smart原則(smart原則)

1、smart 原則（ smart 原則）Smart principleEdit summaryThe SMART principle, 1, is one of the objectives management concepts. It is a good way to make the manager's work passive and active. Goal management is a way of making and achieving goals through the participation of managers. The implementation of

2、target management is not only conducive to employees more clear and efficient operation, is to set goals and assessment criteria for future performance evaluation, makethe evaluation more scientific and standardized, but also to ensure that the evaluation of open, fair and equitable.A brief introduc

3、tion to this paragraphSMARTprinciples and objectives management (MBO),proposed by Peter Drucker, a management guru, first appeared in his book The Practice of Management (), which was published in 1954.According to Drucker, managers must avoid "Activity Trap". They can't just pull thei

4、r heads down, instead of looking up the road, and eventually forget their main goals. An important concept of MBOis that enterprise strategic planning can not be carried out by only a few executives, and all managers should be involved,which is more conducive to the implementation of thestrategy. An

5、other related concept is that the enterprise should design a complete performance system that will help the enterprise to achieve efficient operation. As a result, target management can be seen as the precursor of Value Based Management (value management).Peter Drucker, a managementguru, (3) making

6、a seemingly simple thing, everyone has a goal setting experience, but if the rise to the technical level, the manager must learn and master the principles of SMART. 2SMART principles (S=Specific (clarity), M=Measurable (measurable), A=Attainable (reachability), R=Relevant (correlation), T=Time-based

7、) (time bound).At the same time, the principle of SMART and another variant of the SMARTERt,he first five letters with the sameprinciple, the latter two letters "E" and "R" respectively correspond to the word Evaluate (assessment) and Reevaluate (assessment).Edit this paragraphTh

8、e so-called SMART principle, that is:S: (Specific) should be clear and clear, so that both the examiner and the person who have been evaluated can understand the target accurately;M: (Measurable) objectives should be quantified, and the same standards can be used to measure them accurately;SMART pri

9、ncipleA: (Attainable) goals can be achieved through efforts, that is, the target can not be too low and too high, low, meaningless, high, and can not be achieved;R: (Relevant) goals and work related, not the work of the assessment, do not set goals;T: (Time, bound) goals must be limited sometimes, t

10、o be completed within the prescribed time, as soon as the time comes, it depends on the results.Special note:Some also explain this principleS (Specific), which represents the specific performance appraisal to the specific work index, not vague;M stands for measurable (Measurable), which means that

11、performance indicators are quantitative or behavioral, and that data or information that validates these performance indicators is available;A stands for Attainable, which meansperformance indicators can be achieved with effort and avoid setting too high or too low a goal;R stands for reality (Reali

12、stic), which meansthat performance indicators are tangible, proven and observed;T stands for time limits (Timebound) and pays attention to specific deadlines for performance indicators.Goal specific (specific)Motivated (motivating)Is achievableFruitful (rewarding)TacticalFive principles, edit this p

13、aragraphSMART principle ISSpecific - clarityThe so-called clear is to use specific language to clearly explain the standard of behavior to be achieved. Clear goals are almost consistent across all successful teams. One of the important reasons why many teams fail is because the goals are ambiguous,

14、or no goals are effectively communicated to the members concerned.Example: goal - to enhance customer awareness". This kind of description of the target is very vague, because there are many concrete ways to enhance customer awareness, such as reducing customer complaints, the customer complain

15、t rate is 3%, and now reduce it to 1.5% or 1%. Speed up service, the use of standardized and polite language, the use of standardized service processes, but also an aspect of customer awareness.With so many ways to increase customer awareness, what do we meanby "enhancing customer awareness&quo

16、t;? Without clarity, there is no way to judge or measure. It is suggested that such a change be made, for example,We put the cashier's speed upgrade to the normal standard by the end of the month, this standard maybe the normal two minutes, may also be a minute, or to determine the standard time

17、.Implementation requirements: project objectives should be set up to measure the standards and measures to reach the deadline, and resource requirements, the assessment of people can clearly see the departments or sections to plan what to do those things, completion of the project to what extent.SMA

18、RT principles, SMART principles, twoMMeasurable - weighingMeasurement means that the goal should be clear, not vague. There should be a set of specific data that serves as a basis for determining whether or not to achieve the goal.If the goal is not measured, it is impossible to determine whether th

19、e goal is achieved or not. For example, one day asked the leadership from achieving the target of "how far is it?" The team member replied, "we achieved it early."". This is a disagreement between leaders and subordinates about team goals. The reason is that he does not give

