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Performance Management System

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Horilla edited this page May 24, 2023 · 2 revisions

Performance Management System

A performance management system with OKR (Objectives and Key Results) and 360-degree feedback is a comprehensive approach to managing and evaluating employee performance.

1. OKR (Objectives and Key Results)

OKRs are used to set specific, measurable goals for employees that align with the organization's overall objectives. This helps to ensure that employees are working towards meaningful goals that contribute to the success of the organization.

  • Self objectives

    • The "Self Objective" tab is a section in a performance management system where individual employees can  track, and measure their own objectives or goals. This tab

  • All objectives

    • The "All Objective" is  a section in a performance management system that managers can use to track, measure, and assess the performance of employees in the organization.
 

There are search and filters are available in this view

 

How to create an Okr (objectives and key result)?

Fill the nessesary details and save the objective, and we can create an objective based on three objective types  Individual , Job position Department
  • Key result type - measuring unit of key result
  • Current value   - current value of the key result 
  • Target value     - the target value is the specific, measurable result that you aim to achieve for a given key result. 
 

                                                                                                                                                                                                                     

It is a detailed view of the Okr (objectives and key result) we created , view functionalities are listed below 

  • Add new key result 
  • Update the objective 
  • Update the key result 
  • Add comments 
  1. Objective Update Button: Allows users to update the text of the objective as their priorities or goals change. This ensures that the objective remains relevant and aligned with the user's current needs.
  2. Key Result Update Button: Allows users to make updates to the key result description as needed. This can help clarify the desired outcome or adjust the focus of the key result as progress is made.
  3. Key Result Add Button: Enables users to add a new key result to the objective. This is useful when the user wants to achieve multiple outcomes related to the same objective.
  4. Objective Description: Provides a clear and concise explanation of what the objective is and why it is important. This helps users understand the context and purpose of the objective.
  5. Key Result Description: Describes the specific outcome that the user is aiming to achieve with the key result. This provides a clear target for the user to work towards.
      6.Current value : Shows the current status of the key result and any relevant metrics or data. This enables users to track progress towards           their goal and make adjustments as needed.

 

                                                                                                                                                                                       

In OKR (Objectives and Key Results) methodology, an activity log is a record of the comments, updates, and changes made to the key results over a period of time. The activity log provides a detailed history of the progress of the key results and helps team members stay informed about what has been accomplished and what still needs to be done.

 The activity log is typically updated regularly by the team members who are responsible for the key results. They may record updates on a weekly or monthly basis, depending on the cadence of the OKR process. The updates may include comments on progress made towards the key results, any obstacles or challenges encountered, and any changes made to the key results themselves.

2. 360° Feedback

        360-degree feedback involves collecting feedback from a variety of sources, including managers, peers, and direct reports. This provides a more complete picture of     an employee's performance, as well as their strengths and areas for improvement.

 

  • Question template  - choose the question template for the feedback 
  • Key result - we can also include the key result of the employee , Manager  can rate the key result 
 
  • The self-feedback
    • This tab shows the feedback provided by the individual who is receiving the feedback.
  • The requested feedback
    • This tab shows feedback that has been requested by the individual from their colleagues, peers, or superiors.
  •  All feedback
    • The all feedback tab shows all of the feedback that has been collected, including self-feedback and requested feedback from others.
 

This feedback list having filters and search features and also following functionalities

  • Answer button: Used to respond to the feedback received .                                    
  • Answer view button: Used to view any responses that have been provided in response to the feedback.
  • Archive button: Used to move feedback that is no longer relevant or needed to an archive or storage area.
  • Delete button: Used to permanently remove feedback from the system. Be careful when using this button, as feedback may contain valuable information that could be useful in the future.
 

                                                                                                                                                                                                                   

The detailed view of this feature shows how many people have responded to the feedback request, and includes a button to view individual responses. Additionally, there is a dropdown menu that lets you change the status of the feedback.              

 

                                    

3. Period 

                                                                                         In summary, this view provides a centralized way to manage and track periods of time, which can be used to automate certain HR and performance management tasks. By setting the start and end dates for each period, you can ensure that feedback and OKRs are aligned with your organization's goals and objectives. The update and delete buttons make it easy to make changes to existing periods or remove them as needed. Overall, this view can help streamline your HR and performance management processes by providing a clear framework for setting and managing time periods.

4. Question template 

                                                                                                                                                                                                    Here you have the ability to create your own question template and add questions based on your specific needs or requirements. A question template provides a structure or framework for asking questions in a particular context, such as during a feedback. By creating your own template, you can tailor the questions to suit your specific goals.

 

                                                                                                                                                                                                                                           

  1. Likert Scale Questions: These are questions that ask respondents to rate their level of agreement or disagreement with a statement on a scale of 1 to 5 or 1 to 7. Example: "To what extent do you agree with the following statement: 'This person effectively communicates with their team?'" 
  2. Multiple Choice Questions: These are questions that provide a list of options for respondents to choose from. Example: "What area(s) of the person's performance do you think they need to work on the most? Select all that apply." 
  3. Text Questions: These are open-ended questions that allow respondents to provide written feedback. Example: "What specific actions or behaviors could this person change or improve to be more effective in their role?" 
  4. Boolean Questions: These are questions that can be answered with a simple "yes" or "no" response. Example: "Did the person demonstrate strong leadership skills during the review period?" By including these types of questions in your 360 feedback template, you can gather a range of feedback from different perspectives and get a more comprehensive view of the person's performance.
  5. 5-star rating scale : To rate the person's performance in specific areas, such as communication, leadership, and teamwork. For example, "How would you rate this person's communication skills during the review period?" with response options ranging from 1 star (needs improvement) to 5 stars (outstanding).

Feedback Answer 

        The feedback question answer view is a key component of the 360 feedback process. This view provides an intuitive and user-friendly interface for respondents to answer a series of questions related to the individual being evaluated. Each question is accompanied by a rating scale, typically ranging from 1-5 or 1-10, that allows the respondent to rate the individual's performance in various areas. Once the respondent has answered all of the questions, they are presented with an answer view that summarizes their responses. This view provides a comprehensive overview of the individual's strengths and weaknesses, as perceived by the respondent. In addition to the overall ratings, the answer view may also include detailed feedback comments provided by the respondent. Overall, the feedback question answer view is an essential tool for gathering meaningful and actionable feedback. By providing a clear and concise summary of respondent ratings and feedback, it enables the individual being evaluated to gain valuable insights into their performance and make targeted improvements.

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