Goals (Set Up Goal Parameters)
Set Up Goal Parameters
Talent Management>>Goals>>Goal Setup>>Goal perspectives
How to set up Goal Perspectives
HRplus applies the Balanced Scorecard approach, using color-coded perspectives to clearly distinguish and align goals with organizational strategy. Each perspective is visually represented for easy identification, allowing users to quickly categorize and track progress.
The typical color scheme for these perspectives is often associated with green for financial goals, blue for internal processes, red for customer focus, and yellow or orange for learning and innovation.
Financial: Focused on financial performance and stability.
Internal Business Processes: Targeting operational efficiency and process improvements.
Customer: Centered on customer satisfaction and relationship management.
Learning and Innovation: Promoting employee growth, innovation, and development. Color-coding enhances clarity and helps maintain focus on achieving balanced objectives.
Set Up Goal Perspective
Goal Perspective: Enter the goal perspective according to the balanced scorecard.
Perspective Colour: Select a colour mapping for the perspective.
Enter the Perspective Details
Talent Management>>Goals>>Goal Setup>>Financial Year
How to set up the Financial Year
Financial Year
Goals are established based on the financial year, spanning a twelve-month period to facilitate both financial reporting and strategic planning. This structured approach ensures that financial objectives are clearly defined and aligned with long-term strategic initiatives. These overarching goals are further divided into shorter-term milestones or targets, enabling regular tracking of progress throughout the year. Continuous monitoring allows for timely adjustments in response to changing circumstances, ensuring flexibility and focus. At the close of the financial year, performance is thoroughly evaluated against these predefined goals, providing a clear measure of success and areas for improvement.
Set Up the Financial Year
Company, Year, Start and End Dates: Select the period for which the goal is relevant.
Status: check either one of the following options -
Open – The active financial year, ready for employee feedback and progress updates.
Planning – The financial year is being set up but not yet open for employee input. You can also plan for a new year while the current one remains open.
Closed – The financial year has ended, and all goal updates are finalized. Mark it as closed once the period is complete.
Note: Your prior financial year must be Closed to Open a new year.
Talent Management>>Goals>>Goal Setup>>Goal Points
How to set up Goal Points
Goal Points
The maximum value for goal points should be consistent with the highest rating used in the appraisal and other talent modules for uniformity. e.g. 5 points. Managers can award points for achieving set targets at the end of each quarter, up to the maximum value in the Maximum Points field. This process provides a clear indication of the employee’s achievement of points for each quarter.
At the end of the financial year and goal-setting period, these points reflect the employee’s overall performance and accomplishments throughout the year.
Set Up Goal Points
Company: Select your company.
Maximum Points: This value is equal to the highest standard defined when rating the achievement
of a goal.
Talent Management>>Goals>>Goal Setup>>Appraisal Link Options
How to set up Appraisal Link Options
Appraisal Link Options
This option allows you to link the Goals module with the Appraisals module. If the Appraisals module is not in use, this screen can be skipped.
When setting up goals, they are categorized into types such as Company Culture, Job Responsibility, Mission, or Random Challenges. The goal types selected for appraisal influence the reward points assigned in the Goals module (Goals >> Employee Goals [expand record] >> Rewards), which are carried over to the employee's appraisal form. These reward points directly impact the employee’s overall appraisal score. By enabling the appraisal link option, you can specify which goal types will be included in the employee’s final appraisal evaluation.
Set Up Appraisal Link Options
Company: Select your company.
Goal Types: Check the respective Goal Type to display on the employee appraisal form, in the Appraisals module, any Points rewarded to the employee. If an option is not checked, the reward
Points will not be displayed.
How to set up Goal Dependency Types
Talent Management>>Goals>>Goal Setup>>Dependency Type
Goal Dependency Types
A Dependency Type refers to any factor that may hinder an employee from achieving their goal, such as budget constraints, lack of tools, or incomplete training. Even without direct links to other goals, external dependencies can impact progress. Identifying and managing these is crucial for smooth goal achievement.
Flagging specific dependencies can explain missed targets and support progress reports or target adjustments with management approval. Continuous monitoring and feedback throughout the year help mitigate these issues promptly.
Set up Goal Dependency Types
Talent Management>>Goals>>Goals Setup>>Task Level
How to Set Up Task Levels (Optional)
Task Level
Task Levels define the level of expertise of employees in handling various Tasks. Four (4) default task levels are included:
Beginner.
Expert.
Guru.
Intermediate.
Set Up Task Levels
Task Level: Enter unlimited user-defined task levels.
Task Levels are used to track the specific expertise required to accomplish tasks that are linked to the achievement of a goal. For each type of goal, a task level must be selected via Talent
Management>>Goals>>Company Goals>>>Goal Grid [expand record]>>Tasks.
Talent Management>>Goals>>Goal Setup>>Assigned By
How to set up who is Responsible for Assigning a Goal
Assigning a Goal
Employees can set their own goals based on their role, responsibilities, and objectives, or goals can be assigned by HR to managers, who then allocate them to employees.
These options provide flexibility in goal-setting while ensuring proper assignment and accountability.
Company: Select your company.
Set Up Assigned By
Assigned By: Check the person who has the responsibility of assigning goals for the selected company:
On Behalf: Flag this option to allow managers or department administrators to assign goals to employees.
Self: Select this when employees are setting their own goals independently.
View the Saved Record
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