How to set up Goals/Objectives – OrangeHRM

Goals can be created by all employees in the company. Goals are targets that have been created to help the company identify the direction it should take and identify the key actions necessary to grow and achieve its objectives. They can be used to foster teamwork and help the business define what it wants to accomplish. They can be either individual or business goals. Supervisors can create goals for their subordinates. The employees can create goals for themselves.

To Add a Goal, Select Performance > Goals > Goals List

The following goal statuses are listed on the left-hand side of the Goal List:

Goal Status	Description
All	All the goals are listed irrespective of the status of the goal.
Pending	Only the goals with a completion rate of 0% are listed here.
In Progress	Only the goals with a completion rate of more than 0% but less than 100% are listed here.
Achieved	Only the goals with a completion rate of 100% are listed here.
Not Achieved	Any goal marked as "Not Achieved" is listed here
On Hold	Any goal marked as "On Hold" is listed here

Configure columns

By default in the goals list, it displays the goal name, level of the goal, name of the goal owner, goal due date, the status of the goal and the priority of the goal.

It is possible to configure up to 9 columns to appear including the Employee id, job title, location, or subunit of the goal owner. For example, if you wish to retrieve a specific set of goals that you have created for a department, you can simply extract that required information by specifying the relevant criteria.

Step 1: Click the configure icon, select the preferred columns and click 'Save'

Step 2: Click the down arrow icon incorporated with the goal to change the progress of the goal.

Step 3: Click "+" or "-" icon to increase or decrease the progression of the goal as applicable.

Goal and OKRs accomplishments can now be progressed beyond 100% to recognize and highlight those employees who have exceeded expectations. The supervisors and managers may now immediately see which of their subordinates'/employees have exceeded the targets or OKRs that were set for them.

Step 4: Click the "i" icon to see the goal description.

Step 5:To update the goal's status, click the down arrow next to the goal's status and set accordingly.

Filter goals

Step 6 - You can define the search criteria based on the following fields in the goal search screen:

Filter	Description
Goal Level	The following options are available in this field: Individual Organizational
Goal Owner	Lists the employees who are accessible to the user
Job Title	Search based on the Job Title
Location	Search based on the Location name
Subunit	Search based on the subunit
Employment Status	Search based on the employment status
Supervisors	Filter employee goals according to selected supervisors
Include	Include goal information for current, current and past or past employee's only
Goal	The system will return goals where goal names contain text matching the entered text anywhere in the goal name or goal description.
Due Date From	Search based on the date that has been set as the goal start date.
Due Date To	Search based on the date that has been set as the goal completion date.
Priority	Search based on the priority
Show Achieved Goals	This will return achieved goals that are not shown in the default view.
Show Development Goals	This will return development goals that are not shown in the default view. When retrieving development goals in the goals section, the development goals which are in the status of “Initiated” and “In Progress” are shown in this section. The Development goals from IDPs which are in "Not Initiated" and “Closed” status are not shown in this section.
Make Filter Default	By enabling this option, the users applied filter will be preserved

Assign Goals

Step 7 - To create goals, click the "Create goals" button.

Step 8 – Complete the following fields in the form and Click 'Save'.

Field	Description
Level	· Organizational – Select this option if the Goal should be assigned to one employee only. · Individual – Select this option to assign the Goal to multiple employees.
Goal Name	Name of the Goal.
Parent Goal	Select the parent Goal of the new Goal being created. (Optional)
Description	Description of the Goal.
Due Date	Due date for the Goal.
Completion	Percentage of Completion.
Add to Library	Add the Goal to the Library to re-use again.
Assigned to	The employee that the Goal is to be assigned to.
Evaluator Groups	Select Evaluators for the Goal.
Priority	Define the goal priority based on the following priority statuses: Low, Medium, High, and Critical
Read Only (for Assignee)	The assigned Employee cannot edit the goal if selected. (Applicable only for Individual Goal Type)
Single Assign / Bulk Assign	Assign the Goal to multiple employees. Select the group of employees the goal should be assigned to based on the Job Titles, Location, or Sub Unit. (Applicable only for Individual Goal Type)

Step 9– To add sub-goals to the parent goal, click "Add Sub Goals."

Step 10– Include the details for the sub-goals.

Step 11 - After adding the sub-goals to the parent goal, click save.

Perform Actions Over Goals

Once an employee has submitted a goal, admin/supervisors can perform an action on these goals. Upon approving or rejecting a goal, a confirmation pop-up window displays allowing the user to add a comment before performing any action on the goals.

Step 13- Click the unapproved goals section

Step 14 - Select the goal to approve or reject

Step 15 -To see the detailed view of the goal, click "More Details."

