Performance Evaluation and Goal Management

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Questions and Answers

What should the configuration be to ensure only HR employees can rate in the 'Custom Levels' section?

Enable 'Rate' access exclusively for 'Specific Users'. (correct)

Enable 'Rate' access exclusively for general users.

Allow all users to rate in the 'Custom Levels' section.

Assign 'View' access to HR only.

How should the weightage be distributed across the rated feedback sections?

30% for employee feedback and 70% for RM feedback.

40% for employee feedback and 60% for RM feedback. (correct)

50% for employee feedback and 50% for RM feedback.

40% for RM feedback and 60% for employee feedback.

Which configuration allows HR to have exclusive control over the rating process?

Set a minimum limit of 0 for 'Specific Users'.

Create route maps including all user roles.

Create a route map with only the HR role. (correct)

Grant view access to all employees.

What is the best way to ensure custom level sections have appropriate access restrictions?

Enable 'Rate' access for only a select group of users. Signup and view all the answers

What weightage setting effectively allows for detailed feedback assessment?

Assign a weightage of 25 to each custom level section. Signup and view all the answers

Which option correctly manages access to the feedback configuration?

Limit 'Rate' access to HR employees only. Signup and view all the answers

What is the impact of setting the minimum limit for 'Specific Users' to 0?

Allows flexibility in the number of feedback givers. Signup and view all the answers

Which of the following configurations would allow maximum feedback contributions?

Enable comments for all users without restrictions. Signup and view all the answers

What is the necessary action regarding permissions for role management?

HR should have exclusive permissions. Signup and view all the answers

How should the rating scales be managed for the performance evaluation process?

Create unique scales per quarter and let users select them. Signup and view all the answers

What is a critical step before importing goals from a prior time period?

Check for existing imports from that time period. Signup and view all the answers

What is required to ensure updated goals are correctly integrated?

Ensure weightages are updated for new goals. Signup and view all the answers

In establishing relationships between SMART goals and group creations, which factor is most important?

Consistency of the goals across all groups. Signup and view all the answers

Which access limit is mandated for bulk upload features within Role Management?

Exclusive to HR roles only. Signup and view all the answers

What is the objective of configuring the platform for varied rating scales over quarters?

To address specific performance measurements. Signup and view all the answers

What is a potential consequence of incorrect goal imports from other periods?

Misalignment of performance evaluations. Signup and view all the answers

What can be configured when linking goals in Goal Management?

Different labels and target percentages Signup and view all the answers

Which statement is true about employee participation in calibration sessions?

Employees can participate even if ratings are not finalized. Signup and view all the answers

What happens if an employee is not included in any calibration session?

Their final rating will be marked as 'No Rating'. Signup and view all the answers

What is an implied consequence of enabling 'Score to Rating' during the appraisal process?

Final rating will fall within the defined score-to-rating range despite modifications. Signup and view all the answers

What happens during a single time-period regarding goal requests?

All goal edit requests and goal weight update requests are combined into one request. Signup and view all the answers

When a KRA group is created for the Sales department, what will likely happen?

KRAs will automatically be assigned to all employees in the sales department. Signup and view all the answers

What is a permissible aspect when creating a new rating scale in Goal Management?

Different targets and labels can be assigned with the same score. Signup and view all the answers

What happens to Skills and Competencies linked to the Goals after a user completes their Goals?

They are automatically updated to the Job Profile. Signup and view all the answers

What occurs when HR creates department-wise closed-variable type groups?

Employees can assign weights in their SMART Goals tab. Signup and view all the answers

Which statuses are applicable for adding courses to the Learning Path?

Upcoming and Ongoing Signup and view all the answers

How can employees’ final scores be displayed in the appraisal process?

Scores from calibration are displayed if 'Show Scores' is enabled. Signup and view all the answers

Which types of Trainings can be included in the Learning Path?

Self-paced and SCORM Signup and view all the answers

Which of the following is a correct statement regarding final ratings in the Calibration process?

The rating during Calibration is considered the employee's final rating. Signup and view all the answers

In the appraisal process, what is required for rating-type steps?

Both weights and ratings must be provided for all key results. Signup and view all the answers

Which of the following statements about multiple calibration sessions is true?

An employee may participate in multiple calibration sessions. Signup and view all the answers

How can security compliance training be configured for employees on a monthly basis?

By setting up blended trainings with recursive batches. Signup and view all the answers

What must be done for key results in a comments-only appraisal step?

