Expected Outcomes
Clearly define the expected work outcomes, such as a completed report or a service successfully handled. This ensures employees understand what needs to be achieved, rather than just focusing on the activities to be performed.
Employee Goal Management Application
Manage employee goals with clear outcomes, priorities, and deadlines in Sigma HRIS or Forte HRIS. Record revised agreements when work changes so employees and managers use the same goals to review progress.
Turn Work Instructions into Clear Goals
Directives such as "improving quality" or "speeding up work" require further clarification. Employees need to know the expected outcomes, completion timelines, and priorities. Managing work targets enables supervisors and teams to agree on concrete benchmarks before work begins, even when targets involve other teams.
Completion Timeline
Set deadlines appropriate to the scope of work. For long term tasks, establish checkpoints so that any obstacles can be addressed early on.
Responsibilities
Clarify the employee's responsibilities and the support required from others. Even with shared targets, a clear division of tasks is essential.
Changes in Priority
Document any approved changes to objectives, deadlines, or scope. Both employees and supervisors must work from the same, current reference point.
When Priorities Shift, Evaluation Criteria Must Also Be Updated
An urgent assignment during the period may require some original goals to be rescheduled. Record the agreed changes so final results are not assessed against an outdated plan. Explain what changed, why, and which revised goals now apply.
Define Objectives
Determine the outcomes, deadlines, and metrics for work completion.
Discuss Support Needs
Confirm the time, resources, and support required from other teams.
Confirm Changes
Update targets after receiving approval from the authorized party.
Work Targets Help Employees Understand Priorities
Work goals set out the expected result, deadline, and responsible person. Vague wording can leave managers and employees with different expectations. Describe an outcome that can be checked and explain how it supports the team. When several tasks have similar deadlines, agree on their priority as well.
Clear goals help employees decide what to work on first. A broad instruction such as improving service needs to become a result that can be checked within the employee's responsibilities. Managers and employees should also understand how individual goals support the team. During the demo, explain how goals are agreed and revised when work changes. With a shared understanding, reviews can focus on progress, obstacles, and priorities instead of repeatedly explaining the original objective.
Prepare examples of goals with different deadlines and expected results. Identify what will show completion and who can confirm it. Note any work that depends on another department so managers can understand potential delays. During the demo, discuss how these details help employees and managers communicate. Goal records should help the team act and check progress without adding unnecessary reporting work.
Adjust Targets When Work Conditions Change
A project may be waiting for data from another department. The manager and employee should discuss the effect on the deadline and what can still be completed. Use this example during the demo to review how changes and progress need to be recorded. Clear goals should support coordination while reflecting the actual conditions of the work.
Managers and employees should be able to explain a goal in the same way. If they cannot, revisit the wording or priorities. Use real tasks during the demo to check what information is needed, including deadlines, outcomes, and support from other teams. Understandable goals help employees focus on delivery and recognize when to ask for help or agree on a revised plan.
Sigma HRIS offers on premises and private cloud options, while Forte HRIS is cloud based. You can choose the option that best suits your company's needs and IT policies. Please bring sample criteria or review workflows to the demo so our team can discuss the most appropriate implementation. We assist with application preparation and setup, and provide ongoing support to users whenever questions or issues arise during the performance management process.
Choose Sigma HRIS or Forte HRIS to Match Your Business
Both products serve small businesses through large enterprises. Their main distinction is how you deploy and manage the system. We help you choose based on operational needs and IT policies.
Choose Sigma HRIS for on premises deployment on your own servers or in a private cloud. Our team helps configure the application around your HR processes and IT policies.
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Choose Forte HRIS for a cloud based application. We help select modules, prepare records and guide users according to your HR requirements.
Learn MoreSigma HRIS and Forte HRIS are continuously updated to reflect user needs, including ESS, mobile applications and AI powered capabilities. Explore them in a demonstration using examples from your business.
Compare the ProductsHRIS Implementation Guidance and Application Support
Sigma Solusi Informatika has developed HR and payroll systems for more than 10 years. Drawing on this experience, our team can map your business processes in just a few hours.
Data Preparation and Application Setup
Start with the records and workflows you already use. We help prepare and migrate data and configure the application to fit your processes from the outset.
Application Support After Implementation
Our support team and project manager remain available after launch. We answer questions and help resolve issues so HR can keep work moving.
Employee Goals FAQs
Must all targets be numerical?
No. Targets can also involve project completion, reports, or other work outcomes. The key is that the expected result and the measure of completion are agreed upon from the start.
What if a goal changes during the review period?
Record the reason for the change, the effective date, and the approving party. Use the agreed target when evaluating results.
What is the relationship between work targets and KPIs?
Targets define the expected outcome. KPIs provide a metric to assess achievement if the work uses performance indicators.
How do you handle targets that depend on other teams?
Document tasks awaiting results from other teams, the person handling them, and the required timeframe. If delays occur, the supervisor can assist with coordination before modifying the target.
Who agrees on employee work targets?
Both the employee and the supervisor need to understand the objectives and their metrics. Approval follows the authority structure established by the company.
Why do long term targets require checkpoints?
Periodic reviews help the team track progress and identify obstacles before the deadline. Supervisors still have the opportunity to provide support or agree upon necessary adjustments.
Discuss Your Employee Goal Management Needs
Tell us which tasks you want to simplify and the challenges your team faces. We are ready to demonstrate how the application works, assist with setup, and provide guidance on its use.