Step 16 - If additional details about the goal need to be added or updated, use the comment icon to do so:

Step 17 - Select the goal to approve or reject

Note - HR Admin can define the actions to be performed on the goals that employees have created. So, if an employee creates a goal, it can be either approved or rejected by the supervisor. When performing an action over goals, if the user needs to get notified of the actions taken, we can enable the goal workflow in the system. Please contact OrangeHRM gold support through goldsupport@orangehrm.com for further information.

How to set up Objectives

OKR stands for Objectives and Key Results. The Objective is qualitative, and the Key Results (most often three) are quantitative. The goal of OKR's is to define how to achieve objectives through concrete, specific and measurable actions. OKR's consists of two key components, the Objective and the Key Results. Objectives are memorable, qualitative descriptions of what you want to achieve. Objectives should be short, inspirational and engaging. An Objective should motivate and challenge the team to achieve results.

Key Results are a set of metrics that measure your progress towards the Objective. For each Objective, you should have a set of 2 to 5 Key Results. All Key Results have to be quantitative and measurable.

Advantages of using OKR's

There are so many advantages to using Objectives and Key Results (OKR). Some are listed down here. For team members and employees, some of the benefits include:

Achieving more with less effort;
Being listened to by your leader;
Receiving praise and positive feedback from your co-workers;
Having a lightweight task manager to track significant goals and weekly objectives.

For leaders and managers, the benefits are:

Quickly knowing what's happening within a team;
Increasing productivity;
Allowing for better, more informed decision-making;
Guiding your people and sharing feedback;
Measuring work satisfaction;

Example of an OKR

Objective: Delight our customers

Key Results:

Reduce revenue churn (cancellation) from X% to Y%
Increase Net Promoter Score from X to Y
Improve average weekly visits per active user from X to Y
Increase non-paid (organic) traffic from X to Y
Improve engagement (users that complete a full profile) from X to Y.

It is possible to create OKR's by navigating to Performance -> Goals -> Goal List -> Add Objective with Key Results(OKR).

Step 1 - First create an objective and add key results. When clicking the "Add Objective" option, it will direct you to the following screen where you can enter details about the objective. It is compulsory to assign this objective to an employee with a specific due date.

Field	Description
Level	· Organizational – Select this option if the Objective should be assigned to the head of the unit stating the Organisation's goal for the current year. · Individual – Select this option to assign the Goal to individual employees.
Objective Name	Name of the Objective.
Description	Description of the Objective.
Due Date	Due date of the Objective.
Completion	Percentage of Completion.
Add to Library	Add the Objective to the Library to re-use again.
Assign to	The employee that the Objective is being assigned to.
Evaluator Groups	Select Evaluators for the Objective.
Read Only for Assignee	The assigned Employee cannot edit the objective if selected. (Applicable only for Individual Objective Type)
Bulk Assign	Assign the Objective to multiple employees. Select the group of employees the Objective should be assigned to based on their Job Titles, Location, or Sub Unit. (Applicable only for Individual Objective Type)
Priority	Define the Objective priority based on the following priority statuses: Low, Medium, High, and Critical

Step 2- Once you save the Objective, it enables you to add Key Results for the created Objective. A Key Result is also a goal that retains the behavior of goals except:

It can have a metric (optional)
It has a parent (mandatory, and cannot be changed)
It cannot have sub-goals

Step 3 - By clicking on add key results, the following screen will be displayed to define the parameters of the key result. When the "Use Metric" option is ticked, the following fields are enabled:

Format - Select the number format to be shown
Unit of Measurement - Enter the units
Start Value - Enter the start value
Target Value - Enter the target value
Current Value - Enter the current value

Based on the values provided, the progress completion percentage is calculated using the following formula:

Progress % = [(Current value - Starting value) /(Target value - Starting value)] x 100

Step 4 - It is possible to edit the created key results by clicking the 'Edit' option.

Once the supervisor has created an objective for an employee, the email notifications for each action performed will be sent to the selected subscribers. The following actions trigger a notification:

Save Goal - When the supervisor created an objective and assigned it to an employee, the objective-assigned notification is sent to the employee.
Update Goal - When the employee updates the completion of the objective, the objective updated notification is sent to the supervisor. When adding, updating, or deleting key results, a goal notification is sent to the subscribers.
Submit Goal - When the employee submits the objective, the objective pending approval notification is sent to the supervisor
Approve Goal - When the supervisor approves the objective, the objective approved notification is sent to the employee
Reject Goal - When the supervisor rejects the objective, the objective rejected notification is sent to the employee

Download Goals/Objectives

Click the "PDF" and "CSV" icons to download the goal information.

Please also refer to the following article to see how the email notification functionality works.

Email Notifications

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