
It is the process of identifying the goals and objectives of the organization as well as
individual goals that are expected to be achieved throughout the year.
Why do we set goals?

Provides Focus Promotes Teamwork Helps Measure Success

Well-communicated and clearly Employees work together Performance is evaluated

set goals brings out highly toward a shared vision making against set targets, thereby
motivated employees to them feel a greater connection promoting objectivity and
perform to their full potential to the organization transparency

How is it done?
1 2
Develop your goals with the Center your goals on focus areas which will require high
organization’s vision in performance and bring you and the organization success
mind and envision the How we maintain and contribute to the organization’s financial health
impact each employee will Financial and performance – outline your profit targets, budget, and cost-saving
measures in this area.
have in its accomplishment. How we perform through the eyes of our external and internal
customers – targets must measure the value that is delivered to the
These goals when acted Customer customer which may involve timeliness, quality, performance, service,
upon are channeled toward and cost.
the same direction. Internal What processes need to be in place to deliver customer- and finance-
related goals – these processes must be optimized to improve quality
Process and efficiency.
Okada Manila’s 2021 Focuses on the people, learning, growth, and attitude on an individual
Goals and organizational level and how you can improve upon and create
People more value in these elements. This area also refers to the company’s
ability to constantly improve, innovate, learn, and be competitive.
Set goals for your
Division
3 Think and do it the S.M.A.R.T.C. way.
Define departmental Specific – What exactly should be done? Define what the expected outcome is.
goals Measurable – Quantify your goals. Establish a clear yardstick to determine
whether work is being done to expected standards.
Attainable – Be realistic. Can employees complete this goal with the skills,
Identify individual goals resources, and time available to them?
Relevant – Will this goal lead to the desired result? Goal must directly support the
organization’s goals.
For 2021, goal setting will be required for our current
and future leaders. All Levels 1 to 5 employees must Time Bound – When is the target date for completion? Set a deadline.
have individual goals.
Challenging – Goals should stretch the employee to perform to a higher level.
Sample Goals
Director - F&B Operations
Customer Financial Goal Measure

Increase all F&B outlets revenue Quarterly Sales growth & operating income per outlet

Improve lead/customer generation and

% market share value
engagement
Internal
Process

Improve risk and crisis identification Number of unsatisfactory audit findings

% of Performance Plans within the department that are

People

Improve performance management

submitted on time and
effectiveness within the department
% of employees in the department with achieved goals

Call Center & Reservations Manager

Goal Measure
Customer Financial

Reduce operating cost % savings

Maintain high level of customer satisfaction % of survey excellence score

Internal
Process

Average call handling time and call abandonment

Increase call-handling expertise
rate
People

Continuously improve skills and

No. of training courses completed by staff
competence

Senior Designer
Goal Measure
Customer Financial

Increase revenue by campaign promotions % of social leads converted to sales

Attract more guests through campaigns No. of property collaterals created per month
Internal
Process

Improve service delivery % of campaigns finished on time

People

Increase productivity Total sick leave per annum

Building the 2021 Annual Performance Scorecard
It’s time to set your targets! 2021 Annual Performance Scorecard is built around two parts –
Performance Plan and Performance Evaluation. Performance Plan is the part where
individual goals are written for each employee.
All Levels 1 to 5 employees must have a Performance Plan which they need to complete and
achieve throughout the year.
To do this, just follow these simple steps:
1
Open the excel version of the
2021 Annual Performance Scorecard

2
Individual goals may be written either by For Employee writing his/her own goals:
the Employee or his/her Immediate
Manager. Type your name and the rest of your details
(e.g. Employee Number, Position, etc.)

For Immediate Manager writing his/her

employee’s goals:
Type the Employee’s Name and the rest of
the employee’s details (e.g. Employee
Number, Position, etc.)

Identify 3 to 5 goals Outline the Determine the Define targets

that will help achieve measurable weight of each based on historical
your Division’s or indicators which will measure based on data and future
Department’s goals be used to evaluate the scale of priority. expectations.
for 2021. the employee’s
performance level Assign at least 5% These may be
These goals may using direct and on each measure. percentages,
focus in any of the simple language. numbers, or scores
four areas: Financial, Total weight should depending on what
Customer, Internal These may be based be 100%. is being measured.
Process, People. on quantity, quality
or timeliness.
Building the 2021 Annual Performance Scorecard
4 For Employees For Immediate Managers
writing his/her own goals: writing his/her employee’s goals:

Type your Name and the Date when Type the Employee’s Name
the form was accomplished and affix
your signature

Type your Name and the Date when

the form was accomplished and affix
Type your Immediate Manager’s your signature
Name

If applicable, type your

Type your Division/Department Division/Department
Head’s Name Head’s Name

5
Save the 2021 Annual Performance Scorecard using this Important Reminder!
filename format: Goal setting, as with all other steps
in Performance Management, is a
2021Goals_Employee Name_Employee Number collaborative process between the
manager and employee, although
Example: there will always be some elements
that are non-negotiable.
With this in mind, ensure that the
employee and the manager agree
with the Performance Plan prior to
submitting it to HR.
What’s next?
Managers must submit the Annual Performance Scorecard with accomplished
and approved Performance Plan to HR on or before February 26, 2021.

Goals are the aspects of the scorecard which need follow up. Once set, Manager
must ensure that Employee is on the right track to achieving his/her goals by
performance monitoring and providing feedback on an ongoing basis throughout
the performance period.

Feedback process is a two-way communication Manager Employee

process and a joint responsibility of managers
and employees. Provide feedback Seek feedback to
whenever ensure he/she
exceptional or understands how
Ongoing feedback can be formal and informal. ineffective he/she is
performance is performing and
With regular and ongoing feedback happening observed; reacting well to the
Provide feedback feedback he/she
throughout the year, annual performance receives
about day-to-day
evaluation will simply be a recap of what has accomplishments
transpired throughout the performance period. and contributions

Providing Feedback Final Stop

 Do it regularly. Have regular and
unscheduled meetings. Annual Performance Evaluation
awaits all employees in 2022!
 Feedback is most effective when given
immediately.

 Be specific on what behaviors and actions

were effective and ineffective.

 Always get the employee’s input. Ask for

his/her view about what could have been
done differently.

 It is best practice to document coaching and

feedback sessions, whether for positive or Stay tuned for more details!
negative performance.

For any question or concern, you may reach out to HR Performance Management Team:
HREmployeeEvaluation@okadamanila.com