Performance Methods
What are Performance Methods?
Performance methods are utilized to assess employee performance, the evaluations of which contribute to the determination of how well employees perform. Enable the methods based on your organization's employee evaluation principles.
What are the various performance methods and how to enable them?
To enable performance methods, navigate to Settings > Performance > Configuration > Performance Methods. Use the switches to enable the applicable methods.
Goals are defined objectives aimed at achieving desired outcomes. They provide performance targets and are crucial for gauging employee dedication. An effective goal should adhere to the SMART criteria: Specific, Measurable, Achievable, Realistic, and Time-bound. These goals can also be associated with the positions created in Timesheet.
KRA (Key Result Area) encompasses the essential tasks required to fulfill job responsibilities and meet organizational objectives. It's vital that KRAs are clearly defined, specific, and measurable, outlining ongoing responsibilities and the purpose and benefits of fulfilling them. Goals can also be aligned with KRAs and assessed accordingly.
Goals and KRA can be used individually, simultaneously, or in a linked manner.
Feedback enables employees to give and receive feedback through various methods, including peer-to-peer, reporting, and 360-degree feedback.
Skill Set refers to specific proficiencies necessary for job execution. Examples include accounting and programming languages. Skill Sets can be categorized into different domains and subsequently linked to employees to assess their performance.
Competency represents a blend of knowledge, skills, abilities, and personal attributes contributing to improved employee performance. Examples include analytical prowess, networking abilities, communication skills, and people management capabilities.
Summary serves as a questionnaire guiding both new and existing managers to gain a comprehensive understanding of their team members' performance.
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