Goal based Performance
Each employee is assigned, at the beginning of the year, certain goals (or tasks or targets) to be achieved in different periods of time (weekly / monthly/ quarterly/ half yearly/ annual).
Some of these goals may have originated from the company objectives, some could be assigned as KRAs by the Manager (which are based on the improvement plans for the department) and the others could be a part of the Job deliverables (KRAs) extracted from the Job Description (JD) of the employee. Each Goal is associated with a measure (example: 25% of the pending payments to be collected every quarter by each Sales Executive). An employee may have 8 to 10 SMART goals to be accomplished during the year & each goal carries a weight assigned to it by the Manager.
The Manager should be in a position to view the JDs of all his subordinates while assigning weights to different goals. Some of these goals need to be tracked for their timely completion. A good EPM system must cater for all these tasks.
'EmpXtrack' provides the facility to automatically transfer 'Employee's Goal Sheet' to the 'Appraisal Form' with full details of the employee's achievements against each Goal entered from time to time over the Appraisal period. The system automatically evaluates employee's performance based on the Manager's rating for each goal. Thus it is not an end of the year assessment, but a continuous track of performance against each goal as reported by the employee. The manager can view employee's Job Description at any time.
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