smart原则(smart原则)

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

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

3、 this paragraphSMART principles 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 cant just pull their heads down, instead

4、 of looking up the road, and eventually forget their main goals. An important concept of MBO is 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 the strategy. Another related conc

5、ept 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 management guru, (3) making a seemingly simpl

6、e 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) (time bound).At

7、 the same time, the principle of SMART and another variant of the SMARTER, the first five letters with the same principle, the latter two letters E and R respectively correspond to the word Evaluate (assessment) and Reevaluate (assessment).Edit this paragraphThe so-called SMART principle, that is:S:

8、 (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 principleA: (Attainable) goals can be achi

9、eved 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, to be completed within the prescribed ti

10、me, 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 performance indicators are quantitative

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

12、dicators 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 paragraphSMART principle ISSpecific -

13、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, or no goals are effectively communica

14、ted 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 complaint rate is 3%, and now reduce it to 1.5% or

15、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 mean by enhancing customer awareness? Without clarity, there is no way to judge or measu

16、re. It is suggested that such a change be made, for example,We put the cashiers speed upgrade to the normal standard by the end of the month, this standard may be the normal two minutes, may also be a minute, or to determine the standard time.Implementation requirements: project objectives should be

17、 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.SMART principles, SMART principles, twoMMeasurable - weighing

18、Measurement 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 the goal is achieved or not. For example, one day asked the

19、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 him a quantitative analysis of measurable data. But not all goals can be measured, and s

20、ometimes there are exceptions, such as the general direction of the target is difficult to measure.For example, arrange further management training for all older employees. Further, a concept that is neither clear nor easy to measure. What exactly does it mean? Is it possible to call for further tra

21、ining, 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, 85 points below that the effect is not ideal, higher than 85 points is the expected results. So the goal bec

22、omes measurable.Implementation requirements: target metrics follow energy based quantification and quantifiable quality. The developer and the assessor have a uniform, standard, clear and measurable scale to eliminate the vague and immeasurable description of the use of adjectives in the target sett

23、ing.SMART principle threeAAttainable - ImplementationThe goal is to be able to execute the people to accept, if the boss is using some administrative means, use rights of the influence of wishful thinking their own goals or to subordinates, subordinates typically reflect is to resist a psychological

24、 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, there are one hundred reasons for subordinates can shirk responsibility: you see, I have long said, this goal is certainly not completed, but

25、 you insist on pressure to me.Control type leaders like to set their own goals and then give them subordinates to complete, they do not care about the opinions and reactions of subordinates, this approach is increasingly lack of market. The staffs knowledge level, educational background, their own q

26、uality, and the personality they advocate are far ahead of the past. Therefore, leaders should absorb more subordinates to participate in the goal making process, even the whole team goal.If you aim for growth, dont try to make it difficult. Otherwise, if your enthusiasm is not lit, youll be scared.

27、Implementation requirements: goal setting should adhere to employee participation, communication between the upper and lower levels, so that 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

28、. 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 principle fourRRelevant - practicalityThe practicality of the target refers to whether it is feasible or operable under realistic conditions. There may be two kind

29、s of situations, a leader optimistic estimate of the current situation, underestimate the need to reach the target condition, these conditions include human resources, hardware conditions, technical conditions, system conditions, environmental factors such as information team, that issued a higher t

30、han 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 significance at all.Example: a restaurant managers goal is to increase sales during the breakfast season by 15% on the basis of last months breakfast sales. As

31、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 much will 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

32、taken back the capital it invested, it is not a good goal.Sometimes practicality requires team leadership to measure. Because sometimes leaders say that they invest so much money in order to beat their competitors, so they dont get that high,But defeating competitors is the main target. The goal in

33、such a situation is practical.Implementation requirements: cooperate to get members of the department target, it must allow the members to participate in the work goal in order to make personal goals and organizational goals to reach a consensus, the same goal, both from the next work coordination,

34、also have staff bottom work objectives involved in.In addition, there is an explanation for R (Relevant), which refers to the correlation 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 i

35、f it is achieved.Because after all the work is to set goals, and responsibilities associated, not digress. As a receptionist, you let 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

