User Stories Analysis like a Pro Consultant
User Stories Analysis like a Pro Consultant

User Stories Analysis like a Pro Consultant

 
 
The Performance Management processes under the Identify & Grow Value Chain align closely with the standard performance management cycle described in the search results. Here's how these processes map to the typical performance management steps:
  1. Planning:
      2. MHR-80-10-10 Set and Maintain Goals corresponds to the planning stage. This process involves employees and managers collaboratively setting SMART goals aligned with company objectives at the start of the performance year or when an employee starts a new role13.
  1. Monitoring and Developing:
      2. MHR-80-20-10 Continuous Performance and Feedback aligns with the monitoring and developing stages. It involves ongoing dialogue between employees and managers, allowing for real-time feedback, coaching, and support24.
  1. Reviewing:
      2. MHR-80-20-20 Review Performance matches the reviewing stage. This process includes self-assessment by the employee and evaluation by the manager at the end of the performance cycle35.
  1. Additional Processes:
  • MHR-80-20-30 Manage Performance Improvement addresses cases where employees need to improve their performance, aligning with the developing stage of the cycle3.
  • MHR-80-20-40 Conduct 360 Degree Review provides a comprehensive feedback mechanism, supporting both the monitoring and reviewing stages of performance management35.
These processes collectively form a comprehensive performance management system that supports continuous improvement, aligns individual goals with organizational objectives, and fosters employee development.
 

