Tuesday, 3 October 2017


Goal management:

 Oracle Fusion Goal Management Overview:

Oracle Fusion Goal Management provides the ability for workers, managers, and organization owners  to set and define goals that support the common objectives of your organization. Using Goal Management, 

 you can grow your organization's talent by creating development goals that capture the growth and   career aspirations of the entire workforce. Workers can update goals throughout a goal setting and 
 tracking cycle, and managers and organization owners can track the goals as workers progress through them.

 Review period :
Review periods are business periods that you use to link Oracle Fusion Talent Management business objects to measure and achieve results within the review period time line. 
For example, you can connect an employee's performance to business objectives and results by associating goal plans in Oracle Fusion Goal Management and performance documents in Oracle Fusion Performance Management with business periods using review periods.

As an HR specialist, you create and manage review periods by using the Manage Review Periods task. 
These are mandatory and linked to Goal Plans.  
All Goal Plans have to be associated to a Review Period.  
The review period on the default goal plan can be changed 
through the Manage Goal Plans task, as can many of the other attributes of the plan.

Goal Management supports:
  • Goal Types
  • Target Outcomes 
  • Tasks
  • SMART Goals 
  • Goal Plans
Goal Types :
Workers and managers can create three types of goals: performance, development, and personal.
Performance Goals
Performance goals are results-oriented, measure work-related performance, and often use specific targets to assess the level of workers' achievement. Performance goals can be used in performance documents as part of the evaluation process. Organization goals are performance goals.

Development Goals
Development goals facilitate the career growth of individuals so that they can perform better in their current jobs or prepare themselves for advancement.

Personal Goals
Personal goals are available only to the worker. Workers can use personal goals to stretch their capabilities to increase their skills, for example, or as draft goals that they can copy to their performance or development goals.

Target Outcomes :
Target outcomes enable the linking of a goal to specific skills or qualifications such as competencies, degrees, certifications, and others.

Tasks :
Tasks are specific actions added to a goal that a worker undertakes in order to achieve the goal.

SMART Goals :
To measure the performance of workers, help them improve productivity, and achieve career objectives, Goal Management supports goals that are: specific, measurable, achievable, relevant, and time-based (SMART).

Goal Plans :
Goal plans are used to manage a collection of performance or development goals for a specific period. Goal plans can be rolled out to individuals, a selected hierarchy, or a wider population within the organization.

Goal Management Key Concepts:
  • Managing goals for workers by the workers and managers 
  • Managing organization goals
  • Aligning goals
  • Adding tasks to goals to help workers achieve the goals

Goal Management Actions :

Key Goal Management Actions

Managing Worker Goals
        Workers can create and update goals to track throughout a  review cycle or longer.

Assigning Goals to Workers 
  • Managers can assign performance goals or development goals to their direct reports. They can assign their own goals, add new ones, or use existing goals from the goal library.
  • Managers can assign goals to all their direct reports or a specific direct report. When managers assign their own goals to workers, the workers' goals are aligned automatically to the manager's goal.
Publishing Goals to the Entire Organization
  • Organization owners can publish goals to make them available for workers in the supervisor hierarchy to add to their list of goals.
  • Workers and their managers can align the workers' individual goals to published organization goals.
  • When workers add an organization goal to their own goals, that new goal is automatically aligned to the published organization goal.
Aligning Goals :
By aligning performance goals, you create a relationship between a worker's goal and another goal, usually a higher-level organization or manager goal, so that the worker's goal supports and contributes to achieving the higher-level goal. Goal alignment provides the flexibility to:

Align goals automatically 
Modify supporting goals 
Remove alignment
Sharing Goals
Managers and workers can share goals so that others can add a copy of the goal or align their own goals to it. Managers can share goals with both their direct and indirect reports. Workers can share their goals with the colleagues whom they select. Tasks that are associated with goals can also be shared. An e-mail notification is sent to the people with whom the goal is shared.
Approving Goals
Goal Management profile options can be configured to require manager approval when the worker:
Adds a new performance or development goal
Edits a key goal field, including goal name, description, success criteria, start and target completion dates, priority, category, weight, measurement-related attributes, and private. The weight and priority fields are associated with a goal only when the goal is included in a goal plan.
Completes a goal: 
The status is changed to Completed upon manager approval 
Cancels or deletes a goal

The manager receives worklist and e-mail notification of pending approvals and responds using the notification request.

Manage Worker Goal Setting Lookups:

You can set the lookups in the Setup and Maintenance work area using the Manage Common Lookups task or the Manage Worker Goal Setting Lookups task.

