Create an Appraisal Application Using SuccessFactors Performance Management

  • by Venki Krishnamoorthy, Independent SAP ERP HCM Functional Consultant
  • December 13, 2012
Users can build a cloud-based appraisal application using SuccessFactors Performance Management. See the functionalities that are available in SuccessFactors Performance Management and how to use themes to build an appraisal application. Get details on functionalities such as Writing Assistant (to develop competencies), using SMART goals (to assist with creating benchmarks), and the Manager Assistant.
Key Concept

Appraisal applications are used to track employees’ performance against an agreed set of goals. These goals can be specific to an employee, created by the line manager for their entire team, or created by corporate HR for an entire organization. By tracking an employee’s performance against the goal, line managers can determine if the employee requires any additional support to fulfill these goals. A high-performing employee always contributes to the organization performance and leadership.

SuccessFactors Performance Management can support the business process for employee appraisals for any organization. The key to an efficient implementation is to understand what features (functionalities) are available in SuccessFactors, how these can be used to meet your business requirements, and if there is an opportunity to re-engineer your business process to leverage these functionalities.

In this article, I walk you through the functionalities available in SuccessFactors Performance Management and how these can be used to design your appraisal process.

Where applicable, I have provided a comparison between SAP HCM Performance Management and SuccessFactors Performance Management.

An appraisal form in SuccessFactors Performance Management typically contains:

  • Employee information (e.g., an employee’s personnel data: name, job title, and department).
  • Review dates (e.g., mid-year and annual appraisal dates; this can also include quarterly review dates as well).
  • Goals and objectives (a list of all goals and objectives to be evaluated)
  • Core values (these are organizational goals assigned to employees)
  • Competencies (these are related to job-specific skills and behaviors that are required to succeed in the current role). Employees are evaluated against these behaviors.
  • Performance summary (these are calculated ratings; it includes comments from managers, peers, and the employee).
  • Signature (the electronic signature of the employee and manager; it includes system time and date stamps as well).

Venki Krishnamoorthy

Venki Krishnamoorthy is an author, speaker, and SAP ERP HCM talent management solutions subject-matter expert. He is currently an independent SAP ERP HCM functional consultant. Venki has over 10 years of experience as a functional lead, project manager, and program manager in the HCM space. Besides implementing SAP HCM solutions, he has implemented and acted as a trusted advisor on SAP ERP HCM talent management implementations, including E-Recruiting, HCM Performance Management, Succession Planning, SAP Talent Visualization by Nakisa, Learning Solutions, and Employee Self-Service and Manager Self-Services. He is the coauthor of three books: E-Recruiting with SAP ERP HCM, SAP ERP HCM Infotypes: Your Quick Reference to HR Infotypes, and SAP Transaction Codes: Your Quick Reference to T-Codes in SAP ERP.

Venki will be presenting at the upcoming SAPinsider HR 2017 conference November 8-10, 2017, in Copenhagen. For information on the event, click here.

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