Managing goal settings

Keka HR's Performance Module allows you to configure goal settings in your organization. Different organizations use different terminologies for their goals, control it's visibility and also manage how different sub-goals influence the progress of a goal. 

Let us take a look at how you can manage these important settings related to the goals in your organization's Keka HR portal. 

TABLE OF CONTENTS

• Accessing the Goals settings
• Goal Terminology Customization
• Goal Types and Visibility
• Managing advanced goal settings
• Time Frames
• Approval Settings

Accessing the Goals settings

To view the Goals Summary, go to the Performance(1), then click on Goals(2)  and then click on the Settings(3) section.

Goal Terminology Customization

The Settings Tab allows organizations to edit the terminology used for goals, ensuring consistency with internal vocabularies. Whether you refer to them as "Goals and Sub-goals" or another term that aligns with your company's language, this flexibility ensures all employees are on the same page.

Select the Edit option in the Goal Terminology section of Keka HR's Performance Module to customize your goal terminology to match your company's terminologies. 

In the Goal Terminology settings within Keka HR's Performance Module, you have the flexibility to customize the terminology of your goals and sub-goals to fit your organization's unique language and culture. You can choose from preset options such as Goals, Objectives, KRAs, KPIs, and Key-results or you can define your own custom labels. Whatever terms you decide upon will be reflected throughout the goals tab, creating a tailored experience that aligns with your company's specific goal-setting framework.

Goal Types and Visibility:

Organizations can categorize goals into three main types: Individual Goals, Department Goals, and Company Goals. Each category has visibility options to ensure the right people have access to the right goals. For instance, while Company Goals might be visible to everyone, Individual Goals may be reserved for department heads, managers and individuals themselves.

In the Goal types and visibility settings within the Keka HR platform, administrators have the flexibility to tailor the visibility of goals and manage permissions for who can create and manage them. Upon clicking the edit option, you encounter a window that allows you to:

1. Set Visibility for Goal Types: You can define visibility settings for individual, department, and company goals, choosing whether they are visible to everyone or to a more restricted audience. You can do this by clicking on the check mark(1) option. You also have the option to enable or disable the goal which you can do by clicking on the toggle switch(2).

2. Manage Creation and Oversight: Determine who has the authority to create and manage these goals. Options include various managerial roles such as Dotted Line Manager, Department Head, Business Unit Head, and Self, enabling you to align goal management responsibilities with your organizational structure. You can also click (3) to add any employee from the organization. 

This customization ensures that goal setting and progress tracking are both transparent and in line with the company’s operational hierarchy, thereby enabling a goal-oriented culture in the organization.

Managing advanced goal settings

In Keka HR's Advanced Goal Settings, administrators can configure and fine-tune the goal-setting process to better align with the organization's objectives and strategy. To edit the advanced goal settings, click on the Edit icon.

You can configure the following option via this :

• Enable Alignment(1): This option allows goals to be aligned with overarching objectives, fostering coherence in goal attainment across the organization. When enabled, you can specify if child goals should contribute to their parent goals' progress, ensuring a collaborative effort towards shared objectives.
  
  
• Progress Update Settings(2): Here, you can choose to override the progress update at the goal level when there are sub-goals, giving more control over the reporting of progress. This is particularly useful when sub-goals need to be adjusted independently of the main goal.
  
  
• User Defined Weights(3): This feature permits the assignment of different weights to goals and sub-goals, allowing for a more nuanced assessment of progress based on the importance of each goal.
  
  
• Minimum and Maximum Goals(4): Set the minimum and maximum number of goals that employees should have within a given timeframe, ensuring that everyone has a clear set of objectives without being overwhelmed.
  
  

Time Frames

 In Keka HR's goal settings, the 'Time Frames' section is crucial for structuring the timeline for goal setting and assessment.

It allows organizations to:

1. Define the start of the goal year, typically from January, aligning with the fiscal or calendar year.
2. Establish goal cycles, such as Quarterly or Yearly, to organize and monitor progress in manageable intervals.
3. Opt for automatic closing of timeframes to ensure goals are assessed at the right time without manual intervention.

Approval Settings

The Approval Settings section within Keka HR's goal settings is a critical feature that ensures goals are reviewed and sanctioned by the appropriate authority levels within an organization. It allows for:

1. Mandatory approval processes for individual and departmental goals, establishing a structured workflow and accountability.
2. A multi-level approval chain that can be customized to include various roles such as Reporting Managers and L2 Managers, reflecting the company's hierarchy.
3. Options for auto-approval to streamline the process if specific criteria are met or if an approver is unavailable, ensuring goal-setting activities continue without delay.

This framework reinforces a systematic and controlled approach to goal management, aligning individual objectives with organizational strategies.

Goal settings play a crucial role in allowing organizations to customize how goals are set and tracked across the organization. By allowing companies to tailor the module to their unique needs, Keka ensures that the goal management process is both strategic and aligned with the organization's vision, fostering a culture of continuous improvement and achievement.