1) To Do Tile: The GUI for instance offers sections of the screen that display different areas of an employees work profile. These Tiles are found on the home page of an employee’s instance. The To-do tile is one of them and it basically displays the tasks in a to-do format for the viewer. This tile provides a single view of what needs to be done, and the action behind completing these tasks. The To-do tile also displays the due date to complete the task.
2) Manage user Data: This is the section under admin tools that enables to update/edit/modify employee data. The fields in the Manage user data are set up based on your (admin) configuration. Data entry can be done manually or by uploading employee data on a CSV file.
3) Administrative privileges: After design of the SF suite configuration for an organization, the administrator is the primary owner of this configuration once we go into implementation. This Administrator functionality within the SF suite has access to every aspect of this suite and he/she manages/allocates full or partial privileges to the other users. We can have as many administrators as needed, but this is decided based on best practices and requirements of the organization. A person with administrative privileges is shown in the drop down menu.
4) Goal Plan: One of the most important aspects of performance management is having goals and accomplishing these goals. In the goal management process, there are online worksheets used by employers and managers to help their team track and accomplish these goals. These worksheets are called goal plans; managers can create these performance goal plans and keep track of them through out the year. These goal plans may be private or public. To stay in track with the goals the employers can create calendar events to track how their team members are progressing on their goal plans.
5) Balance scorecard: When looking at elevating the performance of a team, there are different categories in which the team has to perform well for the overall growth. And every organization, department or team has goals in each of these categories. A balanced score card provides a list of these categories needed for balanced growth and also provides information on how the team/individual is performing in all these categories. When you create you goal template there are two option one is the basic form and one is with balance scorecard which help to align business activities to the organization’s vision and strategy, improveinternal and external communications, and monitor organizational performance.
The default categories provided in the SF suite are given below, but these can be customized based on the needs of the organization.
>Internal Business process
>Learning and Growth
6) Cascading: When you are setting goals for your team, you can align the team goals with the goals of the individual team members by cascading them.Cascading of goals means sharing and aligning the goals within your team. Cascading can be done from top to down, starting with the goals of the manager/executive member down to the goals of the team members. Or can be cascading up, starting with goals of the team members moving up to the goals of the managers. Or even across different units in an organization. Cascading allows for the SF suite to represent the performance of a team as a whole, while maintaining focus on the individual team member’s performance as well.
7) Goal Alignment: For the success of any department/unit/organization, its imperative that the goals of its members to be aligned to the goals of the organization. SF enables goal alignment through cascading and linking of goals. Goal alignment feature within SF suite enables individual employees to get tied in to the organization goals.
8) Role based permission: Role based permissions are a feature within the SF suite that allow the system admin manage/control the access of individual users to certain applications in the SF suite. This feature controls what users can see and edit on their instance. These permissions are based on the role of the individual user and are set by the system admin or super user. These permissions are across SF and are applied to most modules.
9) Route Map: Route maps establish the process an employee follows in a performance review process. Route maps helps manage employee performance, and can be either single directional, iterative (bi-directional) or an collective process. Collective route maps manage team performance. In the SF suite, route maps manage the movement of the performance review forms in the performance/goal management process.
10) Rating Scale: Ration scale is a way to measure performance, solicit feedback, and measure progress on a goal. They are used to measure qualitative responses to questions in a form. Typically they are 3-point, 4-point or 5-point rating scales. The 5-point rating scale is ideal as it offers differentiation between the extremes, 1 and 5,and also provides a neutral reading in 3.