Personnel>>Setup>>Organisation>>Structure>>Jobs
Job Goals
Job Goals aligns with an employee's specific job role, responsibilities, and performance expectations.
The completion of goals is one of three measures (Primary Responsibilities, Competencies, Goals) used to evaluate employees.
How does it work?
Goals may be set up via:
1. Job Goals in the Personnel module - link the goal directly to the job by expanding a job and entering its goal details. The employee(s) who are placed in the job will inherit all attributes of the job including its goals.
2. The Goals module (if being used) - entering goals and assigning them directly to an employee.
Job Goals include the setting up of Goal Details, Target Details and Goal Standards. It is advised that Goals be understood and documented prior to data entry.
Step 1: Select a Job
Step 2: Enter Goal Details
In keeping with the Balanced Scorecard approach:
Goal Perspectives: Select the option that best describes the type of goal. The default options are:
- Financial,
- Customer,
- Internal Business Process, and
- Learning & Innovation.
Goal Name: Enter a unique identifier to the goal.
Goal Specification: Enter a clear and detailed description of a goal, outlining its purpose, scope, and expected outcomes.
Start/End Date: Enter the designated start and end dates for initiating and completing a goal.
Step 3: Enter Target Details
Weight: Enter a numerical value (0 to 100) to define the importance of the goal.
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: Enter either one (1) for Sum or zero (0) for 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) รท 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.
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.
Dependencies: Relationships between tasks, goals, or activities that determine their sequence or influence each other's outcomes.
Step 4: Set Goal Standards
Personnel>>Setup>>Organisation>>Structure>>Jobs [+]>>Job Goals [+]>>Goal Standards
Standards (varying levels of quality or attainment) for each goal need to be set up. These standards are used as a measure when appraising employees on the achievement of their goals.
Goal Standards: Enter descriptions for the five (5) default goal standards and their associated points, which are tied to the percentage of goal completion.
Points: Assign points based on a 1-5 rating scale (for example), ensuring consistency with the ratings used in the appraisal module. When awarding points to an employee, the manager uses the points to reflect the employee's level of achievement for each quarter, aligning with the progress made toward the goal. This process ensures that performance evaluations are consistent and accurately reflect the employee's progress.
Repeat the process to enter additional goals for jobs. When employees are placed in jobs, they will inherit all attributes of the job including the Goals.
Entering goals in the Goals module is the same except that more details are captured with respect to the goals.