Exploring the Performance and Goal Management Modules and Tools

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.

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.

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. 

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.

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 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.

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.