Performance

Home > Management Mode > HR > Performance

On the Management Mode home page, managers can select HR, then Performance, to open the Performance page. Managers can add, view, edit, and delete employee performance records. Each record contains a title and value and can be used for goal-completion rates, attendance rates, or other performance items defined by the organization.

Add a Performance Record

Steps

  1. Select a user (employee)

    • Choose the person whose performance record you want to add from the user (employee) list.

  2. Enter performance information

    • Title: Briefly describe the performance item, such as “Quarterly sales target achieved.”
    • Value: Enter a number, percentage, or brief result that represents performance or goal completion.

  3. Save the record

    • Select Save to add the performance record.

Use Clear and Consistent Records

  • Use descriptive titles: Include the item and review period, such as “Q2 2026 sales target completion rate.”
  • Use consistent value formats: Use the same unit and calculation method for the same item, such as a percentage, count, or score, so managers can compare records from different periods.

Benefits

  1. Reduce ambiguity: Clear item names, periods, and units reduce the risk of interpreting the same value in different ways.
  2. Make reviews easier: Consistent records help managers review performance across different periods.

Update Records and Provide Feedback

  • Correct a record: A manager can edit an incorrect title or value and delete a record that is no longer needed.
  • Add context outside the record: SwipePoint stores the title and value but does not generate comments. When providing feedback, explain the calculation method, review period, and improvement expectations to the employee.

Benefits

  1. Keep information accurate: Correct errors promptly so an incorrect record is not used later.
  2. Make feedback specific: Pair a clearly named item and value with a verbal or written explanation of the result.

Establish Consistent Evaluation Criteria

  • Define each measure first: The organization should document the data source, formula, review period, and eligible employees for each performance item.
  • Review entries regularly: Managers should verify titles and values and explain evaluation results to employees according to the organization's process.

Benefits

  1. Improve consistency: Applying the same rules to the same item reduces person-to-person variation in evaluation methods.
  2. Keep a reviewable record: Managers can refer to saved titles and values in later discussions.

Managers enter performance records manually. SwipePoint does not calculate scores or determine rewards or corrective action. Organizations remain responsible for conducting evaluations according to their policies and applicable laws.

Support Employee Growth and Training Plans

  • Record learning outcomes: Use items such as courses completed, certifications earned, or skill-assessment scores to record learning progress.
  • Plan follow-up training: Managers can discuss training needs or work assignments with employees using the records as one reference, together with actual work results and other relevant information.

Benefits

  1. Review progress: Recording the same item over time helps managers review learning and improvement.
  2. Allocate appropriate resources: Records can inform discussions about training, coaching, or work adjustments.

Review Records and Inform Decisions

  • Review previous entries: Managers can use the performance list to review saved titles and values.
  • Consider other information: Performance records can inform management discussions, but they should not replace work results, employee discussions, or other necessary information.

Benefits

  1. Preserve context: Clear item names, periods, and values make later reviews easier.
  2. Avoid overinterpreting records: SwipePoint does not automatically create charts, forecasts, or recommendations. Managers must confirm that records are complete and comparable.

Feature Overview

  1. Performance list

    • Displays each user's (employee's) performance records, including the title and corresponding value.

  2. Edit or delete a performance record

    • Swipe left on a performance item in the list to access these actions:
      • Edit: Update the performance record's title and value.
      • Delete: Remove a performance record that is no longer needed.

Examples

The following are common examples of performance records:

  • Sales target achievement rate

    • Title: Quarterly sales target achieved
    • Value: 85%

  • Project completion efficiency

    • Title: Project completion time (Project XX)
    • Value: Completed 5 days early

  • Customer satisfaction score

    • Title: Customer service satisfaction
    • Value: 9.2 / 10

  • Attendance rate

    • Title: Annual attendance rate
    • Value: 98%

  • Individual skill development

    • Title: Completed advanced technical training (for example, an advanced Python course)
    • Value: 1 course

  • Team contribution

    • Title: Supported a team activity (for example, organized a team gathering)
    • Value: Completed

  • Problem-solving ability

    • Title: Resolved customer issues (for example, fixed a system failure)
    • Value: 3 cases

Notes

Only users with management permission can add, edit, or delete performance records. Employees cannot currently view their own performance records in SwipePoint, so managers should communicate evaluation details through an appropriate process. Before deleting a record, confirm that it is no longer needed; deletion may not be reversible.

Frequently Asked Questions

Q1: How do I open the Performance page?

A: On the Management Mode home page, select HR, then Performance. Users with management permission can add, view, edit, and delete employee performance records on this page.

Q2: What are the steps for adding a performance record?

A: Select the employee, enter a Title and Value, and then select Save. A value can be a number, percentage, or brief result, but the same item should use a consistent unit and calculation method.

Q3: How can performance records stay aligned with organizational goals?

A: The organization can define a consistent item, period, unit, and calculation method, and managers can then create records using those rules. SwipePoint stores the entered title and value; it does not set organizational goals automatically.

Q4: How can performance records support employee feedback?

A: Managers can correct an incorrect title or value and delete a record that is no longer needed. SwipePoint does not generate comments, so managers should explain the calculation method, review period, and improvement expectations to the employee.

Q5: How can organizations improve evaluation consistency?

A: The organization should define the data source, calculation method, review period, and eligible employees for each item, and managers should review entries regularly. SwipePoint stores manually entered content; it does not score employees or determine rewards or corrective action. Evaluations remain subject to organizational policies and applicable laws.

Q6: How does performance management support employee growth and talent development?

A: Managers can record courses completed, certifications earned, or skill-assessment scores and use those records when discussing training needs with employees. Training and work assignments should also consider actual work results and other relevant information.

Q7: How can performance records inform management decisions?

A: Managers can review saved titles and values in the performance list and use them as one input to management discussions. SwipePoint does not automatically generate charts, forecasts, or recommendations. Before comparing records, confirm that the item, period, unit, and calculation method are consistent.

Q8: How do I edit or delete an existing performance record?

A: Swipe left on a performance item and select Edit or Delete. Edit updates the title and value. Delete removes the record, so confirm that it is no longer needed first. Only users with management permission can perform these actions.

Q9: How can employees view their own performance?

A: Employees cannot currently view their own performance records in SwipePoint. Only the relevant managers can view and edit them. Managers should communicate evaluation details through an appropriate organizational process.

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