Targets for the individual and the organisation

Targets for the individual and the
By Rachel , Claire , Kirsten and
Personal development plan
A Personal Development Plan or PDP is individual aims and objectives
set by the employee(s). It is a formal record that concentrates on the
employee’s personal strengths and weaknesses. Once the employee
has identified their weaknesses a target is set that will help them
improve on their weakness and a time limit will be set of when they
would like to achieve this by.
• The PDP is often used within a staff appraisal and is considering
when putting staff on training.
• With some organisations they also encourage their employees to
record personal aims, although they do not have to do this. This
may enhance the employee’s confidence because they will feel
better about reaching their targets. The PDP is often discussed
annually, then reviewed perhaps once or twice a year to help
monitor performance.
Action plan
• An action plan is a document which shows what should
be done and by who. This document usually has
expected completion dates. The action plan is usually
prepared when a team project needs to be planned.
• In an action plan it:• Lists the tasks and the order that they should be done
• Shows a guided time of how long it should take per
• This shows who will do which task
• And it also has notes that gives extra details on the task
Setting own targets
• Setting priorities list
• First set a ‘to do’ list displaying all the tasks that need to be done and then
set a priorities list in the order that is most important to the least
important task that needs to be dealt with. These priority lists are often
associated with Action Plans. These targets could be set to high (urgent),
medium (should be done) and low (could be done).
• Personal development plan
• This is a formal document that records the aims and objectives of an
individual. It isn’t a necessary of the job but it helps the individual to meet
the targets set.
Smart targets
• When setting own targets these need to be:
• S- Specific, state exactly what has to be done with the task assigned.
• M-Measureable, putting a number or value against a target (e.g. to
improve by a percentage) as it is then a form of measuring a target
• A- Agreed, targets that have been discussed and approved by line
managers and team members
• R- Realistic, select a challenging but achievable target and consider what
resources you are going to use to achieve these targets
• T- Timed, set a deadline or time scale to work towards for when a
task/target has to be done for
Setting departmental targets
Managing Targets
When managing targets you tend to only use two types of targets: ACTION PLANS and GANTT
These are very useful and helpful when trying to communicate to employees or stakeholders.
An action plan is something that is prepared when a longer term objective needs to be planned,
This will include lists of the tasks in order which they have to be done and it will have on it
estimated/actual time that each task will take.
A Gantt chart is a type of bar chart that shows a project schedule, it also has start and finish dates
of the terminal elements and summary elements of a project
Gantt charts can be used to show current schedule statuses.
Main advantage of a Gantt chart is that you are visualizing your project schedule making this easier
when communicating to employees or stakeholders.
The main disadvantage is that it should be maintained and updated all the time but this could be an
advantage as well.
Dealing with changing priorities of
people and tasks
There are main ways in which you can deal with changing priorities:
Establish a yearly enterprise wide planning
Doing this will set prioritization for at least a
year, everything will scheduled.
Assure the one who sets priorities for IT sets The higher you are the management scale
priorities for all
the more likely you are to have your
priorities implemented.
Establish a prioritization timeframe
Get your leader to set a timeframe for about
3-6 months. After this time has gone the rest
should be set.
Assure your project resource capacity is
Plan for between 80% to 90% capacity, this
always 90% filled, not 100%
way you can be agile enough to address
scope changes or emergency efforts.
Have IT leaders who can have this discussion The leaders of your department need to be
skilled in negotiation to have this frank
Monitoring and evaluating progress
Monitoring target can be done in many different ways. Managers can support
their employees in different ways as well:
o Checking them at regular intervals.
o Putting a more experienced member of staff with them as a mentor.
Gantt chart
planned and
actual progress
and identifies if
set milestones
have been
checks at
that work is
as expected
Sample checks when
some but not all task
will be examined
Meeting targets
or goals
Set regular
meetings and
ask for updates
from staff
Audits or system
checks that review
current producers
and make changes
to gain greater
Buddy system
when an employee
is paired with
someone with
more experience
for help and advice
Thank you for