36、 target and improve the working level directly related to. If you want her to learn 6Sigma (a kind of brand-new management idea, more) 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-base

37、d - time boundThe time - lag of target characteristics means that the target is time limited. For example, I finished something before May 31, . 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

38、the target priorities vary, the boss anxious, but do not know the following. In the end the boss can feel wronged and stamp with rage, subordinates. This lack of definite time limit will also result in unfair assessment, harm work relationship, and hurt the enthusiasm of subordinates.Implementation

39、requirements: goal setting should have time limit, according to the weight, the task that a complete order of priority, the goal of 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 subordinat

40、es, and according to the abnormal situation adjust work plan work plan timely.In short, both the work objectives of the team and the 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 proc

41、ess of improving the control ability of the department or department in advance, and the process of completing the plan is the process of modern management ability, experience and practice.For example, edit this paragraphSMART principles 1. on quantificationSome jobs, the task is very good quantific

42、ation, typically sales staff sales index, and do it is done, did not do it, but did not do. And some jobs, tasks will not be good 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.Much of the work of the administrat

43、ion is trivial and difficult to quantify. For example, the front desk requirements: to answer the phone - how can this quantify, how specific?Then the solution is: the answer speed is required, usually understood as three tone up. Its just a phone call coming in and thinking of the next third, you h

44、ave to pick it up. He must not be allowed to ring again so that the receiver will not be able to 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 wa

45、s not polite enough. Sometimes the visitor stood in front of the reception desk for 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 ma

46、il sent in two words or three, and to let her sign, at this time, standing beside the 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

47、 phone, instead of doing whats in hand to take care of the next item. Its 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

48、 fast or slow.So, without quantification, its hard to measure what the front desk is and how to answer the phone. Is it possible to receive the call?. 32. about concreteThe front desk telephone system operator told her to ensure good service. What is good service? Very vague. Be specific, for exampl

49、e, to 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 dont make it clear, youll have a fight then.3. about achievableYou make a not what level of English of junior hig

50、h 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 relevanceAfter all the work is to set

51、 goals, and responsibilities associated, dont 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 subordinates agree that he should make his Englis

52、h 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 a reasonable deadline for everyone to a

53、gree 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 adopt new methods to mobilize the enthus

54、iasm of the staff to improve the competitive ability, target management has 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 are various, but the basic content is

55、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 organizations mission, thus, the respective responsibility and objectives, and these o

56、bjectives 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 goals. The concrete method is the further dev

57、elopment of Taylors 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 management system. It is also a management system

58、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 targe

59、t chain and target system.The goal management passes the specially designed process, the organizations overall goal decomposes by stage by stage, transforms each unit, each staffs goal. From organizational goals to business unit goals, and then to departmental goals, and finally to personal goals. I

60、n the process of target decomposition, the three elements of power, responsibility and profit are clear and symmetrical. These goals are consistent in direction and closely linked with each other to form a coordinated and unified goal system. Only when each person has achieved his goal, the overall

61、objective of the whole enterprise will be fulfilled.3, pay attention to achievementsThe goal management is to draw up the target as the starting point, and finish the examination of the target completion. Work achievement is the standard to evaluate the target completion degree. It is also the basis

62、 of personnel assessment and award evaluation, and is the only sign of evaluating the management work performance. As for the specific process, approach and method of accomplishing the goal, the higher level will not interfere much. Therefore, under the target management system, the supervision is f

63、ew, but the control goal realization ability is very strong.The concept of MBO was first proposed by management expert Peter Drucker (PeterDrucker) in his famous book management practice in 1954, and then he put forward the idea of MBO and self-control. Drucker believes that it is not the work that

64、has the goal, but the contrary, with the goal, to determine the work of everyone. Therefore, the mission and tasks of an enterprise must be translated into goals, and if an area has no goals, the work in this field is bound to be neglected. Therefore, managers should manage the subordinates through the goal, when the organization most senior managers to determine the objectives of the organization, must carry on the effective decomposition into each department and each individual targets, managers according to the objectives of assessment, evaluation and incentive to subordinate.