Some Goal Management lookups have extensible customization levels. These are:

HRG_DEV_GOAL_CATEGORY: Categories of development goals, such as short-term, medium-term, and long-term.
HRG_GOAL_MEASUREMENT_LEVEL: Levels of goals, such as target, and stretch.
HRG_GOAL_QUANTITATIVE_UOM: Units of quantitative measurement for goals, such as currency, number, and percentage.
HRG_GOAL_SOURCE: The source from which the goal was added, such as goal library, worker goals, or organization goals.
HRG_GOAL_TASK_TYPE: Categories of task types for goals, such as coaching, project, and research.
HRG_PERCENT_COMPLETE: The completion percentage of a goal, such as 0, 25, 50, 75 and 100.
HRG_PERF_GOAL_CATEGORY: Categories of performance and personal goals, such as career, education, and skill.
HRG_PRIORITY: Priorities of goals, such as high, medium, and low.

Other Goal Management lookups do not have extensible customization levels and cannot be edited or deleted. These are:

HRG_APPROVAL_STATUS: Goal approval status, such as Pending Approval, Approved, or Rejected.
HRG_ASSIGNMENT_SEARCH_OPTION: Options for searching selected persons, such as a report or direct report of a manager.
HRG_GOAL_ASGN_SOURCE_TYPE: The source of a goal assignment, such as HR specialist or manager.
HRG_GOAL_MEASUREMENT_TYPE: Categories used for goal measurement, including Qualitative and Quantitative.
HRG_GOAL_OBJECT_TYPE: Types of goal plans, such as Performance or Development.
HRG_GOAL_QUANT_MEASURE_TYPE: Categories for quantitative measurement of goal, such as Maximum or Minimum.
HRG_GOAL_STATUS: Status of a goal, such as Not started, In progress, or Completed.
HRG_GOAL_TASK_STATUS: Status of a goal task, such as Not started, In progress, or Completed.
HRG_GOAL_TYPE: Types of goals, including Performance, Development, and Personal.
HRG_GOAL_VERSION_TYPE: Goal version types, including Active, Frozen, and Mass request.
HRG_MANAGER_HIERARCHY_OPTION: Options for assigning goals to a manager hierarchy, including All direct reports, All direct reports and indirect reports, and Selected persons only.
HRG_MASS_REQUEST_RESULT: Status of a mass request, such as In progress, Success, or Failure.
HRG_MASS_REQUEST_TYPE: Type of mass process request, such as Goal ass assignment or Goal plan generation.
HRG_TARGET_OUTCOME_SOURCE: The source of a target outcome, including My person profile, My job profile, and Content library.
HRG_ALIGNMENT_TYPE: Goal alignment types, such as Direct or Indirect.
HRG_GOAL_ATTAIN_PERIOD: Goal attainment period types, such as Year, Quarter, or Month.
HRG_ENABLE_BY_GOAL_TYPE: Attributes for goals enabled by a goal type, such as Development Goal, Performance Goal, Both Performance and Development Goals, or None.

Goal Management Descriptive Flexfields :
There are three descriptive flexfields available for Goal Management:

HRG_GOALS: Fields for goal information displayed on the My Goals page.
HRG_GOAL_ACCESS: Fields for goal sharing details displayed in the Share region of the Goal Details page after a goal is shared from the Goal Management pages.
HRG_GOAL_PLANS_B: Fields for goal plan details displayed on the Create and Edit Performance Goal Plan and Create and Edit Development Goal Plan pages.

Manage Worker Goal Setting Profile Option Values :

Oracle Fusion Goal Management Profile Options :
Set profile options to specify the Oracle Fusion Goal Management features that you will use, such as the goal library and goal plans, and to set the online processing threshold. You determine whether to enable the following features:

The Goal Management business process and goal library 
Performance, development, and personal goal types
Goal plans
Goal sharing and goal alignment
Manager approval for changes to goals
Other features: goal tasks, target outcomes, goal weights, associating goals to spaces, and excluding goals from performance documents

You can set the profile option in the Setup and Maintenance work area using the Manage Worker Goal Setting Profile Option Values task or the Manage Administrator Profile Values task.
Note: Only the Organization Goals Enabled profile option is available from the Manage Administrator Profile Values task. Remaining profile options for Oracle Fusion Goal Management are available from the Manage Worker Goal Setting Profile Option Values task.

Manage Goal Management Notification Settings :

Goal Management Notifications :

  1. Most notifications are configured to No by default
  2. Update these configurations based on the process decisions discussed earlier
  3. The biggest consideration will be determining the users need and appetite for ongoing communication


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