Prescriptive Engine for Automated HR Goal Assignment
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Solution Overview
Problem
Current human resource systems lack the capability to effectively assign performance goals to individuals, leading to a disconnect between goal-setting and employee performance management, with a focus on past performance evaluation rather than future objectives.
Innovation Solution
A method and system for automatically prescribing performance goals to targeted users in a human resources environment, utilizing a prescriptive engine that defines criteria-based rules to assign goals to individuals based on their attributes and roles, allowing for dynamic updates as employees join, leave, or change positions.
Engineering Contradictions & Design Principles
Engineering Contradiction Analysis
1Measurement precision
If human resource systems focus on organizational or managerial relationships for performance evaluation, then evaluation of past performance is improved, but assignment of performance goals to individuals is worsened
Solution Approach 1:
The system segments performance management into two distinct functions: organizational performance evaluation (maintained at managerial level) and individual performance goal assignment (automated through prescriptive rules). This segmentation allows each function to operate independently with specialized capabilities, resolving the contradiction between maintaining evaluation accuracy and enabling goal assignment versatility.
Solution Approach 2:
The patent introduces prescriptive rules as an intermediary mechanism between organizational goals and individual employees. These rules automatically translate organizational objectives into personalized performance goals for individuals based on their roles, skills, and attributes, without requiring direct managerial intervention for each assignment while maintaining alignment with organizational priorities.
2Adaptability or versatility
If manual assignment of performance goals is used, then customization to individual needs is improved, but administrative burden and time consumption are worsened
Solution Approach 1:
The system enables self-service through automated prescriptive rule application. The system automatically identifies appropriate performance goals for employees based on their attributes and organizational objectives, eliminating the need for manual customization while maintaining adaptability. The automated process continuously updates goal assignments as employee attributes or organizational goals change.
Solution Approach 2:
The patent utilizes parameter changes in employee attributes (skills, roles, performance history) and organizational goals to dynamically adjust performance goal assignments. The prescriptive rule engine monitors these parameter changes and automatically updates goal assignments, providing customized goals without manual intervention and reducing administrative time significantly.
3Stability of the object's composition
If human resource processes are kept independent, then process stability is improved, but alignment with business objectives and productivity improvement are worsened
Solution Approach 1:
The system implements feedback loops where performance goal assignments are continuously monitored and evaluated against actual performance outcomes. This feedback mechanism allows the prescriptive rules to learn from results and adjust future goal assignments, ensuring alignment with business objectives while maintaining process stability through systematic, rule-based operations rather than ad-hoc decisions.
Solution Approach 2:
The patent applies preliminary action by pre-defining prescriptive rules that encode organizational priorities and performance expectations before performance cycles begin. These pre-configured rules automatically align individual goals with business objectives from the outset, eliminating the need for reactive adjustments and maintaining both process stability and productivity alignment throughout the performance management cycle.
Data Source
AI summary
A method and system for automatically implementing performance goals in a human resources environment. Specifically, the method provides a first interface for defining performance goals. Thereafter, a definition of a performance goal is received via the first interface. The method also provides a second interface for identifying an assigned group comprising users to be prescribed the performance goal. Thereafter, criteria is received via the second interface that identifies the assigned group. The method searches a database to identify users in the assigned group based on the criteria in order to apply the prescriptive rule. Then, the performance goal is prescribed to users in the assigned group.