How do you set the goals of your Resource Management?

Like any optimization or change made to the functioning of your ESN or your consulting firm, launch a project of Ressource Management must be thought through beforehand, in particular on the objectives. This is all the more important as resource management conditions the success of projects and therefore the very survival of the company.

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As you might expect, “increasing the number of customers” or “reducing deadlines” are not real goals because they are too vague. Napta explains how to set goals for Ressource Management at the same time accurate, realistic and measurable. We will then see how to ensure their success, in particular via a resource management tool.

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How to define the goals of Resource Management ?

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Let's start with a few basic things. The most common acronym that comes to mind when we talk about goal setting is SMART.

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These 5 letters give us the 5 criteria that your Staffing objective must respect. It must therefore be:

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1. Specific (Specific) = The objective should be clear and specific. It should not be confusing or vague. The questions need to be answered: What? Who? Where? How? Why?
2. Measurable (Measurable) = The objective must be quantifiable and/or qualifiable. This means that you should be able to measure or assess the achievement or progress toward the goal. That's usually where it comes in the reporting and management functionalities of your staffing software.
3. Achievable (Achievable) = The goal should be realistic and achievable given the resources and time available. This prevents setting goals that are too ambitious or unattainable.
4. Relevant (Relevant) = The objective must be relevant and aligned with the needs or challenges of the situation or business. There is no point in pursuing a goal that has no meaning or added value.
5. Time-bound (Timely Defined) = The goal should have a clear deadline, a deadline for completion, which creates a sense of urgency and prioritization.

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This method ensures that you set specific and realistic goals. So:

• “Improving customer satisfaction” becomes “Increase the customer satisfaction score by 90 to 95% by the end of the year through continuous customer service training”
• “Expanding our customer base” becomes “Acquire 5 new customers in the health sector by the end of the quarter by developing a targeted marketing strategy and by dedicating a sales team to this segment”

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But beyond this Framework While very useful to make sure you define real goals, they must be aligned with strategic directions of your office. For example, if you want to diversify into new technological areas, an objective such as”develop skills in artificial intelligence of 40% of current consultants within 18 months” is relevant.

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The very first step that we recommend is therefore to clearly define the general objectives of your business as well as its needs in order to design a Pool general objectives. You can then use the method SMART as seen above to refine these global goals into specific and achievable goals.

And what do these principles give when applied to Ressource Management ?