Comments can be submitted without assigning weights. Signup and view all the answers

Which scenario is NOT correctly enabled in the Learning Management System (LMS)?

Ensuring every training is mandatory without exceptions. Signup and view all the answers

How are KRAs managed when HR creates open-type groups?

Manual assignment of KRAs is required per employee. Signup and view all the answers

Which of the following is a valid type of training that can be added to the Learning Path?

Self-paced {Integrated to Go-1}. Signup and view all the answers

What scenario is true for a rating-type appraisal step?

All key results must be rated to submit. Signup and view all the answers

What is true regarding the need for configuration of KRAs?

KRAs require manual setup in any newly created groups. Signup and view all the answers

Which option below prevents an employee from receiving a certificate?

The Head of Department does not approve the certificate. Signup and view all the answers

What is a potential limitation when trying to add Draft courses to the Learning Path?

Only courses with a status of published can be added. Signup and view all the answers

Study Notes

Status Options and Categories

The client has requested the creation of status options and categories.
All permissions should be disabled for roles other than HR.
Only HR should have access to bulk upload features within Role Management.

Performance Evaluation Configuration

The client requires a performance evaluation process with four quarters and seven goals per quarter.
Each goal's rating scale varies across quarters.
The system should allow users to select and change the appropriate rating scale when creating or updating goals.

Importing Goals

Verify goals have not already been imported from the same time period.
Submit a goal plan request with updated weightages for newly imported goals.

SMART Goals Frameworks and Group Creations

If a user submits a goal plan requiring RM approval and the RM approves, the employee will receive an approval notification only if the "GOPLAP (Notification)" setting is enabled for the "User (Role)."

Feedback Form Configuration

Management only wants HR employees to rate custom levels in the feedback form.
All other users will have view access to the "Custom Levels" section.
Employee feedback accounts for 40% and RM feedback accounts for 60% of the final rating.
The minimum and maximum limits for "Specific Users" should be set to 2.
Four distinct "Custom Level Sections" should be added to the feedback form.
Create a route map with only the HR role (Single Step - Update).
Enable both comments and rating capability for "Specific Users" and assign them a weightage of 100.
Assign a weightage of 25 to each of the custom level sections.
Enable "Rate" access exclusively for the custom level sections for "Specific Users" and grant "View" access to the remaining sections.

Goal Score Rating

The same Goal Score Rating can be used with different labels, rating scores, and target percentages.
Different goals can have different target percentages while using the same label and rating score.

Calibration Process

Employees can be included in calibration sessions even if their individual ratings are not finalized.
An employee may participate in multiple calibration sessions.
The rating assigned during the Calibration process is considered the final rating for the employee.
If an employee is not included in any calibration session, despite completing their rating process on time, the final rating will be marked as "No Rating."
If Score to Rating is enabled in the appraisal process, the final rating will still fall within the defined score-to-rating range even if the employee's rating is modified during the calibration session.
If "Show Scores" is enabled in the appraisal, the final score from calibration will be displayed in the Completion stage after a rating update during the calibration process.

Performance Appraisal Features

Automatic goal rating calculation can be done for appraisal.
Skills and Competencies linked to Goals can be automatically updated to the Job Profile once the user completes the Goals.

Learning Path Configuration

Draft, upcoming, ongoing, and completed courses can be added to a learning path.
Self-paced, SCORM, and self-paced (integrated to Go-1) trainings can be added to a learning path.

Security Compliance Training

A blended training with recursive batches enabled can be used to create a monthly security compliance training.

LMS Possibilities

Training can be automatically triggered when an employee gets onboarded.
User access to training can be limited (e.g., only 5 trainings at a time).
Training managers can enroll as learners in the same training.

SMART Goals and KRAs

KRAs linked to departments will be assigned to employees in those departments when HR creates Department-wise Closed-Variable type Groups.
KRAs linked to departments need to be manually assigned to employees when HR creates Department-wise Closed-Fixed or Open type Groups.

Appraisal and OKRs

In a rating type step, weights and ratings need to be provided for all Key Results to submit.
In a comments only step, weights need to be provided for all Key Results to submit.
Weights can be automatically fetched from OKRs and ratings need to be provided for all Key Results to submit in a rating type step.

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Description

This quiz covers the key aspects of performance evaluation configuration and goal management strategies, including SMART goals and status options. It outlines user permissions, importing procedures, and notifications related to goal approvals. Test your understanding of setting up an effective performance management system.