Performance appraisal goals in an HRIS (Human Resource Information System) are typically used to track and evaluate employee performance over time. These goals can be set as part of a broader performance management system and are often tied to key business objectives, employee development, or organizational growth.
Key Features:
- Skill Development Goals
- Improve specific technical or soft skills (e.g., leadership, communication, problem-solving).
- Achieve certification or complete training programs.
- Productivity and Efficiency Goals
- Meet specific output targets (e.g., sales numbers, project completion rates).
- Reduce error rates or improve task completion times.
- Behavioral Goals
- Foster better collaboration or teamwork.
- Demonstrate improved time management or organizational skills.
- Customer Satisfaction and Quality
- Achieve a specific customer satisfaction score.
- Deliver high-quality work with minimal revisions.
- Leadership and Initiative
- Take on leadership roles or mentor junior employees.
- Lead a specific project or initiative to successful completion.
- Innovation and Problem-Solving
- Develop and implement a new process or strategy that improves efficiency.
- Identify and resolve recurring problems or challenges within a team or department.
- Development of Key Relationships
- Strengthen relationships with key stakeholders or clients.
- Improve internal communication with peers and managers.
- Goal Alignment with Organizational Objectives
- Align individual goals with company-wide business goals.
- Contribute to specific departmental goals or overall company strategy.
Summary:
HRIS systems help managers track the progress of these goals over time, provide feedback, and adjust performance plans as necessary to ensure continuous growth and alignment with business objectives.