Manager Self-Service (Talent: Goals)
MSS Talent: Goals
Overview of the Goals Module
Goals Module Description
A goal is defined as a desired outcome that an individual or organization plans, commits to, and strives to achieve. Goals serve as targeted objectives within a developmental process and are often pursued within a set time frame, with deadlines to ensure progress and completion.
The Goals module enables the organization to establish and manage goals within a specific time frame. Goals can be defined at various levels, including Company, Division, Department, Section, and Employee, ensuring alignment across all layers of the organization. Additionally, goals can be integrated into employee appraisals, linking performance outcomes directly to appraisal scores.
This hierarchical structure allows managers to drill down into specific goals, identifying the personnel responsible for contributing to the results of a highlighted goal. Through the Self-Service module, both employees and managers can actively participate in the goal-setting and management process.
A Guide to Using the Goals Module
This Guide and role list provides a comprehensive overview of the goal management process within the HRplus Goals Module.
HR (Human Resources) Department Responsibilities:
Defining the company's goal-setting process and ensuring alignment with the overall strategy.
Configuring goal-related settings in HRplus, including financial year, perspectives, point systems, and linking to appraisals.
Managing the "Goal Setting" event and ensuring timely participation from managers and employees.
Providing support and guidance to managers and employees throughout the goal-setting and review process.
Closing the financial year in HRplus and archiving completed goals.
Setting specific and measurable goals for their teams, aligned with company objectives and individual development plans.
Cascading goals from the company level down to individual employees, ensuring clarity and alignment.
Providing regular feedback and coaching to employees on their progress towards goals.
Adjusting goal targets as needed throughout the year to accommodate changing circumstances.
Recognizing and rewarding employees for their achievements and goal attainment.
Conducting final goal reviews with employees at the end of the performance period.
Reviewing and acknowledging their assigned goals.
Regularly updating their progress towards goals through progress reports in HRplus.
Actively participating in goal review discussions with their managers.
Seeking clarification or support from their managers when needed.
Steps | Description | |
Step 1 | Set up Goal Parameters (base data that is required by the rest of the module): | |
Talent Management>>Goals>>Goal Setup | ||
Goal Perspectives |
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Financial Year |
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Goal Points |
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Appraisal Link Options |
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Steps | Description | |
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Dependency Types |
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Task Levels (Optional) |
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Assigned By |
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Step 2 | Set Up of the HR Event - Goal Setting: | |
Personnel>>Event Reminders>>Master Email Settings Talent Management>>HR Events>>HR Admins Talent Management>>HR Events>>Notification Talent Management>>Manage Events>>Events User Self Service>>Manager>>Talent>>Goals>>Goal Setup | ||
Email Notifications |
How do I Enable External Email Notifications for Goal Events? | |
Goal Setting | ||
HR Admins |
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Steps | Description | |
Goal Notifications |
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HR Admin Goal Setting Event |
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Step 3 | Manager and HR Led Employee Goal Setting: | |
User Self Service>>Manager>>Talent>>Goals>>Goals>>[New Goal]>>Goal Details | ||
Goal Details |
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Assignment Details |
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Steps | Description | |
cannot enter Dependencies or change Targets, Progress Reports are only entered by employees, managers can manage the goal setting event and can view goals for only their direct reports etc. | ||
Target Details |
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Goal Standards |
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Competencies |
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My Goals |
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Adjust Targets |
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Goal Costs |
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Steps | Description | |
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Tasks and Linked Costs |
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Dependencies |
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Linked Goals | ||
Step 4 | Feedback Loop and Goal Progress: | |
Progress Report | Home>>My Performance>>My Goals>>[Select Goal]>>[+]>>Progress Report>>[New Progress Report] User Self Service>>Manager>>Talent>>Goals>>Goals>>[Select Goal]>>[+]>>Progress Reports
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Steps | Description | |
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Feedback and Coaching | User Self Service>>Manager>>Talent>>Goals>>Goals>>[Select Goal]>>[+]>>Feedback and Coaching>>[Send Feedback]
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Adjust Targets | User Self Service>>Manager>>Talent>>Goals>>Goals>>[Select Goal]>>[+]>>Adjustable Targets
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Rewards | User Self Service>>Manager>>Talent>>Goals>>Goals>>[Select Goal]>>[+]>>Rewards>>[New Reward]
Points that the employee has achieved will be selected. These Points may or | |
Steps | Description | ||
may not be transferred to the employee’s Appraisal form depending on your selection in Step 1 - Appraisal Link Options.
