Goal
Overview
Goal — Business Overview and Usage
Goal is a business document used to define, track, and evaluate performance objectives for individuals, teams, or the organization as a whole. It helps align day-to-day work with strategic priorities and ensures everyone is working toward clearly defined outcomes.
In Dafater, Goal serves as the foundation for performance management, employee development, and results-based evaluation.
What the Goal Is Used For
The Goal document is used to:
- Clearly define expected outcomes for employees or teams
- Translate company strategy into measurable targets
- Monitor progress against agreed objectives
- Support fair and structured performance evaluations
- Encourage accountability and continuous improvement
By documenting goals in a structured way, businesses can move from subjective performance discussions to objective, results-driven conversations.
Prerequisites and Setup Before Using Goal
Before creating and using Goal, the following should be in place:
- Employees and reporting relationships defined in Dafater
- A clear performance cycle (monthly, quarterly, or annual)
- Agreement on how success will be measured (KPIs, milestones, or deliverables)
- Managers assigned who will review and assess goals
This preparation ensures goals are meaningful, measurable, and aligned with business priorities.
Typical Workflow and Business Process Fit
Goal Definition
A manager or employee creates a Goal outlining what needs to be achieved, by when, and how success will be measured.Alignment and Agreement
The goal is reviewed to ensure it aligns with team and company objectives. Adjustments may be made before final agreement.Execution and Tracking
During the performance period, progress is monitored through regular check-ins or reviews.Evaluation
At the end of the cycle, the Goal is assessed based on actual results versus expectations.Feedback and Development
Outcomes are used for performance reviews, development planning, rewards, or future goal setting.
This workflow ensures goals are not just documented, but actively used in managing performance.
Key Business Scenarios Where Goal Is Essential
Annual or Quarterly Performance Reviews
To objectively evaluate employee contributions.Management by Objectives (MBO)
When the organization operates on clearly defined, measurable targets.Employee Development and Career Planning
To track progress on skill-building or growth-related objectives.Team and Department Alignment
To ensure individual efforts support broader business goals.Performance-Based Rewards and Promotions
To support fair and transparent decision-making.
Important Considerations for Users
- Clarity is critical: Goals should be specific, measurable, and time-bound to avoid confusion.
- Alignment matters: Each Goal should support team and organizational objectives.
- Regular follow-up is essential: Goals are most effective when progress is reviewed consistently.
- Quality over quantity: Fewer, well-defined goals are more effective than many vague ones.
- Use goals as a conversation tool: They should encourage coaching and development, not just evaluation.
In summary, Goal is a key business document in Dafater for driving performance, accountability, and strategic alignment. When used consistently and thoughtfully, it becomes a powerful tool for improving both individual and organizational outcomes.
Basic Information
- Module: HR
- Document Type: Other
Fields
| Field Name | Label | Type | Required | Options | Description |
|---|---|---|---|---|---|
| goal_name | Goal | Data | ✓ | - | Goal title used for performance tracking in Dafater |
| is_group | Is Group | Check | - | Indicates whether this goal groups multiple sub-goals | |
| parent_goal | Parent Goal | Link | Goal | Parent goal for hierarchical goal structuring in Dafater | |
| progress | Progress | Percent | - | Completion percentage reflecting current goal achievement | |
| status | Status | Select | , Pending, In Progress, Completed, Archived, Cl... | Current lifecycle status of the goal | |
| employee | Employee | Link | ✓ | Employee | Employee responsible for achieving the goal |
| employee_name | Employee Name | Data | - | Employee name for quick reference and reporting | |
| company | Company | Link | Company | Company under which the goal is defined | |
| user | User | Data | - | System user linked to the goal record | |
| start_date | Start Date | Date | ✓ | - | Date when goal tracking begins |
| end_date | End Date | Date | - | Target date for goal completion | |
| appraisal_cycle | Appraisal Cycle | Link | Appraisal Cycle | Appraisal cycle associated with this goal | |
| kra | KRA | Link | KRA | Key Result Area linked to the goal | |
| description | Description | Text Editor | - | Detailed explanation and expectations of the goal | |
| lft | Left | Int | - | System-managed value for goal hierarchy ordering | |
| rgt | Right | Int | - | System-managed value for goal hierarchy ordering | |
| old_parent | Old Parent | Link | Goal | Previously assigned parent goal for audit reference |
Permissions
| Role | Read | Write | Create | Delete | Submit | Cancel |
|---|---|---|---|---|---|---|
| Employee | ✓ | ✓ | ✓ | ✓ | ||
| System Manager | ✓ | ✓ | ✓ | ✓ | ||
| HR User | ✓ | ✓ | ✓ | ✓ | ||
| HR Manager | ✓ | ✓ | ✓ | ✓ |
Related DocTypes
| DocType | Relationship | Module |
|---|---|---|
| Appraisal Cycle | Links to | HR |
| Company | Links to | Setup |
| Employee | Links to | Setup |
| Goal | Links to | HR |
| KRA | Links to | HR |