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How To Create And Compile A Work Plan

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How To Create And Compile A Work Plan

Today, I will write a topic about how to create and compile a work plan. Is that important? Find the answers in the following reviews.

As a leader you certainly have a target that you will accomplish in a certain period of time. In order to achieve it, of course you have to develop a work plan in such a way that the development of your work plan can be monitored and measured. Thus you can monitor the progress of the stage of your work plan and projects when your target can be done. If the result is your work plan get stucked, then you can take real steps so that the stages of work can run according to your plan again.

Here are tips and references for you in drafting a work plan :

1. Focus on the first year

Why should you focus on your first year? Because the first year is the hardest and most decisive time. You do still have to put together a medium-term target of 2-5 years, but specifically for the first year you have to create a work plan that is "hard or not to fail".

The basic principle of making a work plan is to set your goal or target first, after that new work plan.

2. Setting the first year target

When you set a target note two types of characters from the target are the nature and benefits of the target.

(a). Nature of the target

The nature of the target is in a popular term in the short "SMARTT ". Have you heard of this term?

The word SMARTT can we breakdown into the following :

1. Specific, it means that the target is certain and there is a size and borders.

2. measurrable (measured), it means you need to know how close you are to your target.

3. Attainable (affordable), it means that the Target you are aiming for is a possible target to be reached or achieved and not a target that is merely wishful.

4. Relevant, it means that the target you are aiming for is in accordance with your original intention or should be higher.

5. Trackable, it means you have to create a path or link between the target you are aiming for the current actual conditions.

6. Time-bounded, it means clear when your target time must be reached.

The following example is setting up a target between right and wrong :

Examples of correct target planning

The annual sales rose 10% in comparison last year to $ 12.5 billion this year.

Incorrect Target Planning example

Product quality this year should be increased in comparison with last year.
(Not measurable)

(b). Target Benefits

Setting a target should provide as many benefits as possible, such as :

1. Target should be able to fulfill expectations.

2. Target must be understood.

3. Target must educate and motivate.

4. Targets are able to unite the direction of motion.

Making the way

In this period you have to set targets between, for example the first target of one month, then target the first three months and the first six months target.

After the target between you set then you must create a bridge so that the targets between them can be connected.

Example targets between :

First month target of $ 1.5 billion, first three months target of $ 3.5 billion and the first six months target of $ 7.5 billion.

Engage member of team from the beginning of planning.

The goal is for your team members to feel the plan and as a tool to match the plan to the real conditions that occur. Ask each team member to submit their plans based on the outline of your plan. Meet each team member to monitor whether the development continues to be sustainable and support your target. Evaluate when needed.

Set Budget and needs

The next step is to set the budget and needs needed. This need can be money, materials, tools and also people. Ask each team member to write down what they need.

Create a driving Program (incentive)

Incentives are the added advantage given to employees as motivations.
The Bonus is an additional benefit given to the employee when the set target is reached or exceeded.


You must propose to the leadership and management of incentive and bonus programs at the time of drafting your work plan. Perhaps this will be considered an unnecessary cost for the company, but you have to fight it by giving a description that can be received by the Chairman and management.

The thing to underline is to be cautious about providing incentive programs.

Here is the guide so that you do not misassign it, namely:

(1). Incentives are designed for a particular job, meaning that not all jobs need to be given incentives. Only jobs that require special treatment are given, for example suddenly there is a request to increase production capacity.

(2). Incentives apply at certain conditions and times, which means they are not fixed. If needed can be given and if it is not needed can be lifted again.

(3). The incentive recipient must be identified from the beginning, meaning that in the event of a transfer of employees during the incentive program, the incentive recipient must be clear in order to avoid confusion later.

(4). Incentives should motivate the meaning of not making a big incentive for things that are impossible to accomplish. This system is for work that can be achieved and can be understood very well by the employees. And remember, this is a mandatory condition.

(5). The measure of quantitative success means that the success achieved does not lead to different debates and interpretations.

(6). Incentives must be reviewed at the end of each specific period, the target numbers must be adjusted. Otherwise the incentive will lose its benefits.

(7). Incentives cannot be manipulated to mean that the target criteria should be clear so that they are not manipulated by employees.

(8). Incentives must be valuable meaning that incentives should provide benefits to employees.

(9). Incentives in sharing on the target success between, the goal is to improve performance.

(10). Team incentives must be set to share their meaning if the incentive is given because of the success of the team then the divisions must be clearly defined.

(11). In order to make documents and documentation neatly, it means that any expenditure must be recorded and validated by the competent authorities as this will be held accountable in the company's financial statements.

(12). Incentives must be supported by a management commitment, which means not to stop the incentive program in the middle of the road because it will ruin the target set and also the moral of the employee.

That's the article about tips for arranging work plans. Hopefully this article will be useful for you.

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