Think HR Think CHRM
Sunday - 26 Jan 2020 on LinkedIn
Username : Password: Forgot Password?
Setting SMART Goals
Human Resources » Performance Management

Chrm Message From: murali_k Total Posts: 44 Join Date: 30/10/2007
Rank: Executive Post Date: 25/07/2012 02:35:45 Points: 220 Location: United States

Dear all,

We have been learning to set S.M.A.R.T. Goals for our roles within our functions in an organization - which is as below.
S For Specific
M For Measurable
A For Achieveable
R For Realistic and
T For Time-based. 
I invite your views if there exists an even effective definition than the above or the above yet remains specific yet effective.

Pls advise.



Chrm Message From: rajasekar Total Posts: 57 Join Date: 30/10/2007  
Rank: Manager Post Date: 25/07/2012 02:39:34 Points: 285 Location: United States

Dear Murali,

SMART has too many variations and need for extensions (i.e. SMARTER)  to be anything. The best test to check on the likely success of an objective is the PRAMKU test.
Precise; Realistic; Acceptable; Measurable; Known and Understood.
The statement for an objective is a sentence (whether spoken or ideally, written.).
The sentence must be

P-recise - In the sense of being unambiguous.  Must not be capable of misinterpretation either accidentally or deliberately. What we write today, when we read it in 6 months must mean precisely the same. [Relates to the 'S' of SMART.]
The sentence relates to improving something in some way.  This is an outcome.  An outcome must be M-easurable.  Some things (the 'hard' aspects) are more easily measurable than others (the 'soft' aspects) but everything is measurable.  [Relates to the 'M' and 'T' of SMART.] 

Measurable in terms of:

Quality (How good? How much better?)  and/or
Quantity (How much -more-? How many-more?) and/or
Time (From when? By when? Deadlines and intermediate monitoring times.) 
Cost (How much£-expenditure/budget? and How much£-Income?  Also cost in terms of effort/people-hours for what is worthwhile. 
Ideally the person who will have to go away and achieve these objectives should be involved in their formulation (rather than simply told afterwards.  So that they will K-now the What (measurabilities) that they have to achieve. Also they will U-nderstand the context, reason for and consequences of achieving/not achieving; so they will know when to draw attention to deviations, or modify things to get back on track.  [Not covered by SMART.]
Either because I have been involved in formulating them, or because my line-senior knows my capacities these measurabilities *should* be R-ealistic.  In the sense that they are achievable [the 'A' of SMART] and also that they are relevant [the 'R' of SMART], within the broader range of purpose and activities. [Sometimes the ‘R’ of SMART is given as realistic and sometimes as relevant.]
If these measurabilities are realistic and relevant and (particularly) if I have been able to participate in their formulation then it is likely that I will find them A-cceptable.  (Acceptable - rather than agreeable.  I may not agree with it, but if there is a consensus on doing it, then I am prepared to work alongside the rest of you to achieve it - but reserve the right to at least think "I told you so.")

But if these positive aspects have not been met and the objective is simply dumped upon me (even if the numbers etcetera are realistic and achievable) then I am less likely to A-ccept it and so may be extremely creative in coming up with 'reasons' as to why it has not been done. [Not covered by SMART.]
So the PRAMKU (Precise, Realistic, Measurable, Known and Understood) test is more likely to lead to achieved objectives than those which are just SMART tested.
PRAMKU takes account of the people factors involved SMART doesn’t.

Let me know what you think although I understand that several organizations have begun to move towards the PRAMKU way.



Chrm Message From: ronald Total Posts: 28 Join Date: 30/10/2007  
Rank: Executive Post Date: 25/07/2012 02:46:08 Points: 140 Location: United States

The objective of these kinds of exercises is to make sure that everyone does them on their own and not be spoon fed or on the other hand are forced to take on bosses SMART goals.

Chrm Message From: Danish Total Posts: 39 Join Date: 30/10/2007  
Rank: Executive Post Date: 26/07/2012 02:29:05 Points: 195 Location: United States

Hi Ronald,

All of us need to be careful when assessing approaches to goal setting etc. We need to keep in mind that the culture of a company has a huge impact on how projects are identified, assigned, implemented, and evaluated. I have the sense that many in the group are making the assumption that all organizations have participative management styles, which is often not the case. 



Related Discussion
A Different Kind of Smart
Are you Emotionally Smart
Set S.M.A.R.T. Goals
Setting Your Goals
Setting up of an HR Dept.
Stick to your goals once
Goal Setting
Setting up a Performance
Setting of KRA
Goal Setting in an organi
Related Articles
Setting an HR Department
Set Goals the S.M.A.R.T.
Dispute Resolution The
When Goal Setting goes Wr