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Step 5 | Viewing Goal Results: | ||
Talent Management>>Goals>>Employee Goals>>Goal Grid Talent Management>>Goals>>Employee Goals>>Goal Chart | |||
Goal Grid |
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Goal Chart |
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Step 6 | Close/Archive Goals: | ||
Talent Management>>Goals>>Goal Setup>>Financial Year | |||
Close/Archive Goals |
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Duplicate Goals |
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Goal Setting |
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Steps | Description | ||
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Glossary of Terms found in the Goals Module
A
Actual Task Cost: The real, incurred expenses associated with the completion of a task, project, or goal. Adjust Targets: Modifying predetermined targets due to evolving circumstances, requirements, or performance evaluations.
Appraisal Link Options: Different methods or approaches for linking performance appraisals with specific goals or objectives.
Archive Goals: The action of transferring completed or obsolete goals into an archived state for historical reference.
Assigned By: The individual or entity responsible for allocating a specific goal to an employee, team, or department.
Assignment Details: Specific information related to the allocation of a goal, including description, scope, resources, and timelines.
Assignment Type – Self (Business): A categorization indicating that an individual has assigned a goal to themselves within a business context.
Assignment Type – Resource: A classification indicating that a goal assignment involves allocating resources such as personnel, time, and materials.
B
Balanced Scorecard: A strategic performance management framework that considers various perspectives (financial, customer, internal processes, learning and innovation) to measure an organization's success.
Budget Task Cost: The estimated or allocated cost associated with executing a task required to achieve a goal, usually specified within a predefined budget.
C
Cascading Goals: The process of aligning and connecting objectives at different levels of an organization, ensuring that everyone's efforts contribute to the achievement of the overall organizational strategy.
Challenge Points: Points or rewards earned for overcoming challenges, obstacles, or difficulties while working towards achieving a goal.
Company Culture (Goal Option): The inclusion of objectives related to company culture, values, or behaviors as potential goal options for employees to pursue.
D
Dependencies: Relationships between tasks, goals, or activities that determine their sequence or influence each other's outcomes.
F
Financial Year: The twelve-month period used for financial planning, reporting, budgeting, and goal setting within an organization.
G
Goal Name: A unique identifier or label assigned to a particular goal for easy reference and tracking.
Goal Parameters: Specific criteria, conditions, or limitations that define the scope and requirements of a goal. Goal Perspectives – Financial: A viewpoint within the Balanced Scorecard framework that focuses on financial metrics and outcomes.
Goal Perspectives – Customer: A perspective within the Balanced Scorecard framework that emphasizes customer-related metrics and objectives.
Goal Perspectives – Internal Business Process: A viewpoint within the Balanced Scorecard framework that centers on improving internal processes and operations.
Goal Perspectives – Learning and Innovation: A perspective within the Balanced Scorecard framework that highlights goals related to organizational learning and innovation.
Goal Plan: A structured outline detailing the steps, resources, and timeline required to achieve a specific goal. Goal Points: Points accrued based on progress or achievement towards a goal, often used for tracking and recognition purposes.
Goal Results: The outcomes, achievements, or deliverables that stem from successfully completing a goal. Goal-Setting Event: A structured and focused gathering where individuals or teams define specific goals and objectives aligned with the organization’s strategy.
Goal Specification: A clear and detailed description of a goal, outlining its purpose, scope, and expected outcomes.
Goal Standards: Defined benchmarks or criteria representing the desired level of performance or achievement for a specific goal.
Goal Start and Due Date: The designated start and end dates for initiating and completing a goal. Goal Status: The current stage or condition of a goal, indicating whether it’s in progress, completed, or paused.
