Escusa also offers the following guidelines for the involvement of HR in employee goal setting:

1. Know the goals – HR should be involved when senior managers plan annual goals to be aware of underlying issues and challenges.
2. Get buy-in – The executive team should support HR’s efforts to align goals and help communicate the importance of the program.
3. Cascade goals – Once goals are set at the top of the organization, they should work their way down to all employees.
4. Ensure consistency – As goals are established further down the organization, HR can assist by creating standards and monitoring consistency.
5. Hold everyone accountable – Managers should ensure goals are measurable with specific deadlines and then hold employees accountable.
6. Reinforce through development – Ensure that employees have skills and tools to achieve established goals using development plans monitored by HR.
7. Work the gaps – Managers can work with employees individually. HR should identify gaps in organizational provision and address issues proactively with the Learning team.
8. Encourage year-long communication – Initial goals may be agreed but paid no further attention. Sending reminders to update goals is one way for HR to encourage a culture of frequent manager/employee communication.
9. Monitor compliance – Managers should monitor progress and completion of employee goals HR should review overall process and report to executives and department heads.
10. Measure twice, cut once – Goals should be a major component of a company’s annual performance appraisal where employees are measured and held accountable.

A good company culture that lives up to its company standards toward its employees helps sustain company workforce. Needless to say, as a recruiting officer, it is your main goal to satisfy his needs as an employee. And there are various ways to retain an employee. Involve him to internal and external events that will boost employee morale, teamwork, and company-employee relationships.

Activities inside the company:

1. Reward your team. Have small team lunch or dinners in the office
2. Engage your employees to join open-forums, brainstorming sessions, and company talks to discuss news and updates, or issues.
3. Play a “treasure hunt” game. The winning pair or team will receive good prizes.
4. Encourage everyone in the office to join profit-sharing activities, but never impose it as a “compulsory.”
5. Make your department an open door. As the human resource officer, your job also entails to guide your employees and provide counselling sessions. Encourage everyone to talk to you about work problems, or personal problems that affects working relationships and work as a job.

Activities outside the company:

1. Join a sports league in your community. Start up company-sponsored basketball, volleyball, or golfing leagues in which any employee can join and play for free.
2. Team gathering for charity. You may ask the support of non-profit organizations in your community on how your company can be of help to their vision activities.
3. Let your employees attend seminars, symposiums or conferences outside of your company. This way, they will experience meeting other people in the industry.
4. Reward your team. Have small team dinners outside the office.
5. Company Outings. Go to private resorts or beaches every summer.