"George T. Doran suggested that goals should be SMART."
The formulation of SMART (specific, measurable, achievable, relevant, and time-bound) goals and objectives that link back to the mission and vision.
Definition of Goals and Objectives: This covers the basic meaning of goals and objectives and their importance in public administration.
Goal-Setting Techniques: This includes different methods for setting realistic and measurable goals.
Setting Objectives: This covers ways to set specific, measurable, achievable, relevant, and time-bound objectives.
SMART Goals: This refers to goals that are Specific, Measurable, Achievable, Relevant, and Time-bound.
Strategic Planning: This includes the process of creating a long-term plan to achieve an organization's goals.
SWOT Analysis: This involves analyzing the strengths, weaknesses, opportunities, and threats to an organization to inform strategic planning.
Performance Management: This includes the processes used to measure, monitor, and report on progress towards goals and objectives.
Key Performance Indicators (KPIs): These are measurable indicators used to track progress towards achieving goals and objectives.
Evaluation and Monitoring: This covers methods for assessing the effectiveness of strategic plans and adjusting them as needed.
Stakeholder Analysis: This involves identifying and analyzing the various groups and individuals who have an interest in an organization's goals and objectives.
Risk Assessment: This includes identifying and assessing potential risks that may affect the achievement of goals and objectives.
Communications Planning: This covers the planning and implementation of communication strategies to ensure that goals and objectives are effectively communicated to stakeholders.
Resource Allocation and Budgeting: This covers the allocation of resources, including budgeting, in order to achieve goals and objectives.
Change Management: This covers the processes and techniques used to manage the changes that may result from the achievement of goals and objectives.
Continuous Improvement: This covers the ongoing assessment and improvement of organizational processes and systems to ensure that goals and objectives are continually being met.
Strategic Goals: Long-term goals that are essential to an organization's overall mission and vision. They help to guide decision-making, keep the organization focused, and ensure that everyone is working toward the same long-term objectives.
Tactical Goals: Less broad than strategic goals, and focus more on specific initiatives that help to support the long-term vision of the organization. They are often used as stepping-stones to achieve strategic goals.
Operational Goals: Detailed and specific goals that are designed to help an organization achieve its overall strategic plan. They can include specific tasks, performance metrics, and deadlines.
SMART Goals: These goals should be Specific, Measurable, Achievable, Relevant, and Time-bound.
Outcome Goals: Goals that are directly tied to achieving specific outcomes or results. These goals help to measure the success of an organization and determine if its efforts are producing the desired results.
Process Goals: Goals that focus on improving specific processes within an organization. These goals are often used to identify areas where the organization can improve efficiencies and effectiveness.
Behavioral Goals: Goals that focus on behavior change within an organization. They may be aimed at increasing collaboration, communication, or promoting a more positive work environment.
Innovation Goals: Goals focused on promoting creativity, innovation, and out-of-the-box thinking within an organization. These goals can help to improve products, services or processes.
Benchmark Goals: Goals that are designed to help organizations improve their performance by benchmarking themselves against others in their industry or sector.
Cultural Goals: Goals focused on establishing and promoting a particular organizational culture. This can include goals to promote diversity, equity, and inclusion or promote collaboration and teamwork.
"The term was first proposed by George T. Doran in the November 1981 issue of Management Review."
"S.M.A.R.T. stands for specific, measurable, assignable, realistic, and time-related."
"A commonly used version includes the alternative words attainable, relevant, and timely."
"The person setting the goal is said to gain a clear understanding of what needs to be delivered, and the person evaluating can then assess the outcome based on defined criteria."
"Goals are the distinct purpose that is to be anticipated from the assignment or project, while objectives, on the other hand, are the determined steps that will direct full completion of the project goals."
"SMART criteria are commonly associated with Peter Drucker's management by objectives concept."
"[SMART criteria] gives criteria to guide in the setting of goals and objectives that are assumed to give better results, for example in project management."
"For example, in project management, employee-performance management, and personal development."
"Additional letters have been added by some authors."
"They provide a clear road map for both the person setting the goal and the person evaluating their progress."
"The person evaluating can then assess the outcome based on defined criteria."
"The person setting the goal is said to gain a clear understanding of what needs to be delivered."
"[Goals should be] specific, measurable, assignable, realistic, and time-related."
"They provide a clear road map for personal development."
"They provide a clear understanding of what needs to be delivered, aiding in evaluating employees' progress."
"Although the acronym SMART generally stays the same, objectives and goals can differ."
"Objectives, on the other hand, are the determined steps that will direct full completion of the project goals."
"Goals are the distinct purpose that is to be anticipated from the assignment or project."
"It provides a clear road map for both the person setting the goal and the person evaluating their progress."