Goals (Feedback Loop and Goal Progress)
Feedback Loop and Goal Progress
Home>>Notifications
Home>>My Profile>>My Goals
Goals: How can I view Goals assigned to me?
My Goals
On the employee side, the My Goals feature within the self-service portal allows employees to engage with their assigned goals. Employees can communicate directly with their manager by providing feedback, receiving coaching, and tracking progress. They can also update their goals, monitor achievements, and adjust as needed, ensuring alignment with overall performance expectations.
Home>>Notifications
Notifications
The employee will receive messages when a new goal is assigned and when there is any other directed communication to him/her (e.g. coaching, status updates) within the application.
Home>>My Profile>>My Goals
My Goals
All goals assigned to the employee will be displayed on logon. Expand a record to view details and communicate with your manager.
All screens are the same as previously described.
Home>>Notifications
Home>>My Profile>>My Goals>>[Select Goal]>>[+]>>Progress Report>>[New Progress
Report]
Goals: As an employee, how do I enter a Progress Report?
Progress reports are submitted by the employee to whom the goal has been assigned. Upon logging into HRplus, employees receive a notification indicating their assigned goals. These updates, made by employees, directly impact the heat map, providing a visual representation of progress.
Reports should be updated according to the required frequency and accompanied by any relevant supporting documents outlined in the reporting requirements. For example, updates can be made monthly, reflecting progress as a percentage of the quarterly target, or at the end of the quarter, showing underachievement or overachievement. When employees submit progress (e.g., for Q1 but only up to February), they should calculate it as a percentage of the quarterly target. For instance, if the goal is to reconcile 10 reports in Q1 and 6 are completed by February, this would be entered as 60% progress (6/10). This helps managers easily track progress through the heat map, indicating if the employee is on course to meet the goal.
Progress is also displayed in the bar chart and progress graph, with notifications set up to keep all relevant stakeholders informed of updates.
Step 1: Navigate to the Goal
The employee can click the hyperlink in the notification.
Or navigate directly to My Goals where Employees can expand the records to view Goal Details and send Progress Reports.
Step 2: Enter a Progress Report
Sent From/To: This section identifies the employees involved. Assigned By refers to the manager or individual assigning the goal, and Assigned To refers to the employee responsible for achieving the goal.
Date: Enter the date that corresponds with the specific quarter for which the results are being reported. The system uses this date to assign the results to the appropriate quarter, so ensure it aligns with the correct reporting period.
Comments: Add any relevant notes or observations regarding the goal's progress, challenges faced, or additional context that may be useful for tracking and evaluation.
Results: Enter the actual performance value achieved against the target, reflecting the employee's progress toward meeting the goal.
Upload File: Attach any supporting documents, such as reports, charts, or evidence of work completed, to provide additional context or proof of performance in the progress report.
Note: The employee should be granted Company Access to view Goals assigned.
Step 3: View all Progress Reports
User Self Service>>Manager>>Talent>>Goals>>Goals>>[Select Goal]>>[+]>>Progress
Reports
Goals: How does the Progress Report update the Goal Target?
HR and/or the person who assigned the goal – usually the employee’s manager - will receive these Progress Reports.
Progress reports, submitted by employees, update the system on their performance against set targets. These updates affect the heat map and bar chart, and directly influence the progress graph. For standard goals, the system calculates the percentage of the target achieved and displays this visually in the chart. For inverse targets (e.g., lower values are better, such as attendance or errors), progress is reflected as a higher achievement when the reported result is lower.
As employees submit progress, the system updates the target completion rate accordingly, displaying the percentage achieved in real time. For inverse goals, lower results will indicate better progress, and the progress graph adjusts to reflect this performance, offering a clear, visual summary of goal attainment over time. Managers and HR are notified of these updates, ensuring they can monitor and adjust as needed.
As Progress Reports are received, the system calculates and updates the following:
Target: This is the original target, expressed in units such as money, production items (e.g., bottles, cans, computers), and remains unchanged throughout the reporting period.
Weight: The weight assigned to the goal, indicating its importance relative to other goals, is displayed.
Results: The total results are calculated and displayed based on the progress reports (550+1850+1600+10 = 4010).
% Used: The percentage of the Budgeted Cost used based on the Actual Cost i.e.
Total Cost/Budgeted Cost * 100
$7,500/$8,000 * 100 = 93.75%
Bar Chart: The system assigns results to the appropriate quarters (Q1, Q2, Q3, Q4) based on the dates from the progress reports. For example, a report dated 15/05/24 will be assigned to Q2, and a report from 26/09/24 will be assigned to Q3. The percentages are calculated as:
Progress Report
Results for Quarter/Target for Quarter x 100
Percentages are rounded to two decimal points and displayed in the bar chart to track progress over time.
User Self Service>>Manager>>Talent>>Goals>>Goals>>[Double click Goal]>>Target Details
Target Details (Inverse Option)
Inverse
The inverse setting allows for goals where lower values indicate better performance (e.g., Attendance, Waiting Times, Punctuality, Errors). By checking the Inverse box, you enable low targets, meaning the lower the achieved value, the better the performance outcome.
