Development

A performance cycle sets the window for reviews and gives the team self-review, manager-review and calibration dates. Its status moves from planned to open, in review, calibration and closed. A goal belongs to an employee and cycle, with a title, category, weight, due date, progress and final rating. A review links a subject and reviewer to the same cycle and holds the review type, overall rating, narrative and state.

Courses describe the learning catalog: code, name, category, delivery method, duration, competency and whether the course is mandatory. A course enrollment connects one employee to a course, assignment reason, due date, completion date, score and status. A training record is the durable completion reference with title, provider, completion date, optional expiration date, certificate link and validity status. L&D Admin can maintain courses, enrollments and training records; employees can read their training records.

• Expectations. Goals sit under a cycle and show progress, due date and final rating for each employee.
• Review. A review records the subject, reviewer, type, narrative and status within that cycle.
• Learning. Course enrollments track assignment and completion; training records retain completed learning and expiry context.

Choose cycle dates and review types before opening a review period. Agree who may see peer, upward and skip-level reviews and who releases the final result. HR Business Partner maintains goals and reviews; Employee enters goals and reads performance reviews. Rehearse access with a real subject and reviewer before releasing results.

For learning, decide which courses are mandatory for a position or employee group, who assigns them, and how external learning completion is confirmed. If a certificate has an expiration, record the date and determine who follows up when the record is expiring soon. Keep course completion and the durable training record aligned so the worker’s history remains useful when a course is changed later.

Use one employee in an open cycle. Enter a business goal with a due date and weight, then create a manager review tied to that employee and cycle. Have the reviewer submit the narrative and overall rating, and have HR Business Partner check the result before release. Confirm the employee sees the released review under the intended permission. A review left in progress should remain distinct from one submitted for calibration.

Next enroll the same worker in a mandatory course. Record the completion date and score, then create the training record with provider, title and expiration date. L&D Admin should see the record in the expiring view at the appropriate status and be able to trace it to the employee and course. This gives a concrete case for checking both performance and learning access.

• Reviews submitted — Reviews ready for HR Business Partner to inspect by cycle, subject and reviewer.
• Training expiring soon — Completed learning whose recorded validity needs attention.

See development review and employee change.