Goal Target Result Calculation: The method used to calculate the outcome or results of achieving a goal’s target.
Goal Type: A categorization that classifies goals based on their nature, such as performance, developmental, strategic, or personal growth goals.
Goal Weights: The relative importance assigned to different goals when calculating an overall performance score or assessment.
J
Job Goal: A goal that aligns with an employee’s specific job role, responsibilities, and performance expectations.
L
Leader Board: A ranking or list displaying the performance or progress of individuals or teams based on specific criteria.
Linked Goals: Goals that are interconnected or related, often influencing each other’s outcomes or contributing to a larger objective.
Linked Tasks and Costs: Tasks or activities associated with a goal that impact its financial aspects and are interconnected.
M
Measure or KPI: A quantifiable metric or Key Performance Indicator used to assess progress toward a goal or objective.
Mission Points: Points earned by contributing to an organization’s mission or larger strategic goals.
My Goals: A section or feature within a performance management system where employees can view and manage their assigned goals.
P
Process Goals: Goals focused on improving or optimizing specific business processes within an organization.
Progress Reports: Periodic updates or assessments detailing the advancement and status of goals. R
Reporting Requirements: The criteria and frequency for providing updates or reports on goal progress. Rewards: Incentives or recognition provided to employees for achieving or making progress toward their goals.
S
SMART Goals: Goals that are Specific, Measurable, Achievable, Relevant, and Time-bound, enhancing their clarity and effectiveness.
Strategic Plan: A comprehensive document outlining an organization's long-term goals, objectives, and methods for achieving them.
Target Details: Specific information about the desired outcome or achievement of a goal.
Target Inverse: A scenario where the objective is to minimize or decrease a particular value or outcome. T
Task Level: The degree of detail at which tasks are subdivided within the context of a goal. U
Update Type: The manner in which progress updates or changes are communicated, such as real-time updates or scheduled reports.
What are the Summary Steps to Create a Goal
The summary steps to create a Goal are as follows:
Setup Goal Details - enter goals for employees.
Setup Assignment Details - assign goals to relevant employees.
Setup Target Details - set targets for employees.
Setup Goal Standards - establish the criteria for rewarding points when targets are met.
Adjust Goal Targets - adjust targets as necessary based on existing factors.
Setup Goal Cost - enter any costs associated with the goal.
Setup Tasks/Responsibilities - enter the specific tasks required to complete the goals.
Setup Goal Dependencies - enter any events or factors that may hinder the completion of goals.
Setup Competencies - enter competencies required to achieve the goal.
Setup Goal Standards - define the criteria for rewarding points.
User Self Service>>Manager>>Talent>>Goals>>Goals>>[New Goal]>>Goal Details
How to set up Goal Details
Goal Details
Managers can directly set goals for their employees, either during collaborative discussions that consider KPIs and other relevant factors or by proactively setting up goals in advance. These goals can then be reviewed at the start of the goal year or financial period.
Additionally, managers can use the Goal Wizards via User Self Service >> Manager >> Talent >>
Goals >> Goal Wizards to input goal details efficiently.
Set Up Goal Details
Goal Perspective: In line with the Balanced Scorecard approach, select the perspective that best fits the goal. The Goal Perspective helps categorize and differentiate goals, ensuring alignment with strategic objectives.
Level: The hierarchical organisation level will be displayed: Company, Division, Department, Section, Employee. If the goal is being set by the manager, they should select the level rank as "Employee," indicating that the goal is being assigned directly to the employee.
Job: select the job to which the goal applies. Only employees holding the selected job can be assigned this goal.
From Job Goals
Check this box if you wish to select goals for the selected job that were previously set up via Personnel>>Setup>>Organisation>>Structure>>Jobs>>[expand record]>>Job Goals. These job goals will be displayed for selection via the Goal Name drop-down list. If the Job Goals box is not checked, then the Goal Name drop-down list will only display goals from the Goals module.
Goal Name: Enter a custom name for the goal, or select and modify an existing goal from the drop- down list as needed.
