The fact is, a good HR department is involved in everything that affects each employee and the company’s workforce as a whole. HR supports the company’s goals of profit and growth by managing the needs of and providing services for its employees. It is a big job.
Yes, HR is usually responsible for planning events like the annual holiday party, but they also deal with Equal Employment Opportunity issues, processes and documentation for onboarding and offboarding, as well as employee complaints.
The best HR departments are staffed by business people who have specialized in HR. They have a clear and comprehensive understanding of the business’ structure, goals and strategy. They are capable of advising management on employee needs and issues as they relate to the business as a whole. These are some of the examples of smart goals for human resources.
Using SMART to Define Goals
To fashion their job’s extremely wide scope into focused, attainable goals, some HR managers use the SMART model. The idea behind SMART is to make goals specific, measurable, achievable, relevant and time-based.
One way of applying the SMART model to HR is to divide the department’s responsibilities into seven areas, then formulate SMART goals that correspond to each area. Here is a suggestion for how to divide HR’s functions into seven parts:
- Ensuring that the company is in compliance with all employment laws and regulations that apply to it.
- Recruiting and staffing.
- Benefits and compensation.
- Education and training.
- Employee relations.
- Advising management on employee-related matters.
- Risk management.