Thanks to its particularly large field of view, it is easy to spot the game quickly and grab the target. There is therefore no doubt that target agreements work for these companies. However, there is still room for improvement. For a long time, goals and objectives were usually set every year, and this is still the case in some sectors and professions. Mexico has set ambitious goals in its energy reform legislation and national energy strategy: the wide field of vision automatically offers you more security because you can reach your goal quickly. However, Burundi will not have the national target of supplying three-quarters of the population by 2015. Target agreements are designed to motivate employees and help them plan their careers. This process is overseen by HR, which implements a performance management process to ensure that all actors within a company systematically set goals, always with regard to employee development and the promotion of employee retention. To achieve the IEA`s ambitious goals, all industrial sectors will be affected.
Nine expansion, competitiveness, energy and economy targets 85% of companies said that target agreements worked well or were satisfactory for them. Most companies continue to rely on agreements on targets, as shown by a 2005 study by Dr. Heissmann GmbH of 241 companies of different sizes. About 90% of the companies surveyed said they use goal agreements. Performance reviews are most effective when staff goals and objectives are defined according to the SMART principle, which is what smart means: SMART goals are therefore the opposite of thoughtless statements of intent that all parties involved simply want to overcome and accomplish and that no one will want to remember later. The SMART principle summarizes specific objectives: measurable objectives ensure comparability, realistic objectives motivate employees and encourage them to perform at the best. Objective agreements aim to motivate staff and give them guidance for their work (in particular with regard to prioritisation). They also make it easier for managers to evaluate an employee`s work. But agreements on objectives also have their own drawbacks. The ASEAN Energy Cooperation Action Plan (APAEC) 2010-2015 highlights this goal with the aim of increasing the share of renewable energy in the ASEAN region to 15% by 2015. The formulation of objective agreements should therefore be simple, precise and easy to understand. Focus on positive goals and keep things concise.
This approach of defining staff objectives and objectives is now considered outdated. Finally, feedback, positive or negative, should be given in a timely manner, so that it is clearly understood and objectives/objectives can be adapted according to needs. . . .