Performance Management

Performance evaluations applied on Workcube proceed through two form structures. These are; Assessment and Evaluation Forms and Target Competency Evaluation Forms.

Assessment and Evaluation forms are forms that are carried out and improved by defining the forms with different sections and questions already prepared by the HR Unit to the system.

Target Competency forms, on the other hand, are the forms that contain the objectives assigned to the employees through the system and the questions about the previously defined competency titles in the position types of the employee. Target Competency forms are the forms created by taking the targets and competencies assigned to the relevant employee from the system when the employee is selected.

Warning: On the Form Generator (System>General Settings>Form Generator) page where form designs are made, the process according to which the relevant form will work should be selected. Standard Performance Evaluation process can be operated or companies can customize the processes.

Targets

Before the targets are assigned to the employees, it is necessary to define the category of all the targets that can be given to the employees in your company.

Relevant definitions are made under Parameters > Target Categories.

If you want the targets in the entered category to be valid in which company, branch office, department and sub-department, these data should be selected in the category definition. (These fields are optional. You can also enter a category independently of the company, branch office, etc.)

Target Assignment

After the target categories are defined, the employees should be assigned targets in these categories.

Data entry is made in the Performance Management > Targets field.

Enter the dates between which the target you will assign to the employee is valid. The category that is suitable for the target you have defined and given from the target categories is selected.

Then the Target is entered in detail.

The value you will enter as the target; can be an Increase Target, a Decrease Target, a Percent Increase Target, a Percent Decrease Target, or a Target Number.

The value you enter depends on the target type you choose.

If there is a budget allocated to achieve this target, information is given.

If more than one target is given to the employee, the sum of the weights of all the targets given should be 100.

Since the weight of the target given in the above example is specified as 80%, the total weight of the other targets to be given to this employee should not exceed 20%.

Date information should also be entered for the interim evaluations to be made with the employee within the realization date range of the relevant target.

Employees can view their targets in Self-Service Operations > Other Operations > Targets I Given.

Evaluation of targets can be done through Target Competency forms. If the given targets are numerical values and the data is kept in the system, a calculation can be made by the system, but these calculations are made with special developments since these fields will vary according to each sector and the operation of the companies.

Competencies

You need to define the competencies you want to evaluate in your company from the Competencies page under Role Planning.

While making the definition, it is selected which Organization units and which position types these competencies will be valid for.

After the definition is made, questions should be added for the assessment and evaluation of these competencies.

Sections are added first and options are selected via Add New Section on the Definition screen. How many sections will be added for the relevant definition, the total weight of these sections must be 100%.

Then, questions are entered into the added sections.

Target Competency Forms

After completing the questions entered on the targets and competencies you assigned to the employee through the system, a form is created based on the data you entered when you select the employee whose form you want to create via Performance > Performance Forms.

If there are any disciplinary penalties and/or rewards received by the employee in the relevant period for information purposes in the created form, it is displayed in the first part of the form.

Then the Targets and, as the last part, the questions entered in the selected competencies in the position type of the employee are seen in the form.

Parameters > Assessment Weights should be defined for the Target and Competency sections in the form.

After the form is created, it is sent to the evaluators through the standard process.