Goal Specification: Enter the detailed description of the goal, ensuring it follows the SMART criteria (Specific, Measurable, Achievable, Relevant, and Time-bound) for clarity and effective tracking.
Year: Select the financial year to which the goal applies. The Start and End Dates of the selected year will be displayed, and you may adjust them if needed, ensuring the dates remain within the previously defined financial year (Goal Setup >> Financial Year).
Repeatable: Check this box if you wish to duplicate the goal in the future. For example, if a goal is not completed, you can duplicate it and adjust the dates to extend its validity. Only goals marked as Repeatable will be available for duplication when selecting goals to be reused.
Goal Weight: Enter a user-defined numeric value to represent the importance of the goal to the company. If the Appraisals module is being used, this value will contribute to the employee's overall score.
The total weight within each Goal Perspective should sum to 100%. For an employee's overall goal weight across all perspectives, the total can also sum to 100%, meaning the weights from each perspective are adjusted based on their significance to the organization. This ensures the overall performance score reflects a balanced evaluation of the employee's contributions across various perspectives.
Goal Type: Select the category that best fits the goal: Company Culture, Job Responsibility, Mission, or Random Challenge.
Goal Status: Choose the appropriate status for the goal: Active, Inactive, Cancelled, Completed, or Suspended. Only Active goals can be edited.
Next, complete the Goal Assignment Details.
User Self Service>>Manager>>Talent>>Goals>>Goals>>[New Goal]>>Assignment Details
How to set up Assignment Details
Assignment Details
This section captures information about how and to whom the goal is assigned. It includes details such as whether the goal is assigned by a manager or self-assigned and the employee or team responsible.
Assignment Type
Resource: Check this option to assign the goal to an employee.
Set Up Assignment Details
Self (Business) - Select this option to assign a high-level, stand-alone goal to an employee. This type of goal cannot be linked to any other goals, as the Linked Goals option will be disabled (Company Goals >> Goal Grid >> [expand record] >> Linked Goals).
Assigned To/By: Choose the respective employee who is either assigning or receiving the goal. The Division, Department, and Section drop-downs will be filtered according to the selected Company and Job.
Employee Status: This is display-only, showing only Active employees for selection.
Note: A goal can only be assigned to one employee at a time. The assigned employee will be notified through Home >> Intranet >> Company Notifications or Home >> Intranet >> My Message Inbox and can view the goal details or send progress reports via Home >> My Profile >> My Goals.
Next, set up Target Details.
User Self Service>>Manager>>Talent>>Goals>>Goals>>[New Goal]>>Target Details
How to set up Target Details
Target Details
Define the specific measurable outcomes (Key Performance Indicators) that will track progress toward achieving the goal. These targets provide clear benchmarks for performance and ensure the goal is aligned with the overall objectives. KPIs should be quantifiable and time-bound to accurately assess goal achievement.
Targets can only be entered for new goals. When creating a new goal, ensure that the Goal Details, Assignment Details, and Target Details are fully completed before saving. Once the record is saved, target information cannot be modified. If changes are needed, you must delete the existing goal and create a new one. The quarterly targets can be adjusted using the adjusted target feature.
Set Up Target Details
Update Type: Select either Daily, Weekly, or Monthly to specify how frequently progress reports must be submitted for the goal. This ensures regular tracking of goal progress based on the selected update frequency.
Result Calculation: Choose either Sum or Average to determine how the goal target is calculated.
Sum Example: If Quarter 1 to 4 values are 10, 15, 20, and 25, the system will add them (10 + 15 + 20 + 25 = 70) and display 70 in the Target (in Units) field.
Average Example: If Quarter 1 to 4 values are 10, 15, 20, and 25, the system will calculate the average ((10 + 15 + 20 + 25) ÷ 4 = 17.5) and display 17.5 in the Target (in Units) field.
Quarter 1 to 4: Enter the value of the Goal target by quarter.
Results 1 to 4: These fields are automatically populated when employees submit progress reports via Home >> My Profile >> My Goals. They cannot be manually edited.