20、 him a quantitative analysis of measurable data. But not all goals can be measured, and sometimes there are exceptions, such as the general direction of the target is difficult to measure.For example, "arrange further managementtraining for all older employees."". Further, a concept t

21、hat is neither clear nor easy to measure. What exactly does it mean? Is it possible to call for further training, no matter who speaks or what is good or bad?Improved: exactly what time to complete all the old staff training on a topic, and in the end of the course, students score above 85 points, 8

22、5 points below that the effect is not ideal, higher than 85 points is the expected results. So the goal becomes measurable.Implementation requirements: target metrics follow "energy based quantification" and "quantifiable quality"". The developer and the assessor have a unif

23、orm, standard, clear and measurable scale to eliminate the vague and immeasurable description of the use of adjectives in the target setting.SMART principle threeAAttainable - ImplementationThe goal is to be able to execute the people to accept, if the boss is using some administrative means, use ri

24、ghts of the influence of wishful thinking their own goals or to subordinates, subordinates typically reflect is to resist a psychological and behavior: I can accept, but not accomplish this goal, there is no final grasp this is not to say. Once one day, this goal is really can not be completed, ther

25、e are one hundred reasons for subordinates can shirk responsibility:you see, I have long said, this goal is certainly not completed, but you insist on pressure to me."Control type" leaders like to set their owngoals and then give them subordinates to complete, they do not care about the op

26、inions and reactions of subordinates, this approach is increasingly lack of market. The staff's knowledge level, educational background, their own quality, and the personality they advocate are far ahead of the past. Therefore, leaders should absorb more subordinates to participate in the goal m

27、aking process, even the whole team goal.If you aim for growth, don't try to makeit difficult. Otherwise, if your enthusiasm is not lit, you'll be scared.Implementation requirements: goal setting should adhere to employee participation, communication between the upper and lower levels, so tha

28、t the proposed goal of work between organizations and individuals to reach an agreement. Not only should the content of work be full, but also have accessibility. The goal of jumping up and picking peaches can be worked out, and the goal of jumping up and picking stars can not be worked out.SMART pr

29、inciple fourRRelevant - practicalityThe practicality of the target refers to whether it is feasible or operable under realistic conditions. There maybe two kinds of situations, a leader optimistic estimate of the currentsituation, underestimate the need to reach the target condition, these condition

30、s include humanresources, hardware conditions, technical conditions, system conditions, environmentalfactors such as information team, that issued a higher than the actual capacity index. In addition, it may take a lot of time, resources, or even human cost, and the final goal is of no practical sig

31、nificance at all.Example: a restaurant manager's goal is to increase sales during the breakfast season by 15%on the basis of last month's breakfast sales. As you know, this may be a concept of several thousand dollars. If you change it into profit, it is a rather low number. But how muchwill

32、 it cost to accomplish this goal? This investment is higher than the profit.This is not a very practical objective, because it spends a lot of money and has not yet taken back the capital it invested, it is not a good goal.Sometimes practicality requires team leadership to measure.Because sometimes

33、leaders say that they invest so much money in order to beat their competitors, so they don't get that high,But defeating competitors is the main target. The goal in such a situation is practical.Implementation requirements: cooperate to get members of the department target, it must allow the mem

34、bersto participate in the work goal in order to makepersonal goals and organizational goals to reach a consensus, the same goal, both from the next work coordination, also have staff bottom work objectivesinvolved in.In addition, there is an explanation for R (Relevant), which refers to the correlat

35、ion between achieving this goal and other goals. If this goal is achieved, but completely unrelated to his goal, or the relevance is low, the goal is not great even if it is achieved.Because after all the work is to set goals, and responsibilities associated, not digress. As a receptionist, you let

36、her learn English so that when the phone is used, this time to improve the English level and the associated phone service quality, the goal is to learn English as the target and improve the working level directly related to. If you want her to learn 6Sigma (a kind of brand-new management idea, more)

37、 beside the point, because the learning of this target 6Sigma and improve the working level of this goal is a low degree of correlation.SMART principle fiveTTime-based - time boundThe time - lag of target characteristics means that the target is time limited. For example, I finished something before

38、 May 31, 2005. May 31st is a definite time limit. There is no time limit target, no way to assess, or bring unfair assessment. The upper and lower levels of awareness of the target priorities vary, the boss anxious, but do not know the following. In the end the boss can feel wronged and stamp with r

39、age, subordinates. This lack of definite time limit will also result in unfair assessment, harm work relationship, and hurt the enthusiasm ofsubordinates.Implementation requirements: goal setting should have time limit, according to the weight, the task that a complete order of priority, the goal of

