The article provides a guide on configuring and managing employees' goals in the Performance Management module. It includes instructions to define categories, permissions and periods, allowing leaders and employees to set, track and link goals.
It also explains how to allow employees to enter goals, enable goal approval by employees, and take advantage of the goal-tracking functionality for an up-to-date view of progress.
Scope / Limitations:
The configuration process for the goals module that must be completed before starting to upload goals for employees is detailed here. It is specifically aimed at users with administrator profiles or custom profiles with "Modification" permissions in "Goals" in the "Talent" section.
Process on the Platform:
In the Performance Management module, you have the option to register employees' goals. Both leaders and employees can track these directly from each employee's profile. In addition, you can include these goals and measure them in performance evaluations.
From the Settings section, you should configure categories, the periods related to goals, progress scales or other configurations.
Goal Categories:
Goal categories allow grouping goals of the same type. When assigning goals to employees, you can define the weight of each goal within its category, ensuring that the sum of all goals equals 100%. You can also define the weight of each category for overall progress or for the performance evaluation.
By default, you will find the "Personal" and "Organizational" categories. You can modify the names of these categories or delete them if you wish. To create new categories, click "Create Goal Category" and assign a name.
Goal Periods:
Goal periods facilitate grouping the goals assigned during a given timeframe. Goals created will be linked to the goal period that is active; more than one goal period can be open at the same time.
To create a period click "Create Goal Period".
You must enter the name, the start date and the end date of the period.
It is important to note that the start and end dates of a period are for information only. Therefore, to manage goal periods you must close and open them manually. This process can be carried out by selecting the lock icon in the actions column.
When creating or editing a goal period, you have the option to "Set goal creation/modification period", where you can assign the dates. This will establish a specific period during which leaders and employees can create goals. At the end of this period, the "New" button in the goals section on the employee profile will no longer be available.
Progress Scales:
Scales allow creating different calculation methodologies to record goal progress. These can be saved as public or private.
All scales can be edited and new ones can be created by clicking "Create Scale". Here you need to set a name for the scale, the visibility, the unit of measure name, the initial state and the expected result.
- Name:Set a name for the scale so it can be distinguished from other scales.
- Visibility:Allows defining whether it will be a scale usable for the entire organization (Public) or only for the user who is creating/editing it (Private).
- Unit of Measure Name:To set the unit of measure for the scale.
- Initial State:Allows setting a starting base, defining that the scale begins at a specific unit. Additionally, here with the + you can set other points relating the % to a unit.
- Expected Result:Set which will be the maximum point, that is, what will represent 100%.
Deleted:
In this section you will find a table listing deleted goals available to restore individually or in bulk. All deleted goals, whether deleted individually, in bulk or by overwrite, will automatically go to this section. Once restored, goals will again be available for editing, updating or deletion. It is important to consider that if the employee, period, category or associated scale was deleted, the goal cannot be recovered, and if a custom attribute was deleted, the goal will be restored without the historical information of that attribute.
Other:
In the "Other" tab you can set the following permissions:
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Allow Employees to Enter Goals:
With this option employees can enter their own goals from their profile in the "Talent" section under the "Goals" tab. However, it is important to note that these goals must be approved by their supervisors. If this feature is not enabled, employees will not see the "Create" button. Additionally, employees have the option to notify their supervisors when creating their goals. This will generate an email with a direct link for supervisors to review it, thus facilitating the approval process directly from the employee profile.
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Employee Approves Goals:
If this option is enabled, when a supervisor creates a goal for an employee, the employee must approve that goal from their profile before it is considered part of their goals.
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Enable goal progress tracking:
This functionality enables tracking of goals by allowing employees and leaders to periodically enter the percentage of progress directly on their profile. By recording progress on goals, progress by category and cumulative progress can be automatically reviewed, providing a clear and up-to-date view of progress.
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Show progress in units on the profile:
Like the previous option, this functionality allows employees and leaders to periodically enter progress in units directly on their profile. By recording progress on goals, progress by category and cumulative progress can be automatically reviewed, providing a clear and up-to-date view of progress.
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Allow supervisors to configure scales
Allows supervisors to configure progress scales and use them within goals. If this option is disabled, only users with write permissions in Goals will be allowed to create/edit progress scales.
🤖 This article was translated using artificial intelligence. View original article.