SMART goal framework is designed for creating focus and realistic employee goals. The created SMART goals can be added to the performance appraisal plan and can be rated during the review process.
Here is how it works.
- HR Admin to manage goals in the library and publish goals to the entire organization.
- Manager to assign a goal to his direct report directly from the goals library or edit the goal when assigning it for their team members so as to personalize the goals plan specific to each team member for whom they are assigning the goal. In addition to this, Managers can also add their own goals during goal setting to their team members.
- Employee to add goals directly from the library for their own use.
The steps to create a new SMART Goal are as follows.
To create a SMART Goal
1. Navigate to Admin > HR Administration
2. Under Performance Module Setup, click Manage Goals
3. Click the Add button. This will create a new row under each column.
4. Fill the standard information that includes
- Goal Name - Give a unique name for a SMART Goal or a KPI goal. The goal name should be assigned based on individual employees job function
- Goal Description - Provide a short description of the goal that ensures the understanding of the goal objective and its outcome
- Grade Scale - Select 3, 4, or 5 point scale for assessing the individual employee goal
- Measure - Explain how the achieved target is measured
- Feedback Provider Group - Select the required review group for reviewing the individual employee goal progress. The review groups can be managed in the Growth Settings page.
- Units - The Units can be in number or percent of the target
- Goal Target Type - The goal types can be in number, text or date (e.g. you can set sales target by number, goal status updates by text, and timeline by date)
- Target - Managers can define the specific desired outcome upfront and employees can define or update the achievements while goal review is in progress
- Target Condition - The condition can be equal, greater than or equal, or lesser than or equal to the target defined
- Achieved Target - This is the target achieved or accomplished by the employee while the goal is in progress
- Start Date - Specify the calendar date at which the goal becomes effective
- Due Date - Specify the calendar date by which the goal should be achieved
- Completed Date - Specify the calendar date at which the goal is completed
- Achieved on Date - Specify the calendar date at which the mentioned target is achieved
- Goal Status - Initial status will always be Not Started and changes based on the process flow
5. If you have specified the target Measure for the employee to achieve, then you have to specify Goal Target Type, Target Value and Target Condition.
6. If the goal is qualitative, then there is no need to provide values for Goal Target Type, Target Value and Target Condition.
7. If the defined SMART goal is relevant to other related goals, select the section under which you want to align this goal.
8. On saving, the SMART goal details will be added to the Goals –Organization Library.
9. You can select the required employee goals from this Library when creating a feedback form/template or goal setting associating to an employee role.
PS: Synergita implementation for your Organization may vary from how the features are described here. The screenshots given here may also be different from what you see in your system. Please talk to the concerned person in the Organization for any specific queries.