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Managers can define role areas for individuals by considering some facts such as:The key responsibilities that individuals are expected to handle;Expected achievements in the areas that individuals work;Review process to evaluate to the extent individuals has achieved their goals..Apart from technical competencies managers should also define behavioural competencies such as teamwork, communication, business awareness, flexibility, planning, leadership, etc. These competencies should be defined by having a mutual agreement between management and the individuals.

Goal Setting.Goals mean what is to be achieved. Goals define what an organization, a team or an individual are expected to achieve over a period of time. The goal setting process plays an important role in evaluating the performance.

There are various types of goals that can be assigned to individuals:Goals related to current assignment;These goals define the activity in terms of results, quantity and quality of output expected.Specific tasks.These goals are set to achieve certain tasks in the expected time period.

Behavioural goals

Goals set to adhere to certain behavioural competencies.In Performance management, there is a common term, called SMART, which is used to describe the characteristics of 'goals'. SMART is described as below:

S - Specific/Stretching/clear/ unambiguous/understandable and challenging.

M - Measurable in quantity, quality, money and time.

A - Achievable but competent and ambitious.

R - Relevant/realistic.

T - Time bound/tractable.

One of the key motives behind Performance management is to guide individuals to do the right things required to meet organizational goals. This can be applied to various levels of the organization, from individual to team and to organization. Since performance of one l本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。