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Performance Management Scale

Hi There

Did anybody do an implementation of Performance Management on ERP2005 where the performance management scale was done different to SAP standard? E.g. 1 = Good and N = Bad. Can you share your problems or concerns?



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  • Posted on Jan 18, 2008 at 06:30 PM

    Hi Elmarie,

    I have not implemented Performance Management in our company yet, but I am a former SAP HR Instructor and have taught Performance Management. You may create and use any scales you wish, but my advice is not to use a declining scale where 1=excellent and 5=poor. If you utilize "Career Planning" or "Succession Planning" the formulas behind the scenes will calculate matches based on increasing scales 1= poor and 5= excellent. Also, if you use the "Depreciation Meter", it also assumes an increasing scale.

    It is best to use the same number of scale points for all qualifications and performance evaluations or you will have to weight the responses taking into account the different scale levels - if you have one criteria having a 10 point scale and one having a 3 point scale, the criteria with the 10 point scale automatically counts 3.33 times the other criteria whether you want it to or not. If all criteria have a 4 or 5 point scale (they can be different scales) then they are more comparable and you can more easily utilize the weighting factors to give them the weightings demanded by the business.

    Some factors will have a Yes or No scale and these should be 1=Yes (have the criteria) and 0=No (do not have the criteria).

    Just remember when setting up your scales, they will be used in the Qualification Catalog, in Career and Succession Planning, Learning Solution as well as in Performance Management.

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