Managers Objective Setting Guide

Table of Content

 Overview of the Performance Appraisal System

- Why do we need a Performance Appraisal System?
- Objective setting methodology
 Objective Setting Process in MenaME
- How to set objectives in MenaME?
- Closing the Objective Setting Process (Post employee review of objectives)

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Overview of the Performance
Appraisal System
 Why do we need a Performance Appraisal System?

 To align individual performance with Departmental and Divisional goals

 To provide clarity of expectations for all employees
 To evaluate how well employees have performed their duty
 To provide adequate feedback to each person on his or her performance
 To serve as a basis for modifying or changing behavior toward more
effective working habitsMid-Year Performance
Rewards
Review Appraisal
 To identify areas for improvement and determine training needs

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 Objective Setting Methodology

We set SMART Objectives

S Specific
M Measurable
A Achievable
R Relevant
T Time-bound

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 Objective Setting Methodology

We set SMART Objectives

S Specific  The objective should be clear and specific, it should

M Measurable describe the desired result in a way that is detailed,

focused, and well-defined.
A Achievable
 The objective should have a description of a precise
R Relevant behavior, achievement, or outcome which is or can be
T Time-bound related to a percentage, frequency, rate or number.

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 Objective Setting Methodology

We set SMART Objectives

S Specific  It's important to have measurable objectives, so that

M Measurable you can track your employee’s progress, keep them

motivated, know that they have achieved their
A Achievable
objectives.
R Relevant  A measurable objective should address questions such
T Time-bound as: How much? How many? How will I know when it is
accomplished?

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 Objective Setting Methodology

We set SMART Objectives

S Specific  The objectives need to be realistic and attainable to be

M Measurable successful. In other words, it should stretch your

employees’ abilities but still remain possible. Consider
A Achievable
availability of resources to achieve the objective.
R Relevant  Setting objectives that are unachievable will lessen
T Time-bound motivation and lead to people applying little or no
energy or enthusiasm. Setting objectives too low a
level can be just disengaging.
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 Objective Setting Methodology

We set SMART Objectives

S Specific  Ensure that the set objective matters, and that it aligns

M Measurable with the employee’s responsibilities, and with other

relevant objectives and nature of work/duties.
A Achievable
 A relevant objective can answer "yes" to these
R Relevant questions: Does this seem worthwhile? Is this the right
T Time-bound time? Does this match our other efforts/needs? Is this
in line with our priorities? Is the employee the right
person to reach this goal?
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 Objective Setting Methodology

We set SMART Objectives

S Specific  Every objective needs a target date, so that employees

M Measurable have a deadline to focus on and something to work

towards. This helps to prevent everyday tasks from
A Achievable
taking priority over other set objectives.
R Relevant  Not setting a deadline reduces the motivation and the
T Time-bound urgency of those required to perform the tasks.

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 Objective Setting Methodology

Example of a not SMART Objective:

S Specific
 Increase Sales volume.
M Measurable (not measurable, not time-bound)
A Achievable
R Relevant Example of a SMART Objective:
T Time-bound
 Meet or exceed quarterly sales target
of BD[xx].
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Objective Setting Process in
MenaME
How to set objectives in MenaME?
 How to set objectives in MenaME?
Step 1
- All Managers will receive an email notification to start the objective setting process. Once received,
login to your MenaME account and go to “Manager Self Services” as shown below.

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 How to set objectives in MenaME?
Step 2
- Click on the “Team Performance” icon to view all employees reporting to you.
- A red circle on “Creation” means objectives were not yet set. To do so, click on “Edit Plan” as shown below.

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 How to set objectives in MenaME?
Step 3
- Information shown in this page
will be pre-set in the System,
nothing to be entered here.
- Click on “Next” as shown.

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 How to set objectives in MenaME?
Step 4
- You will reach the page shown below. Click on “Define KPIs” to start the objective setting process.

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 How to set objectives in MenaME?
Step 5
- You will reach the main objective setting page. Click on “PERFORMANCE APPRAISALS 2024” and
then click on “Add KPI” four times to add a minimum of four objectives.

2. Click Here to Start adding KPI’s

1. Click Here

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 How to set objectives in MenaME?
Step 6:
- Enter the SMART objectives in the allocated area.
- Enter the Weight of each objective. Total Weight should equal to 100%.
- Copy the weight of each objective in the “Target” column.
- Do not select anything in “Measure” column.
- “Due date” column is predefined, you may change it if needed.
- Once all objectives are set, click on “Save Changes” and then click on “Define Competencies” to go to the next page.
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1 2 3

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 How to set objectives in MenaME?
Editing and Deleting objectives
- You can click on the objective box to edit an already entered objective.
- To delete an objective click on the “X” button.
- Do not forget to “Save Changes” after editing or deleting your objectives.
- Once done with editing the objectives, click on “Define Competencies” to go to the next page.

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 How to set objectives in MenaME?
Step 7
- Do not enter anything in the Competencies page.
- Click on “View Summary” to proceed to the next page.

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 How to set objectives in MenaME?
Step 8
- The set objectives will be displayed in this page. Review the objectives to ensure they are correct.
- Click on “Send to Employee” to send the objectives to your employee for their review and feedback.

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Objective Closing Process in
MenaME
Closing the Objective Setting Process
(Post employee review of objectives)
 Closing the Objective Setting Process (Post employee review of
objectives)
Step 1
- Once the objectives are sent to your employee, the “Feedback” circle in the Team Performance page will turn red.
- Once employees provide their feedback on the set objectives, a notification email will be sent to the concerned
manager.
- The concerned Manager must login to MenaME and go to the main Team Performance page, then click on
“Feedback” as shown below to open the objectives page.

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 Closing the Objective Setting Process (Post employee review of
objectives)
Step 2
- You may check the feedback received from your employee by clicking on the Comment box as shown below.
- Note that the set objectives can be further edited if needed, refer to the next slide for more details.
- Finally click on “Start Evaluation” to close the objective setting process.

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 Closing the Objective Setting Process (Post employee review of
objectives)
Editing and Deleting objectives (Post employee review of objectives)
- Go to the main Team Performance page and click on “Edit Plan”. Continue to the KPIs Page (Steps are mentioned
in earlier slides).
- Click on “PERFORMANCE APPRAISALS 2024” to allow you to Add or Delete KPIs.
- Add KPIs by clicking on the “Add KPI” button. Delete a KPI by clicking on the “Delete” icon.
- Once done with editing the objectives, click on “Save Changes” and then “Define Competencies” to proceed to
the next pages (Steps are mentioned in earlier slides).

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 For any assistance, please contact the following:

In Bahrain
Hamad Al Khaja
Deputy Group Head of HR & Operations
Hamad.alkhaja@kanoo.com

In KSA
Shaik Shavali
Business Systems Specialist
Shavali.shaik@kanoo.com

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