Create a 30/60/90-day goal plan for new hires to quickly align with company goals during the onboarding period.
Ensure new hires can quickly align with company objectives during their onboarding period.
Provide a structured, milestone-based goal plan for the onboarding process.
Track and assess the onboarding progress to ensure smooth integration and productivity.
Employee (New Hire): Sets onboarding goals aligned with 30/60/90-day milestones and tracks progress.
Manager: Reviews and provides feedback on the new hire’s goals at each milestone and supports their integration.
HR Administrator (HR Admin): Configures the onboarding goal-setting environment, monitors progress, and ensures alignment with company objectives.
The new hire and manager must have access to the Goal Plan feature in the greytHR PMS.
An onboarding goal template should be available, or goal-setting must be enabled for the onboarding period.
New hires and managers should understand the onboarding process and expected milestones.
Log in to the greytHR Admin portal and go to Performance Management > Goal Plans.
Create a New Goal Plan
Click Create Plan and select the appropriate Goal Plan Type:
Performance Goal Plan (specific targets)
Developmental Goal Plan (skill development)
Organizational Goal Plan (company-wide objectives)
Other (special projects or unique tasks)
Set Goal Plan Details
Enter the goal plan name, description, and duration covering the 30/60/90-day milestones.
Optionally, upload a policy document outlining the onboarding objectives for the new hire’s reference.
Select Employees: Add the new hire to the onboarding goal plan by clicking + Add Employees.
Define Timelines and Controls
Set deadlines for each milestone (e.g., 30-day, 60-day, and 90-day goals).
Configure reminders to notify employees and managers of upcoming milestones.
Configure Goal Categories and Weightage
Define categories like Learning, Company Systems, Project Involvement, and Probation Requirements.
Assign weightages to prioritize specific onboarding tasks or goals.
Assign Role-Based Controls: Set permissions so that the new hire can view and update goals, while managers can review, edit, and provide feedback.
Review and Save the Goal Plan: Check details in the Summary section and click Save to save the plan as a draft.
Activate the Goal Plan: In the Drafts tab, click Activate. Once activated, the plan cannot be edited.
Notify New Hire and Manager: Use the Notify button to send reminders, prompting the new hire to start setting up and working on goals.
The new hire logs into Performance Management > Goal Plans, clicks Create Goal, and fills out the details based on SMART criteria for each milestone:
Specific: Clearly define the task or learning objective.
Measurable: Outline how progress will be tracked.
Achievable: Ensure the goal is realistic for the onboarding period.
Relevant: Align the goal with role-specific responsibilities and company objectives.
Time-bound: Set a deadline for each milestone.
The manager reviews each goal, provides feedback if needed, and either approves or requests modifications.
Throughout the onboarding period, the new hire tracks and updates goal progress as they complete each milestone.
The onboarding goals are added to the new hire’s Goal Plan and are tracked throughout the 30/60/90-day onboarding period.
The new hire receives periodic reminders and can update progress as they work toward each milestone.
Managers and HR can monitor progress and provide real-time feedback, ensuring alignment and support.
Spending too much time creating new goal plans from scratch.
Solution: Clone existing goal plans to reuse configurations and save time.
Employees need flexibility to adjust their goals after the cycle starts.
Solution: Define a window of time during which employees can modify their goals to accommodate necessary changes.
Finding it difficult to track goal progress regularly.
Solution: Automate weekly or monthly check-in reminders to keep employees and managers on top of their progress.
Some tasks or goals need higher priority over others.
Solution: Assign weightage to goals to ensure key tasks are prioritized.
Need a quick way to monitor employee’s goal progress.
Solution: Use the Not Started, In Progress, and Completed columns to track goal statuses at a glance.
Difficulty in organizing and analyzing goal data.
Solution: Use pivot mode, grouping options, and filters to view and organize data from different perspectives and gain better insights.
The HR Admins can create and configure onboarding goal plans in the greytHR Admin portal. Managers can review and provide feedback on goals, while new hires can set and update their own goals once the plan is activated.
When creating a new goal plan, you can choose from four types:
Performance Goal Plan – for specific, measurable targets
Developmental Goal Plan – for skill-building objectives
Organizational Goal Plan – for company-wide alignment
Other – for special projects or unique onboarding tasks
No. Once a goal plan is activated, it cannot be edited. It is recommended to thoroughly review all details in the Summary section before clicking Activate. If changes are needed before activation, the plan can be modified while it remains in the Drafts tab.
While setting up the goal plan, click + Add Employees in the Select Employees section and search for the new hire to include them in the plan.
Once the plan is activated, use the Notify button to send reminders to the new hire and their manager. You can also configure automated reminders during setup to alert them of upcoming milestones (30-day, 60-day, and 90-day checkpoints).
SMART is a framework new hires use when creating their goals:
Specific – clearly defines the task or objective
Measurable – outlines how progress will be tracked
Achievable – ensures the goal is realistic for the onboarding period
Relevant – aligns with the role and company objectives
Time-bound – includes a deadline tied to a milestone
Yes, but only within a defined window of time. HR Admins can configure a modification window during which employees are permitted to adjust their goals. Outside of this window, goals are locked.
Use the Clone feature to duplicate an existing goal plan. This reuses the existing configuration — categories, weightages, timelines, and controls — saving significant setup time for future onboarding cycles.
New hires update their goal progress directly in Performance Management > Goal Plans. Progress is visible across three status columns: Not Started, In Progress, and Completed, giving managers and HR a quick at-a-glance view of each hire's onboarding status.
Yes. When configuring goal categories (e.g., Learning, Company Systems, Project Involvement), you can assign weightages to each category or goal. Higher weightage indicates greater priority, ensuring key onboarding tasks receive appropriate focus.
Common categories for onboarding goal plans include:
Learning – role-specific knowledge and training
Company Systems – familiarity with tools, platforms, and processes
Project Involvement – participation in initial assignments or team projects
Probation Requirements – goals tied to probation period benchmarks
Use the built-in pivot mode, grouping options, and filters within the Goal Plans section to organize and analyze data across employees, milestones, and goal statuses for deeper insights and reporting.
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