{"id":8118,"date":"2024-01-07T12:34:07","date_gmt":"2024-01-07T12:34:07","guid":{"rendered":"https:\/\/co-factor.com\/?p=8118"},"modified":"2024-08-06T10:45:43","modified_gmt":"2024-08-06T10:45:43","slug":"okr-obiective-ambitioase-rezultate-cuantificabile","status":"publish","type":"post","link":"https:\/\/co-factor.com\/ro\/okr-obiective-ambitioase-rezultate-cuantificabile\/","title":{"rendered":"Obiective ambi\u021bioase, rezultate cuantificabile"},"content":{"rendered":"

[vc_row][vc_column][vc_single_image image=”8217″ img_size=”„full„” alignment=”center”][\/vc_column][\/vc_row][vc_row _et_uniqid=”et_custom_uniqid_new_637f16392dc6c”][vc_column _et_uniqid=”et_custom_uniqid_new_636b4ed9d2000″][vc_column_text]OKR (Obiective \u0219i Rezultate Cheie) este un instrument de management agil<\/strong>, esen\u021bial pentru ca organiza\u021biile s\u0103 fac\u0103 distinc\u021bia clar\u0103 \u00eentre strategie<\/u>, tactici<\/u> \u0219i opera\u021biuni<\/u>. OKR-urile ajut\u0103 companiile s\u0103 r\u0103m\u00e2n\u0103 ancorate \u00een realitate atunci c\u00e2nd planific\u0103 viitorul, cu focus pe \u021bintele imediate. OKR folose\u0219te, a\u0219adar, la stabilirea, distribuirea \u0219i monitorizarea obiectivelor \u0219i rezultatelor pe termen scurt \u0219i lung, aliniind scopul organiza\u021bional cu obiectivele individuale la toate nivelurile.<\/p>\n

Secretul st\u0103 \u00een fixarea unui obiectiv c\u00e2t mai ambi\u021bios<\/strong>, aspira\u021bional \u0219i motivant pentru angaja\u021bi, care s\u0103 poate fi atins prin m\u0103surarea precis\u0103<\/strong> a etapelor intermediare realiz\u0103rii sale. G\u00e2ndi\u021bi-v\u0103 c\u0103 vre\u021bi s\u0103 ajunge\u021bi \u00een v\u00e2rful unui munte, la o altitudine de 2500m, o aspira\u021bie \u00eendr\u0103znea\u021b\u0103! V\u0103 va fi extrem de util \u0219i v\u0103 va motiva, cu siguran\u021b\u0103, s\u0103 ave\u021bi un instrument care v\u0103 indic\u0103, periodic \u0219i cu precizie, progresul f\u0103cut \u2013 altitudinile de 1000m, 1500m, 2000m.<\/p>\n

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Scopul acestei practici nu este de a ob\u021bine un scor de 100% pentru fiecare dintre obiectivele fixate. Dac\u0103 acest lucru se \u00eent\u00e2mpl\u0103, probabil a\u021bi fixat obiective prea u\u0219oare! \u00cen schimb, ceea ce conteaz\u0103 este progresul, \u00eembun\u0103t\u0103\u021birea performan\u021bei, eviden\u021biat\u0103 de rezultatele cheie cuantificabile. De aceea, OKR-urile sunt setate frecvent, urm\u0103rite \u00een mod regulat \u0219i modificate periodic.<\/p>\n

Dac\u0103 v\u0103 \u00eentreba\u021bi de ce ave\u021bi nevoie de OKR, c\u00e2nd a\u021bi implementat deja un sistem bazat pe KPI, vestea bun\u0103 e c\u0103 cele dou\u0103 instrumente se completeaz\u0103, nu se anuleaz\u0103! OKR ofer\u0103 un cadru de fixare a obiectivelor, care ajut\u0103 organiza\u021biile s\u0103 determine ce trebuie f\u0103cut<\/strong> \u0219i cum trebuie f\u0103cut<\/strong>, \u00een timp ce KPI-urile sunt concentrate pe evaluarea performan\u021bei<\/strong>. \u00cen plus, OKR are calitatea de a fi agil, simplu, transparent, colaborativ, periodic, bidirec\u021bional \u0219i aspira\u021bional.<\/p>\n

