Exploring the Performance and Goal Management Modules and Tools


After completing this lesson, you will be able to Identify the benefits and tools associated with SAP SuccessFactors Performance and Goals modules.

SAP SuccessFactors Performance and Goals

SAP SuccessFactors Performance and Goals is a bundle of applications, part of the SAP SuccessFactors HCM integrated suite of solution. The applications are used to develop and manage an organization’s employees through the automation of talent management processes.

With SAP SuccessFactors Performance and Goals, an organization can increase efficiencies and continuously manage the performance of employees.

Benefits of SAP SuccessFactors Performance and Goals

With SAP SuccessFactors Performance and Goals, companies can do the following:

  • Ensure Alignment. Help employees and managers align individual goals to the company’s business objectives.

  • Engage Employees. Deliver meaningful reviews to help ensure employee engagement and retention.

  • Calibrate Performance, by reviewing ratings across the company.

  • Develop Employees, and help managers provide meaningful feedback and coaching.

  • Identify Leaders. Identify not just high performers, but potential future leaders.

  • Optimize Workforce. A company’s most valuable asset: its people.

SAP SuccessFactors Performance and Goals Applications

Most industry analysts refer to performance solutions as being the "backbone" or "lynchpin" to the talent management suite. This makes sense given the following:

  • Performance assessments are key to making critical succession and development decisions.
  • Performance evaluations and goal completion drive salary increases and bonuses, supporting a pay for performance model.
  • Actionable plans can be created, supported by learning activities to address competency gaps and career goals.
  • Performance assessments use competencies to evaluate the employee and the results drive targeted learning and development.

The Purpose of SAP SuccessFactors Performance and Goals Applications

SAP SuccessFactors Performance and Goals can help align strategy and goals, capture more balanced and accurate performance assessments, improve employee performance through ongoing coaching and feedback, and recognize top talent.  

Let’s learn about the modules that make up this solution

The Purpose of Goal Management

SAP SuccessFactors Goal Management helps ensure that all employees are working efficiently and effectively. This helps the company to bridge the gap between strategy and execution and stay on the path to success.

Goal Management drives the success of companies by helping them streamline employee efforts while also improving accountability. Organizations can cover more ground with everyone working together toward the same goals and this really impacts the bottom line.

Goal Management comes with a goal library of more than 500 SMART (Specific, Measurable, Attainable, Realistic, and Time-Sensitive) goals and provides instant recommendations. Additionally, customers can create and upload their own custom goal libraries.


The terms Objective and Goal are used interchangeably in SAP SuccessFactors. During implementation, the customer decides which term to use. The term can be changed by navigating to ProvisioningCompany Settings and choosing the option Change Goal into and then choosing Goal or Objective from the dropdown menu.

Who Can Edit Goals?

Based on the configuration, executives and managers can create goals and then cascade or align these goals to their direct reports. Employees can customize the fields that display on their own goal plan, select from a variety of options to add goals, and view manager or direct report goals within their line of sight.


This course is based on the Latest version of Goal Management.

As of 1H 2024 Release, those customers still on Legacy Goal Management that have not upgraded yet, are still able to use this version since the opt-out enhancement from Upgrade Center has not been pushed to Production and has only affected Preview environments (more details available in the What's New Viewer). See Deprecation of Legacy Goal Management.

Deprecation of Legacy Goal Management | SAP Help Portal

Still, a Universal push of Latest Goal management is planned around March 31st, 2025 (dates subject to change). There are some exceptions to this timeline for customers that meet certain requirements. More information is available here: Goal Management Opt-Out in 1H 2024 & Universal Planned around March 31st 2025

The Purpose of Performance Management

Performance Management enables the customer to measure individual employee contributions across their organization accurately and objectively. This helps the customer make decisions as to which employees to promote, reward, or select for targeted development. Performance Management transforms the employee review process.

Managers and employees use the performance review form to evaluate the employee’s effectiveness in achieving goals, core values, and job specific competencies. You can configure the form to automatically display goals from a goal plan. The customer can choose whether or not to link the form to a plan.

Performance Management Forms

The current Performance Form version is PMv12 Acceleration.


Managers can ask employees for feedback regarding other team members anytime during the review cycle and stack rank their team to receive valuable insights to support their evaluation.

Managers can rate and provide comments in accordance with the employee's self rating. Attachments and notes can be added to the performance form. These tools optimize the manager's user experience.

The Purpose of Continuous Performance Management

Continuous Performance Management (CPM) helps improve employee engagement and overall workforce performance by providing more continuous dialogue between managers and employees. With this continuous approach, managers have increased visibility into employee activities and achievements, enabling them to provide guidance when it’s relevant. Employees request feedback or receive feedback from anyone in their target population.

Organizations must adapt and respond to changing conditions, increasing the need to go beyond the traditional manager-employee relationship. Organizations need a platform for structuring these multiple roles to allow for on-going conversations while managing and tracking performance.

CPM enables employees within the organization to:

  • Track and manage performance efforts
  • Create activities toward performance and development goals
  • Track achievements
  • Encourage and support ongoing 1:1 conversations

The Purpose of 360 Reviews

The in depth 360 Reviews are primarily used for employee development, providing a holistic view of the employee’s performance. It is recommended that this type of review be performed every 2 or 3 years.

A manager’s review doesn’t always capture the full breadth of an employee’s capabilities and contributions. 360 Reviews enhance a better understanding of employee performance and identifies individual strengths and weaknesses. Additionally, it can enable anonymous candid feedback.

The Purpose of Calibration

To avoid bias, Calibration allows an organization to come together to discuss employees' performance ratings to ensure objective and fair assessments are made based on performance. This ensures managers share an understanding of competencies and expectations of employee behavior. Calibration standardizes the approach to performance management.

Log in to track your progress & complete quizzes