Objective Setting

Today I am going to write on Objective setting. As mentioned in my earlier blog, Objective setting forms the corner stone of the ROI process. It is here that the seed of an effective ROI implementation is sown.

Received a lot of emails on how to go about setting objective. I would suggest two things to make things simpler
1.  Begin with the end in mind
2.  Let the end be quantified

Below is an example in Critical Thinking Module at all the 5 levels of Phillips methodology. Critical thinking is a high end module with a very senior level target audience. Critical thinking covers various aspects of rationality and is generally a 2 day module.

1.                     Reaction level

s  Obtain a positive reaction towards the programme

s  Obtain input suggestions for improving programme

s  Inputs regarding the material

s  Action

2.                     Learning level

s  Distinguish between critical thinking and non-critical thinking

s  Steps used for critical thinking

s  State and define the building blocks of critical thinking

s  Which aspect of systems thinking is vastly used in Critical thinking

s  What were the 3 key learning from the video shown

3.                     Application

s  List the instances where critical thinking was applied

s  List the instances, where mental model was overcome

s  Action steps applied 100%

4.                     Business Impact

s  8 out of 10 decisions taken correctly

s  Higher retention on account of good leadership style and unbiased approach

5.                     ROI

s  40%

Similarly, one can use the above example for all the programs and HR interventions initiated.

Thank You

Thank you all, for such a overwhelming response. I will definitely incorporate all your feedback. When I started writing the Blog on HR and Training, I least expected such a response.

The list of people reading my blog is growing day by day. This also motivates me to research more and write more on technical subjects such as ROI, Quantitative techniques in HR, Statistical tools used for HR and on Softwares such as SPSS.


One HR person curiously enquired, if I only write on training evaluation and what is my perspective on evaluation of HR as a department. I tried to to answer him as per below.

There are 2 aspects of any HR department evaluation
First - Quantifying HR parameters. i.e. bringing in maxium objectivity in subjective parameters. This aspect is majorly covered as a part of Appraisal  during setting up Quantified KRAs. Often KRAs are linked with competencies and competency mapping is done.

Second - ROI on HR. This is also easy, once it is a part of the culture. Let us understand on which all areas of HR, ROI can can be calculated
1.  HR policies
2.  Surveys
3.  Meetings
4.  Events
5.  CSR actvities
6.  Appraisal
7.  Recruitment
8.  Exit interviews

The process for ROI on the above HR aspects, will be application of the Phillips Model. If all aspects of HR department are undertaken, with the ROI process in mind, it will be the most profitable department in the organisation.