Home>>My Profile>>My Goals
The following table shows the percentages and colours displayed on the Bar Chart based on whether or not the Inverse button was checked.
Targets/Results/ Percentage | Value | Percentage | Inverse (unchecked) | Inverse (unchecked) |
Target Q1 | 3 |
Targets/Results/ Percentage | Value | Percentage | Inverse (unchecked) | Inverse (unchecked) |
Results Q1 | 2 | |||
Percentage (2/3*100) | 66.67% | >50 and <80 | Orange | Yellow |
Target Q2 | 3 | |||
Results Q2 | 3 | |||
Percentage (3/3*100) | 100% | =100 | Green | Red |
Target Q3 | 3 | |||
Results Q3 | 2.5 | |||
Percentage (2.5/3*100) | 83.33% | >80 and <100 | Yellow | Orange |
Target Q4 | 3 | |||
Results Q4 | 1 | |||
Percentage (1/3*100) | 33.33% | <50 | Red | Green |
The legend used showing the colours and percentages are as follows:
Home>>My Profile>>My Goals>>[Select Goal]>>[+]>>Progress Reports>>Progress Graph
Progress Graph
User Self Service>>Manager>>Talent>>Goals>>Goals>>[Select Goal]>>[+]>>Feedback and
Coaching>>[Send Feedback]
As a manager, how do I provide Feedback and Coaching?
Feedback and Coaching
Feedback and Coaching involves a conversation between the Assignee (employee) and the Assigner (usually the employee’s manager). The conversation entails entering Topics, providing feedback and receiving coaching. The conversation may be ongoing and may go back and forth until the goal/topic is resolved/achieved.
Note: The screen is the same for both Employee and Manager.
Provide Feedback and Coaching
Topic/Comments: Enter a user-defined topic and details.
Send Feedback/New Message: Click this link to enter a Topic. Either the employee or manager can enter a Topic and start the conversation.
Reply: Click this link to reply.
Refresh: Click to refresh the screen to view replies.
User Self Service>>Manager>>Talent>>Goals>>Goals>>[Select Goal]>>[+]>>Adjustable
Targets
You are not allowed to delete Targets!
As a manager, how do I Adjust a Goal Target?
Adjustable Targets
This feature enables you to modify existing targets when needed. The system automatically recalculates and adjusts the targets based on the values you enter, with the original targets being replaced as they evolve. These adjustments allow for flexibility in goal management, ensuring targets can be updated to reflect changing priorities or circumstances.
For instance, if you need to decrease a target from 2,500 to 500, you would input a value of -2,000 in the appropriate quarter. This ensures that performance tracking remains aligned with realistic and current expectations.
Step 1: Select a Goal
Step 2: Enter Adjustable Targets
The system will also update the Total Target of the goal to always reflect the most current targets.
Upload File: Click to upload a supporting document.
The calculations for the targets above are as follows:
Step 3: View Updated Adjusted Targets
Quarter 1 | Quarter 2 | Quarter 3 | Quarter 4 | Totals | |
01/01/2024 | 2500 | 2500 | 2500 | 2500 | 10000 |
(Original Target) not shown | |||||
19/08/2024 | 0 | -500 | 200 | 0 | -300 |
12/09/2024 | -2000 | 0 | 0 | 0 | -2000 |
Quarter 1 | Quarter 2 | Quarter 3 | Quarter 4 | Totals | |
Adjusted Targets displayed on top row of grid | 500 | 2000 | 2700 | 2500 | 7700 |
User Self Service>>Manager>>Talent>>Goals>>Goals>>[Select Goal]>>[+]>>Rewards>>[New
Reward]
These points will be carried over to the employee’s appraisal form if previously defined via Talent
Management>>Goals>>Goal Setup>>Appraisal Link Options.
How to Reward Points for Targets achieved
Rewards
Employees can receive rewards for their work and goal achievements from managers, with only the latter having the authority to assign rewards. Rewards may include Points, Badges, or any other user-defined types.
Points are awarded based on the results employees have achieved relative to their targets. The criteria for earning these points must be clearly outlined when defining the standards, ensuring managers understand how to assign them appropriately. Based on the total points earned for completing an individual goal or across multiple goals within each perspective, rewards can be granted to employees according to the company's rewards and incentives framework.
Given To: The Assigned To employee’s name will be displayed.
By: The Assigned By employee/manager’s name will be displayed.
Date Rewarded: The current date will be displayed by default. However, the date when points are rewarded should align with the specific quarter in which the results were achieved.
Reward Type: Three (3) options are available for selection:
Badges: badges - image files in the format .bmp., .jpg, .jpeg, .png. - provided by HRplus, can be uploaded as rewards. These badges (e.g. Guru, Expert, Beginner) will be displayed on the Employee Profile. (Not Currently Available).
Other: any user-defined description of the reward in keeping with your company’s rewards policy.
Points: if Points is selected, then the Goal Standards and corresponding Points previously defined, will be displayed for selection:
Enter Reward Points
The Points 1 to Points 4 fields are also automatically populated with these values:
Quarterly Points Overview in Target Details
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