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

Measurement Evaluation forms are forms that are developed and developed by defining the forms with different sections and questions already prepared by the HR Unit into the system.

Target Competency forms are forms that contain questions about the targets assigned to employees through the system and predefined competency headings in the employee's position types. Target Competency forms are forms created by pulling the targets and competencies assigned to the relevant employee from the system when the employee is selected.

Attention: The process according to which the relevant form will work must be selected on the Form Generator (System>General Settings>Form Generator) page where the form designs are made. While the standard Performance Evaluation process can be operated, companies can customize the processes.

Goals

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

Relevant definitions under HR > Performance > Target Categories.

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

Goal Assignment

After the goal categories are defined, employees should be assigned goals in these categories.

Data entry from the HR > Performance > Goals field.

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

Then the target is entered in detail.

The value you will enter as the target; It can be Increase Target, Decrease Target, Percentage Increase Target, Percentage Decrease Target or Targeted Number.

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

Information is given if there is a budget allocated to achieve this target.

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

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

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

Employee targets are set in the Self - Service Transactions > HR Transactions > Goals I Provide field.

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

Competencies

You must define the competencies you want to evaluate in your company on the "Competencies" page under Role Planning.

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

After the definition is made, questions for measurement and evaluation of these competencies are selected.

First, sections are added and options are selected via Add New Section on the definition screen. Section weights are given. Depending on how many sections will be added for the relevant definition, the total weight of these sections must be 100%.

Then questions are entered in the added sections.

Target Competency Forms

After the questions entered regarding the targets and competencies you have assigned to the employee through the system are completed, the form you entered when you select the employee for whom you want to create the form via HR > Performance > Target Competency Evaluation Records. A form is created based on the data.

In the created form, for informational purposes, any disciplinary punishment and/or reward received by the employee in the relevant period is displayed in the first section of the form.

Then, the Targets and in the last section, the questions entered on the competencies selected for the employee's position type are displayed in the form.

For the Target and Competency sections in the form, HR > Performance > Evaluation Weights must be defined.

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

Target Competency Evaluation Records Job Functions and Implementation Steps

Bu ekranı %100 kullanmak için aşağıdaki implementasyon adımlarının tanımlanması ve set edilmesi gereklidir.

Assessment Weights / hr.emp_perf_definition Param Wiki

Çalışana ait performans değerlendirmeleri için bireysel ve şirket olarak değerlendirme kriterleri rakam olarak girilir.

Evaluation Form Types / settings.form_add_test_time_type Param Wiki

Form Generator ile yapılan değerlendirmeler için sınıflandırmak adına kullanılacak tiplerin girişleri yapılır.

Process Design,HR- Target Competency Evaluation Form / process.list_process Process Stage Wiki

İş süreçlerinin tasarım ve akışlarını oluşturur.

Performance Results,Output Templates / settings.form_add_print_files Output Template Wiki

Kaydedilen belgelerin çıktılarının alınması için kullanılır. Standart şablonlar seçilebilir ya da özel şablonlar eklenebilir, ayrıca şablonlar yetkiye bağlanabilir.

Total 4 Register

XML Settings

XML Settings define page-specific operating rules. It is set in the XML section under Page Settings on each page.

x_target_perf_rate Bireysel hedef değerlendirme oranı?

%0 = 0 %10 = 10 %20 = 20 %30 = 30 %40 = 40 %50 = 50 %60 = 60 %70 = 70 %80 = 80 %90 = 90 %100 = 100

Seçim

x_competencies_rate Yetkinlik değerlendirme oranı?

%0 = 0 %10 = 10 %20 = 20 %30 = 30 %40 = 40 %50 = 50 %60 = 60 %70 = 70 %80 = 80 %90 = 90 %100 = 100

Seçim

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Feedback

hiç faydalı değil

Gülnur CANDEGIR - 17/08/2021

Yeterlilikler sayfasında tanımlanan yeterlilikler hedef yetkinlik değerlendirme formuna gelmiyor. Yetkinlikler diye ayrı bir yer var oradaki tanımlar geliyor. Fakat yetkinlikler ise yeterliliklerde olduğu gibi pozisyon tipine göre atama yapılamıyor. Performans değerlendirme yapacak grupların yetki tanımları nasıl olacak? Yetki verilen herkes tüm değerlendirmeleri mi görecek? vb konuları da bu konu ile ilişkili anlatmak lazım.

cihat büke - 18/12/2025

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About Workcube Objects

Target Competency Evaluation Records

After the targets and competencies given to the employees are completed, the form is assigned to the relevant employee through the Target Competency Evaluation Records and is filled out.

Type: WBO Version: Catalyst v3 Licence: Standard Author: Workcube Core