1. Using Goal Management
  2. How Goal Management Works with Profiles

How Goal Management Works with Profiles

Using Profile Management, you can configure and maintain employee skills and competencies. You can configure this content to support requirements for goal target outcomes. These target outcomes enable employees to enhance or improve their skill sets.

After an employee completes a performance goal, the employee's person profile is updated to include the content item that the target outcome addresses.

This image shows how Goal Management works with Profile Management. As you can see in the image, some competencies are defined in the content library of Profile Management. These are available for you to add as target outcomes of performance goals for an employee. In the image, the Adapting to Change target outcome is added to James Ng's Increase Team Efficiency by 20 percent performance goal. When James Ng completes this goal, the ratings assigned for the Adapting to Change target outcome is updated in James Ng's Talent profile.

The content library has content templates, sections and item catalogs. A content template is defined for competencies. The leadership competencies include interpersonal skills, decision making skills, and adapting to change content items. The adapting to change content item is added as a target outcome to James Ng's goal and a rating is given. This rating is later added to James Ng's profile after he completes the goal.

What You Need to Do to Add Target Outcomes

Here are the prerequisites for adding target outcomes to a goal:

  • Relevant content sections must be configured in Profile Management where administrators can define goal target outcomes using the GOAL subscriber code. This establishes a relationship between the goal target outcomes and the content maintained on the talent profile.

  • The HRG_ENABLE_OUTCOMES profile option must be enabled.

Which Content Templates You Can Use for Target Outcomes of Performance Goals

While configuring sections for target outcomes of performance goals, you can use only these content templates:

  • Certifications

  • Competencies

  • Education

  • Honors

  • Languages

  • Memberships

  • Special Projects

  • Skills

Remember that you can't use these content templates:

  • Accomplishments

  • Area of Study

  • Career Preferences

  • Career Statement

  • Education Level

  • Highest Education Level

  • Technical Post Details

  • Work History

  • Work Preferences

When You Can Add Target Outcomes to Performance Goals

Irrespective of the configured profile content section access, you can add target outcomes to performance goals and edit and save the goals. You can add target outcomes to performance goals when performing any of these actions:

  • Add goals to the goal library.

  • Add goals to a goal plan when creating or populating the plan.

  • Mass assign goals.

  • Administer goals.

How Employee Profiles Are Updated

When a performance goal that has target outcomes is completed, the employee's talent profile is updated to include the target outcomes.

Administrators can include ratings for target outcomes. For example, the completion of a goal like certification can include a rating for competency such as junior associate, associate, professional, specialist, and expert. This allows the employee or the manager to evaluate the employee's performance.

  • When performance goals approvals are enabled, the manager can set the rating of a target outcome. They need to do this before target outcome is added to the employee's talent profile.

  • When performance goals approvals are bypassed, the employee can set the rating that's added to the talent profile.

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