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The goal-oriented approach to human resource management (GO-HRM) aims to help government ministries, departments, and organisations (MDOs) improve program implementation by enabling them to assess and improve each individual's capabilities and performance towards achieving their goals. It is a technology-enabled approach to performance management.
This toolkit seeks to help government stakeholders and policy professionals understand GO-HRM and equip them with resources to implement it effectively.
Implementing Goal-oriented Human Resource Management
Implementing Goal-oriented Human Resource Management
Goal Alignment
Goal Alignment
Setting sharp goals and targets involves describing departmental objectives and creating a cascaded framework to track progress through measurable results for teams and officials.
⏬ The goal-setting process consists of three key activities:
Setting targets at the department and team levels
Mapping individual officials' tasks to align with the achievement of departmental targets
Building data systems to measure the achievement of departmental targets
✅ This helps in achieving:
A clear understanding of departmental objectives within the department
Alignment of departmental activities and individual tasks with the department's objectives
Tracking of goal achievement and targeted problem diagnosis
Improved, verifiable service delivery to stakeholders
🔃 This is enabled by:
🔃 This is enabled by:
The GO-HRM system is deployed by integrating with the department's existing and new HR and programmatic platforms, including:
e-HRMS for unitized service records on officials
Learning and performance management platform for tracking individual target achievement, enabling capacity building, and record of competencies
Workflow applications for monitoring MDO's workflows, activities, expenditures, and services.
Learning and Development
Learning and Development
Learning and development involves describing, assessing, and improving the competencies (i.e., knowledge, skills, and attitudes) that officials need for their jobs. In addition, it involves investing in capacity-building infrastructure to facilitate competency development and monitoring.
⏬ The learning and development process consists of three key steps:
Mapping and assessing the competencies needed by officials in each position
Developing a capacity-building plan or competency passbook to diagnose the learning needs of the department
Directing capacity-building efforts towards these learning needs
✅ This helps in achieving:
Improved role clarity among departmental officials
Improved assessment of person-role fit
Targeted capacity building to fill identified and relevant competency gaps
🔎 Learn more: how to implement the Learning and Development component
🔃 This is enabled by:
🔃 This is enabled by:
The GO-HRM system is deployed by integrating with the department's existing and new HR and programmatic platforms, including
e-HRMS for unitized service records on officials
Learning and performance management platform for tracking individual target achievement, enabling capacity building, and record of competencies
Workflow applications for monitoring MDO's workflows, activities, expenditures, and services.
Performance Management
Performance Management
Performance management involves gaining decision-relevant insights into departmental and individual performance using the department's goal-setting learning and development systems.
⏬ Performance management entails:
Using data systems to track officials' competencies, workplace performance, and the quality of their service delivery
Building and using dashboards to serve as a problem diagnosis tool for officials
Using capacity and performance data to inform promotions, transfers, and deputations
✅ This helps in achieving:
A comprehensive understanding of individual performance
Targeted feedback and performance management mechanisms
Improved, verifiable service delivery
Informed promotions and transfers based on measured capacity and performance
🔎 Learn more: how to implement the Performance Management component
🔃 This is enabled by:
🔃 This is enabled by:
The GO-HRM system is deployed by integrating with the department's existing and new HR and programmatic platforms, including
e-HRMS for unitized service records on officials
Learning and performance management platform for tracking individual target achievement, enabling capacity building, and record of competencies
Workflow applications for monitoring MDO's workflows, activities, expenditures, and services.
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