Cum func\u021bioneaz\u0103 OKR?<\/strong><\/h3>\n

Formula este extrem de simpl\u0103 \u0219i u\u0219or de asimilat de angaja\u021bi. Ea se aplic\u0103 indiferent de domeniul de activitate, la orice nivel \u2013 individual, de echip\u0103 sau organiza\u021bional, \u00een oricare din departamentele unei companii \u2013 v\u00e2nz\u0103ri, marketing, produs, financiar, resurse umane etc.<\/p>\n

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OKR r\u0103spunde la trei \u00eentreb\u0103ri fundamentale<\/strong>, pe care orice angajat \u0219i le pune, ajut\u00e2nd astfel \u00eentregul colectiv s\u0103 \u00een\u021beleag\u0103 strategia, s\u0103 se alinieze scopului \u0219i s\u0103 se mobilizeze \u00een realizarea obiectivelor.<\/p>\n

Q1: Unde vreau s\u0103 ajung?<\/em><\/strong><\/h3>\n

A: La OBIECTIVE.<\/strong><\/h3>\n

Obiectivele constituie \u021binte calitative care trebuie atinse la nivel organiza\u021bional, de echip\u0103 \u0219i\/sau individual. Ele trebuie s\u0103 fie aspira\u021bionale, limitate \u00een timp, u\u0219or de \u00een\u021beles \u0219i ac\u021bionabile.<\/p>\n

Q2: Cum m\u0103 asigur c\u0103 ajung acolo?<\/em><\/strong><\/h3>\n

A: M\u0103sur\u00e2nd REZULTALE CHEIE.<\/strong><\/h3>\n

Fiecare obiectiv e \u00eenso\u021bit de 3-4 rezultate m\u0103surabile, clar definite, care sunt ambi\u021bioase, dar realizabile \u0219i cuantificabile. Rezultatele cheie determin\u0103 dac\u0103 un obiectiv a fost atins sau nu. Rezultatele cheie pot fi caracterizate prin nivelurile lor de dificultate, ac\u021bion\u00e2nd astfel ca un milestone<\/em>.<\/p>\n

Q3: Cum ajung acolo?<\/em><\/strong><\/h3>\n

A: Prin INI\u021aIATIVE<\/strong><\/h3>\n

Ini\u021biativele sau proiectele constituie o serie de sarcini, de ac\u021biuni concrete pe care trebuie s\u0103 le \u00eentreprinde\u021bi pentru a ajunge acolo unde vre\u021bi s\u0103 ajunge\u021bi.<\/p>\n

Co-Factor, prin\u00a0platforma<\/u>\u00a0sa digital\u0103 inovatoare, integreaz\u0103 OKR \u00een intrumentarul unui sistem de management al performant\u0326ei agil, permit\u0326\u00e2nd definirea, urma\u0306rirea s\u0326i evaluarea obiectivelor \u00een cadrul companiei. Sistemul de management al performan\u021bei Co-Factor foloses\u0326te cele mai actuale tendint\u0326e globale de gestionare a performant\u0326ei organizat\u0326ionale, garant\u00e2nd succesul.[\/vc_column_text][\/vc_column][\/vc_row][vc_row][vc_column][\/vc_column][\/vc_row]<\/p>\n","protected":false},"excerpt":{"rendered":"

OKR-urile ajut\u0103 companiile s\u0103 r\u0103m\u00e2n\u0103 ancorate \u00een realitate atunci c\u00e2nd…<\/p>\n","protected":false},"author":1,"featured_media":8217,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false},"categories":[130,18],"tags":[47,93,120],"translation":{"provider":"WPGlobus","version":"2.8.10","language":"ro","enabled_languages":["en","ro"],"languages":{"en":{"title":true,"content":true,"excerpt":false},"ro":{"title":true,"content":true,"excerpt":true}}},"_links":{"self":[{"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/posts\/8118"}],"collection":[{"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/comments?post=8118"}],"version-history":[{"count":12,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/posts\/8118\/revisions"}],"predecessor-version":[{"id":8681,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/posts\/8118\/revisions\/8681"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/media\/8217"}],"wp:attachment":[{"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/media?parent=8118"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/categories?post=8118"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/co-factor.com\/ro\/wp-json\/wp\/v2\/tags?post=8118"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}