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Objectives
Objectives
This component focuses on aligning the work done by MDO (ministry, department, organization) officials and teams with the scheme/program's goals. The program's goals and objectives can then be translated into key results and performance indicators for individual positions.Β
By integrating existing and new data systems, this component also enables tracking of targets achieved by individuals against the defined KR-KPIs. Finally, the data on the performanceΒ of officials can help to inform performance management decisions and practicesΒ Β
Outputs
Outputs
A framework of Objectives-Key Results-Key Performance Indicators (O-KR-KPI) for the scheme/program.
Task-based monitoring of individual officials' performance.
Essential data systems to track the achievement of these targets.
Outcomes
Outcomes
MDO leadership has improved visibility into departmental performance.
MDO leadership can plan scheme/program work based on the target achievement of individuals and teams within the department.
Preparation for ImplementationΒ
Preparation for ImplementationΒ
Design GO-HRM implementation and change management strategy:
Budget approval for GO-HRM implementation
Office orders and associated documentation for critical process changes
Institute progress review protocols and appoint nodal officer(s) to anchor the implementation
Institute teams and committees to oversee implementation:
Executive committee: responsible for key decisions and progress reviews
Management committee (if required): responsible for coordinating implementation and change managementΒ
Implementation team (can be externally contracted based on departmental resources): responsible for conducting activities like landscape review, KR-KPI drafting, goal setting workshop, task mapping, data source mapping, data systems building and dashboard development.
Steps in ImplementationΒ
Steps in ImplementationΒ
The section below describes the steps for achieving the outputs and outcomes associated with the goal-alignment component of GO-HRM and creating linkages with broader performance management considerations of a ministry, department, or organization.
Step 1: Define Objectives and Key Results for scheme/program Goals
Step 1: Define Objectives and Key Results for scheme/program Goals
Overview:
Defining objectives and key results involves cascading the overall vision into specific outcomes to be achieved in the short and medium term.
A goal is the department or program's overall vision. It is broken down into specific medium-term objectives.
These objectives are measured using key results, which are then broken down into key performance indicators.Β
Key performance indicators are mapped to activities undertaken by a specific position.Β
This document π provides a step-by-step guide for definingΒ Β G-O-KRs for a given scheme/programΒ
π Resources and Tools πΒ
π Resources and Tools πΒ
Step 2: Map Key Performance Iο»Ώndicators for officials
Step 2: Map Key Performance Iο»Ώndicators for officials
Overview:
Overview:
This step involves mapping Key Performance Indicators (KPIs) based on the Objectives and KRs defined in the previous step to specific positions. It provides role clarity and accountability mechanisms by defining βwho needs to do whatβ.
The tasks an official needs to complete during their day-to-day work are a fundamental link between the larger goals of the department and their own individual capabilities. During the goal-setting process, Key Results can be broken down into the tasks that need to be completed to achieve these results.Β
Key Performance Indicators enable the MDO to track performance and identify areas of work that require improvement/action. KPIs have measurable targets that need to be met to achieve Key Results and are assigned to one or more department officials.
This document π provides a step-by-step guide for defining KPIs for officialsΒ
π Resources and Tools πΒ
π Resources and Tools πΒ
Step 3: Map existing data systems and build need-based data systems
Step 3: Map existing data systems and build need-based data systems
Overview:
Overview:
This step involves mapping data sources for all metrics defined in the previous steps and augmenting/building need-based data systems to enable comprehensive measurement.
Integrating existing data pipelines into decision-relevant dashboards is important for tracking departmental progress on objectives, key results, and key performance indicators. This will enable leadership and officials to understand the extent to which they are on track for achieving their targets.Β
Regular reviews of this data will help address specific issues officials face at work in real-time and ensure that departments can correct course on an ongoing basis.
This document π provides a step-by-step guide for linking existing data systems to a single point of reference, enabling performance tracking against targets.Β
π Resources and Tools πΒ
π Resources and Tools πΒ
Step 4: Build a goal-alignment dashboard to assess and track performanceΒ
Step 4: Build a goal-alignment dashboard to assess and track performanceΒ
Β Steps 4 & 5 include implementing activities from the Performance Management component to link KR-KPI achievement with performance management decisions and practices
Overview:
Overview:
This step involves developing a goal-alignment dashboard that consolidates the various forms of data being used to track performance metrics at the position, team, and department levels for the scheme/program of interest defined in the previous step.Β
Data visualizations on the dashboard can support leadership in monitoring performance, troubleshooting, and understanding the impact of specific performance management interventions.
This document π provides a step-by-step guide for building a performance dashboard that links indicators and enables the assessment of officials with respect to their means, motives, and opportunities.Β
π Resources and Tools πΒ
π Resources and Tools πΒ
Step 5: Use goal-alignment data for performance improvement and decisionsΒ
Step 5: Use goal-alignment data for performance improvement and decisionsΒ
Overview:
Overview:
Once the above steps are implemented and the dashboard and data systems are in place, they can be used to drive improvements in performance. The data generated from these systems can inform performance management decisions for targeted support, postings, promotions, and transfers and help leadership plan and manage human resources more effectively.Β
This document π provides a step-by-step guide for linking the monitoring of KR-KPIs to the broader performance management decisions and practises.
π Resources and Tools πΒ
π Resources and Tools πΒ
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