Setting SMART Objectives
[/vc_column_text][vc_empty_space height=”40px”][vc_single_image image=”386″ img_size=”full”][vc_empty_space height=”40px”][vc_column_text]• Focusing on the Acquisition competencies not just knowledge and skills.
• Using new types of practices in the training venue(practice training, and learning with peers and role-playing, simulation, etc.)
• The use of programmed training games.
• International certificates accredited by international institutions.
• The attractive and enjoyable training environment.[/vc_column_text][vc_empty_space height=”30px”][vc_column_text]
- Learning how to set effective and relevant goals.
- Identify how to set specific goals
- Identify the importance of setting measurable goals
- Identify the importance of achievable goals
- Identify the differences between relevant and irrelevant goals
- Identify the characteristics of time-bound goals
- Who is responsible for setting objectives?
- What exactly is a SMART objective (and why are they so useful)?
- What is a “development objective” and why should you have one?
- The concept and characteristics of SMART goals:
– Concept of the target and its components.
– Types of targets and ratings.
– Difference between the vision, mission and goal smartphone.
– Sources of creative thinking in making smart goals.
– Characteristics of SMART GOALS
- How to make smart goals:
– Priority-setting mechanisms at the level of modern organizations.
– Strategic analysis of the work environment to determine the smart goals.
– Assess the opportunities and challenges for the success of the goals set
- Translate Smart goals into programs and action plans
– Methods of formulating the goals to an action plan.
Developing flexible work plans and their implementation.
• Contingency plans to face changes in the work environment.
• Creative approaches to prepare a flexible work plan.