Points 1 to 4: These fields are populated when Reward Points are assigned to employees (Goals >> Company Goals >> Goal Grid >> [expand Goal record] >> Rewards). Points are linked to the Appraisals module and will appear on the employee’s appraisal form if applicable.
Target (in Units): This is an auto-calculated field based on the sum or average of the values entered in the Quarter 1 to 4 fields.
Measure: Enter the user-defined KPI (Key Performance Indicator), such as a 20% increase in sales revenue, production of 500 additional units, or gaining 10 new customers per month. This defines the specific metric for tracking goal achievement.
Goal Plan: This section outlines the strategic approach for achieving the goal. It includes the steps, resources, timelines, and milestones required to meet the target. The Goal Plan serves as a road map for both employees and managers to ensure alignment and track progress throughout the goal's life cycle.
Reporting Requirements: Specify the frequency and format for progress updates related to the goal. This includes details such as whether reports are submitted daily, weekly, or monthly, and any specific information or metrics that should be included in each report. Clear reporting requirements help ensure consistent tracking and timely feedback on goal progress.
Inverse: Inverse: Check this box for goals where lower values indicate better performance (e.g., attendance and punctuality). For instance, an employee with fewer days late or absent will score better. Other examples include reducing error rates, minimizing customer complaints, or decreasing production downtime. In such cases, the bar chart will display green for employees with lower
scores. The colors and corresponding percentages will visually indicate performance levels based on the goal target.
Once Goal Details, Assignment Details and Target Details have been saved, the goal will be
displayed on the list.
User Self Service>>Manager>>Talent>>Goals>>Goals>>[Select Goal]>>Target Details>>Goal
Standards
How to set up Goal Standards
Goal Standards
Goal Standards define the criteria for rewarding points, aligning with targets achieved by each quarter. For example, if a quarterly target is met, a predetermined number of points is awarded, ensuring clarity and alignment with performance objectives. These points will appear in the Targets screen and contribute to the employee's overall goals.
Weights, standards, and points are user-defined and should adhere to the company’s goal-processing procedures. The maximum points awarded are determined by settings configured in Talent Management
>> Goals >> Goal Setup >> Goal Points.
Step 1: Select the Goal
Step 2: Set the Goal Standards
Default Standards and Points: Enter the standard description and corresponding points for the five
(5) default standards:
Exceeded Expectations (5 points):
The employee has exceeded the goal by achieving more than 100% of the target. This indicates outstanding performance, where the employee has gone above and beyond the set expectations and contributed additional value.
The employee has achieved 100% of the goal. The target has been fully met, and the employee performed effectively within the required standards for the goal.
Slightly Below Expectations (3 points):
The employee achieved between 80% and 99% of the goal. While the goal was nearly reached, there were minor gaps in performance that could be improved.
Moderately Below Expectations (2 points):
The employee achieved between 60% and 79% of the goal. This reflects a notable shortfall in performance, with several key aspects of the goal not being met.
The employee achieved less than 60% of the goal. Significant improvement is needed as the goal was largely unmet, and performance fell far below the required standard.
Step 3: View the Goal Standards
User Self Service>>Manager>>Talent>>Goals>>Goals>>[Select
Goal]>>[+]>>Competencies>>[New Competency]
How to set Competencies required to achieve a Goal
Competencies
Competencies required to achieve the goal are entered here. These competencies are set up in Personnel
>> Setup >> Organisation Setup >> Qualifications-Related Codes >> Competencies and can be linked to the specific goal. Competency Levels must be specified to indicate the level of expertise required to successfully complete the goal.
Set Up Competencies to Achieve Goals
Competency Code: Select the competency.
Competency Level: Select the desired competency level the employee must have.
View the Competencies required to Achieve the Goal
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]>>[+]>>Costs
How to set up Goal Costs?
Goal Costs
Use this option to enter any costs associated with the goal. When tasks are assigned to the goal, you can input the budgeted and actual costs, if applicable. These values will automatically update on this screen as the tasks are entered and tracked.
