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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