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Module 2: Terms by Module (Optional)
Review terms associated with the individual SF modules. You may want to focus on the modules which best apply to your learning path.
Terms in this set (48)
Where you access all the activities and processes in the system, and where you get a bird's-eye view of the status of performance activities.
Lists all modules available to employees and managers. Managers have access to additional modules including Compensation, Succession, Recruiting, and Analytics.
Centralizes all tasks to be completed. Tasks are organized by performance process and become active links to forms when action is required.
Displays information on the right side of the Home page.
A drop-down menu that provides access to Options, Admin, and the Logout link.
Accessible from any spot within the SF system, this is used to quickly locate information about a colleague.
Where you post comments on your Wall, create and share information with others, monitor Jam activities of your followers (i.e., manager, direct reports, colleagues) and information of interest, and access Jam features.
Jam: My Follow Feeds
Displays all feed items from people and groups you are following (e.g., Requests @Notifications, posts you are following, and comments). You can customize the contents using your settings.
Manage your social network profile, add new posts to your Wall, and assign tasks to group members. You can also track who you are following, who is following you, and your wiki pages.
Virtual space for teams to collaborate on projects, gather feedback on documents, and share status updates, links, and best practices around a specific topic.
Lists the most liked, most viewed, featured, and tagged posts in Jam during a specified date range.
Provides an organization view of the social network. Use the directory to locate individuals and review all posted documents and available activities on Jam.
Objectives: Objective Plan
Online worksheets used by the employee and manager to create performance objectives in one central place and track progress on them throughout the year.
Objectives: Create a New Objective
Custom objectives can be added to the Objective Plan or objectives with suggested content can be selected from a library of objectives.
Objectives: Cascade Objective
Managers can share their objectives with their direct reports to align the team's objectives with the company's strategic objectives
Objectives: Status Report
Keeps your manager informed of your progress on your objectives.
Objectives: Execution Map
Provides a graphical view of how objectives are cascaded through the company
Objectives: Meeting Agenda
Create lists of objectives to review in your meetings with your manager and direct reports.
Performance: Performance Review Forms
Used by the employee and manager to identify objectives, track progress, and evaluate the employee's performance on objectives, core values, and job specific competencies.
Performance: My Forms
Your Performance Review forms and your team's forms
Performance: Performance Goals
Objectives on the employee's Objective Plan are automatically added to the Performance Goals section of the Performance Review form. Objectives can be added, removed, and edited using the form.
Performance: Core Values
Define core competencies that are essential to the achievement of the organization's business objectives and are automatically added to the form.
Performance: Job Specific Competencies
Define 'how' we should work together to accomplish our objectives. Managers may tailor their employee's job specific competencies by adding or removing competencies on the form.
Performance: Individual Development Plan
Where individual employee's development objectives can be added, removed, and edited on the form.
Development: Development Plan
An online worksheet used to create and track progress on development objectives and learning activities.
Development: Create a New Development Objective
Created to target the development of specific competencies
Development: Learning Activity
Creates a path to meet development objectives using directly relevant knowledge sources.
Development: Learning Catalog
Contains predefined learning activities that are directly tied to competencies for the employee's role.
Development: Career Worksheet
Identifies the competencies and behaviors required for the employee to be successful in his/her current position and potential future positions. Performance gaps are identified so development objectives can be prioritized for career planning purposes.
Development: Skills Assessment Form
Used to evaluate the employee's current performance on the required competencies for a job role the employee is considering.
Succession: Succession Org Chart
An interactive display used to graphically view the employment health of a team and talent pool. Managers use to identify succession candidates for positions on their team and recommend direct reports as succession candidates to other positions.
Succession: Succession Profile
Displays an employee's risk of loss, readiness to step into a new role, and performance measures, used for succession planning.
Succession: Lineage Chart
Helps managers and HR understand the implications to the organization when a Succession Plan is executed. Successors are arranged by readiness so the most likely succession scenario is shown straight across the top of the page.
Succession: Talent Search
Managers and HR use this to search the organization for individuals by talent pool, background criteria, and competencies. Using multiple criterion and search and save capabilities, succession scenarios can be created for teams and departments.
Succession: Performance-Potential Matrix
Graphically displays employees' performance and potential ratings in a matrix report, enabling managers to spot trends and exceptions to help decide what actions should be taken with various employees.
Succession: How vs. What Matrix
Graphically displays employees' competency (how) ratings and objective (what) ratings in a matrix report, enabling managers to spot trends and exceptions to help decide what actions should be taken with various employees.
Compensation: Compensation Forms
Online worksheets used by managers to recommend salary, MBO bonus, and equity awards for their direct reports. The form provides managers with the necessary compensation and performance data, merit guidelines, budget information, and input fields to make compensation recommendations for their team.
Compensation: Management By Objectives (MBO)
Typically used to describe the bonus sheet in Compensation module. This worksheet is used to allocate bonuses to eligible employees.
This worksheet is used to allocate stock awards for the manager's group.
This worksheet is used to review final compensation figures for the manager's team.
This Roll-up report provides the aggregate total values of all employees in the hierarchy below the manager in view.
Compensation: Executive Review
Senior management uses this to conduct a cross-company review of compensation recommendations during the compensation process to ensure equity across teams and make adjustments to recommendations, as needed.
Recruiting: Job Requisition Form
This form contains fields to enter details about a position. The hiring manager and recruiter add information to the form to build the job requisition as it progresses through the requisition approval process.
Recruiting: Job Requisitions
Create and track all job requisitions in process and access a specific job requisition and the associated candidates that applied to the requisition.
Track recruiting costs (as a % of salary) and performance of employees from different recruiting sources.
Recruiting: My Library
Create and store pre-screening questions to assist with prioritizing candidates.
Search the organization for internal and external individuals by talent pool, key experience, and career interests.
Recruiting: Interview Central
Interviewers access information regarding the candidate and the interview prior to conducting the interview. After the interview, interviewers assess the candidate and make hiring recommendations. The hiring manager and recruiter review the interviewers' assessments.
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