40、 the project time schedule requirements, regular inspection of the project, changes to grasp the progress of the project, to facilitate the work and guide the subordinates, and according to the abnormal situation adjust work plan work plan timely.In short, both the work objectives of the team and th

41、e performance objectives of the staff must be consistent with the above principles, and the five principles are indispensable.The process of setting up is also the process of improving the control ability of the department or department in advance, and the process of completing the plan is the proce

42、ss of modern management ability, experience and practice.For example, edit this paragraphSMART principles 1. on quantification"Some jobs, the task is very good quantification, typically sales staff sales index, and do it is done, did not do it, but did not do. And somejobs, tasks will not be go

43、od quantification, such as R&D (R & D department), but still want to quantify as much as possible, there can be a lot of quantitative way.Muchof the work of the administration is trivial and difficult to quantify. For example, the front desk requirements: to answer the phone - how can this q

44、uantify, how specific?Then the solution is: the answer speed is required, usually understood as "three tone up."". It's just a phone call coming in and thinking of the next third, you have to pick it up. He must not be allowed to ring again so that the receiver will not be able to

45、 wait too long.One of the assessment indicators for the reception desk is "courtesy, professional reception, visiting". How can you be polite and professional? Some of the staff showed that the reception was not polite enough. Sometimes the visitor stood in front of the reception desk for

46、several minutes and no one was waiting. But the front desk thought it was the best way to do it. How do you assess it?The front desk is sometimes very busy, she is likely to take a call from a deal to send express mail sent in two words or three, and to let her sign, at this time, standing beside th

47、e visitor may be waited a few minutes has not been to the phenomenon.Well, the front desk should take the time to ask the visitor to sit down on the sofa next to him, wait a minute, and then continue to deal with the phone, instead of doing what's in hand to take care of the next item. It's

48、called a major.Another example, courtesy? Should use the standard answering language, not in front of "hello" to answer, in the morning to report: "good morning", "XX" company; afternoon to the good afternoon; "certain company" speak fast or slow.So, without q

49、uantification, it's hard to measure what the front desk is and how to answer the phone. Is it possible to receive the call?. 32. about "concrete""The front desk telephone system operator told her to ensure good service. What is good service? Very vague. Be specific, for example, t

50、o ensure an emergency,4 hours' response in normal working hours. Then what is the emergency, but also specific definition: such as 1/4 of the internal extension, paralysis, etc.If you don't make it clear, you'll have a fight then.3. about "achievable""You make a not what l

51、evel of English of junior high school graduates, reach the English level of four in a year, this is not too realistic, this goal is meaningless; but you let him within one year of the new concept of a win, there is a possibility, he tried to jump up can the fruit is of significance.4. about relevanc

52、e"After all the work is to set goals, and responsibilities associated, don't stray. As a receptionist, you let her learn English so that when the phone used, very good, you let her go to the study of Six Sigma, is beside the point.5. about time constraintsFor example, you and your subordina

53、tes agree that he should make his English level four. Did you ask him if he was studying? He said he had been studying. Then, by the end of the year, he was still wandering on level three and two, and it would be meaningless. Make sure, for example, he has to pass band four in the third quarter. Set

54、 a reasonable deadline for everyone to agree to the goal.The theoretical basis for editing this paragraphAfter the introduction of MBO,it spread rapidly in the United states. In second after the Second World War by the western economic recovery to a period of rapid development, enterprises need to a

55、dopt new methods to mobilize the enthusiasm of the staff to improve the competitive ability, target managementhas emerged, has been widely used, and very quickly for the Japanese and European companies to follow suit, is popular in the world management field. The specific forms of target management

56、are various, but the basic content is the same. The target management is a program or process, it makes the organization in consultation with superiors and subordinates, the overall goal of the organization in a certain period of time according to the organization's mission, thus, the respective

57、 responsibility and objectives, and these objectives as organization management, evaluation and reward each unit and individual contribution standard.The guiding ideology of MBO is based on the theory of Y, which means that people can be responsible for themselves under the conditions of definite go

58、als. The concrete method is the further development of Taylor's scientific management.Compared with the traditional management style, it has distinctive features and can be summarized as:SMART principle 1, pay attention to human factors.MBO is a participatory, democratic and self controlling man

59、agementsystem. It is also a managementsystem that combines individual needs with organizational goals. Under this system, the relationship between superior and subordinate is equality, respect, dependence and support, and the lower level is conscious, autonomous and autonomous after the commitment, goal and authorization.2, establish the target chain and target system.The goal managementpasses the specially designed process, the organization's overall goal decomposes by sta