How it works
- Open Performance, choose the cycle, and pick an employee in the Goals panel.
- Press Add goal, write the goal title, choose the type and enter the weight in percent.
- Repeat until the person's goals are complete, aiming for weights that add up to 100.
- The list shows each goal with its type badge, title, weight and progress, with a tick on completed goals.
- ZeniaHR computes weighted progress by multiplying each goal's weight by its progress, adding the results and dividing by the total weight. Dropped goals are left out.
What you can set
- Goal types: KPI, OKR, KRA, competency and task.
- Weight from 0 to 100 percent on each goal.
- Each goal belongs to one employee and one cycle.
- Progress per goal from 0 to 100 percent, shown beside the goal.
- Weighted progress: weight times progress, summed and divided by total weight; a plain average when no goal has a weight.
- Completed goals carry a tick; dropped goals leave the list and the weighted figure.
Choosing the right goal type
The types help managers write goals of the right shape. A KRA names an area the person owns, such as plant safety or vendor payments. A KPI is the number that shows how that area is going, such as lost-time incidents or payments made within terms. An OKR pairs an ambitious objective with two or three measurable key results. A competency covers a skill or behaviour, such as coaching the team. A task is a one-off deliverable with an end date. Most roles need a mix; the job role pages list typical KRAs and KPIs to start from.
Worked example: weighting a branch manager's goals
Ravi Shankar manages a retail store in Madurai. For FY 2026-27 HR adds four goals: a KPI for monthly sales of ₹38 lakh, weight 40; a KPI for stock shrinkage under 0.5 percent, weight 20; a KRA for staff attendance and rosters, weight 20; and a competency for coaching two team leads, weight 20.
Suppose that at the half-year mark the goals stand at 75, 50, 100 and 40 percent. Weighted progress is 40 x 75 plus 20 x 50 plus 20 x 100 plus 20 x 40, which is 6,800, divided by the total weight of 100, giving 68 percent. A plain average of the four would read 66.25 percent, which understates how much the sales goal matters.
Setting goals people can own
Keep each person to three to six goals; ten goals of 10 percent each tell nobody what matters. Put at least half the weight on measurable KPIs, write a target and a unit into every goal title, and keep task goals for real one-off deliverables. Agree the goals with the person before activating the cycle, since changing weights mid-year undermines trust in the final discussion.
See kpi, kra and okr goals in a demo
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Book a free demoSee pricingFrequently asked questions
What is the difference between a KPI and a KRA?
A KRA, key result area, is a part of the job the person is responsible for, such as customer service. A KPI, key performance indicator, is the measure that shows how well that area is going, such as complaints closed within 48 hours. In ZeniaHR both are goal types with their own weight.
Do goal weights have to add up to 100?
ZeniaHR does not force it, because weighted progress divides by the total of the weights. Weights of 2, 1 and 1 behave exactly like 50, 25 and 25. Keeping the total at 100 is still wise, since everyone can read each weight as a share of the whole.
Can one employee have goals in more than one cycle?
Yes. Goals belong to a cycle, so a sales manager can hold annual goals in the financial-year cycle and a separate set in a quarterly sales cycle. Each cycle shows only its own goals and its own weighted progress.