Step 1. Enter the Cost Description
Step 2. Enter the Task and link the Cost
Step 3. View the Updated Costs
User Self Service>>Manager>>Talent>>Goals>>Goals>>[Select Goals]>>[+]>>Tasks>>[New
Task]
How to set up Tasks and linked costs to achieve a Goal
Tasks
Use this option to enter the specific tasks required to complete the goals here. Tasks are time-bound and linked to associated costs. You can also input the budgeted and actual costs for each task, ensuring accurate tracking of both time and expenses related to goal completion.
How does it work?
Budgeted and Actual Costs: These costs are entered by the manager after discussions with the employee regarding what is needed to achieve the goal. HR can also enter these costs based on company policy.
Once entered, the costs automatically update in User Self Service >> Manager >> Talent >> Goals >> [Select Goal] >> [+] >> Costs for tracking and review.
Enter Task Details and Linked Goal Costs
Task Name/Description: Enter user-defined tasks and associated costs.
Start/End Date: Enter the task start and end dates.
Linked Goal Cost: Select the task to link the goal cost to.
Budgeted Cost for Task: Enter the budgeted expenditure to cover the cost of this task.
Actual Cost for Task: Enter the actual expenditure incurred to perform this task.
Percentage of Budget Used: The percentage of the Budgeted Cost used i.e.
Actual Cost/Budgeted Cost * 100
$7,500/$8,000 * 100 = 93.75%
View the Total Costs against the Goal
View all Costs associated with Goal Tasks
User Self Service>>Manager>>Talent>>Goals>>Goals>>[Select
Goal]>>[+]>>Dependencies>>[New Dependency]
How to set Goal Dependencies
Dependencies
This section allows you to enter any events or factors that may hinder the completion of goals. You can link the goal to the specific dependency and assign responsibility for resolving it. Managing dependencies ensures potential obstacles are addressed to keep progress on track.
Dependency Type/Description: Select the dependency type and enter the description.
Person Responsible for Resolving: Select the person who would resolve the dependency.
Set Up Goal Dependencies
Issue Start/Resolved Date: Enter the start and end dates.
Resolved By: Select the person who resolved the dependency.
Reward Description: Enter a user-defined description if any rewards are given.
View and Address all Goal Dependencies
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
User Self Service>>Manager>>Talent>>Goals>>Goals>>[Select Goal]>>[+]>>Goal
Standards>>Set Standards
How to Set Up Goal Standards
Goal Standards
Goal Standards define the criteria for rewarding points, aligning with targets achieved by each quarter. For example, if a quarterly target is met, a predetermined number of points is awarded, ensuring clarity and alignment with performance objectives. These points will appear in the Targets screen and contribute to the employee's overall goals.
Weights, standards, and points are user-defined and should adhere to the company’s goal-processing procedures. The maximum points awarded are determined by settings configured in Talent Management>>Goals>>Goal Setup>>Goal Points.
System Configurations>>Feature Management>>Add Goal Standards
Step 1: Enable Add Goal Standards Feature
The feature, Add Goal Standards, allows managers to set new Goal Standards via User Self Service.
Alternatively, if the feature is disabled, the managers MUST select Set Standards from a hyperlink.
Managers can enter standards manually here, normally defined based on the targets set for the
specific goal. The standards can be saved once entered.
Default Standards and Points: Enter the standard description and corresponding points for the five
(5) default standards:
Exceeded Expectations (5 points):
The employee has exceeded the goal by achieving more than 100% of the target. This indicates outstanding performance, where the employee has gone above and beyond the set expectations and contributed additional value.
Step 2: Set the Goal Standards
Met Expectations (4 points):
The employee has achieved 100% of the goal. The target has been fully met, and the employee performed effectively within the required standards for the goal.
Slightly Below Expectations (3 points):
The employee achieved between 80% and 99% of the goal. While the goal was nearly reached, there were minor gaps in performance that could be improved.
Moderately Below Expectations (2 points):
The employee achieved between 60% and 79% of the goal. This reflects a notable shortfall in performance, with several key aspects of the goal not being met.
Far Below Expectations (1 point):
The employee achieved less than 60% of the goal. Significant improvement is needed as the goal was largely unmet, and performance fell far below the required standard.
Step 3: View the Goal Standards
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