User Stories for Employee

 
User Story ID
Persona
Requirement
Value
EUS_PM_001
As an Employee
I can view my assigned goals for the current performance period.
So that I understand what is expected of me.
EUS_PM_002
As an Employee
I can edit the description of my goals to add clarity.
So that I can tailor them to my specific tasks.
EUS_PM_003
As an Employee
I can see how my goals align with team and company objectives.
So that I understand how I contribute to the larger picture.
EUS_PM_004
As an Employee
I can track my progress toward each goal.
So that I can monitor my performance and make adjustments as needed.
EUS_PM_005
As an Employee
I can update the status of my goals (e.g., "In Progress," "Completed," "Blocked").
So that I can keep my manager informed of my progress.
EUS_PM_006
As an Employee
I can add comments and notes to my goals.
So that I can document challenges, successes, and key learnings.
EUS_PM_007
As an Employee
I can upload supporting documents for my goals.
So that I can provide evidence of my achievements.
EUS_PM_008
As an Employee
I can request feedback from my manager on my goals.
So that I can receive guidance and improve my performance.
EUS_PM_009
As an Employee
I can view feedback provided by my manager.
So that I can understand my strengths and areas for improvement.
EUS_PM_010
As an Employee
I can access resources and training materials related to my goals.
So that I can develop the skills and knowledge I need to succeed.
EUS_PM_011
As an Employee
I can record activities and accomplishments relevant to my development.
So that I can document my contributions and growth.
EUS_PM_012
As an Employee
I can request just-in-time coaching from my manager.
So that I can receive immediate support when facing challenges.
EUS_PM_013
As an Employee
I can participate in continuous feedback discussions with my manager.
So that I can receive ongoing support and guidance.
EUS_PM_014
As an Employee
I can view my manager's notes and feedback on my activities.
So that I can understand my manager's perspective on my performance.
EUS_PM_015
As an Employee
I can initiate a self-assessment at the end of the performance cycle.
So that I can reflect on my performance and identify areas for growth.
EUS_PM_016
As an Employee
I can review my self-assessment before submitting it to my manager.
So that I can ensure it accurately reflects my performance.
EUS_PM_017
As an Employee
I can view my manager's performance evaluation.
So that I can understand how my manager assesses my performance.
EUS_PM_018
As an Employee
I can provide comments and feedback on my manager's evaluation.
So that I can ensure a fair and accurate assessment.
EUS_PM_019
As an Employee
I can acknowledge that I have reviewed my performance evaluation.
So that I can confirm that I have received and understood my performance feedback.
EUS_PM_020
As an Employee
I can access a performance improvement plan if one is created for me.
So that I understand the specific steps I need to take to improve my performance.
EUS_PM_021
As an Employee
I can view the goals and milestones in my performance improvement plan.
So that I have a clear roadmap for improvement.
EUS_PM_022
As an Employee
I can track my progress on my performance improvement plan.
So that I can monitor my improvement and make adjustments as needed.
EUS_PM_023
As an Employee
I can request support and resources to help me achieve my performance improvement goals.
So that I can receive the assistance I need to succeed.
EUS_PM_024
As an Employee
I can participate in regular check-ins with my manager to discuss my progress on the performance improvement plan.
So that I can receive ongoing feedback and support.
EUS_PM_025
As an Employee
I can request 360-degree feedback.
So that I can get a broader perspective on my performance.
EUS_PM_026
As an Employee
I can select the individuals from whom I want to receive feedback.
So that I can gather insights from those who know my work best.
EUS_PM_027
As an Employee
I can review the feedback I receive.
So that I can understand my strengths and weaknesses from multiple perspectives.
EUS_PM_028
As an Employee
I can use the 360-degree feedback to create a development plan.
So that I can focus on areas where I need to improve.
EUS_PM_029
As an Employee
I can view my historical performance reviews.
So that I can track my career progression over time.
EUS_PM_030
As an Employee
I can compare my current performance against past performance.
So that I can identify trends and areas for continuous improvement.
EUS_PM_031
As an Employee
I can nominate a peer for recognition related to goal achievement.
So that I can acknowledge contributions from others towards my goals
EUS_PM_032
As an Employee
I can access resources on goal-setting best practices.
So that I can write effective and achievable goals.
EUS_PM_033
As an Employee
I can filter my goals by status, due date, or alignment.
So that I can easily prioritize and manage my workload.
EUS_PM_034
As an Employee
I can receive automated reminders about upcoming goal deadlines.
So that I can stay on track and avoid missing deadlines.
EUS_PM_035
As an Employee
I can access my goals on my mobile device.
So that I can stay up-to-date on my performance while on the go.
EUS_PM_036
As an Employee
I can integrate my performance goals with my calendar.
So that I can schedule time to work on my goals.
EUS_PM_037
As an Employee
I can see who else is working on similar goals.
So that I can collaborate with colleagues and share best practices.
EUS_PM_038
As an Employee
I can receive coaching tips and suggestions based on my goals.
So that I can get personalized guidance on how to achieve my goals.
EUS_PM_039
As an Employee
I can access templates for performance improvement plans.
So that I can create a structured plan for improvement.
EUS_PM_040
As an Employee
I can access a glossary of performance management terms.
So that I can understand the terminology used in the performance management process.
EUS_PM_041
As an Employee
I can easily find the contact information for my HR Business Partner.
So that I can reach out for assistance with performance-related issues.
EUS_PM_042
As an Employee
I can provide feedback on the performance management process.
So that I can help improve the process for others.
EUS_PM_043
As an Employee
I can configure my notification preferences for performance management events.
So that I can receive timely updates about goal deadlines and performance reviews.
EUS_PM_044
As an Employee
I can access support documentation for the performance management system.
So that I can troubleshoot any technical issues I encounter.
EUS_PM_045
As an Employee
I can receive recognition from my manager for achieving my goals.
So that my hard work and accomplishments are acknowledged and appreciated.
EUS_PM_046
As an Employee
I can view my progress against my Key Performance Indicators (KPIs).
So that I can understand how my performance contributes to organizational success.
EUS_PM_047
As an Employee
I can attest to the accuracy of my profile information displayed in the performance management system.
So that data integrity and correct communication are maintained
EUS_PM_048
As an Employee
I can access the system using assistive technologies, such as screen readers.
So that the system is accessible to all employees, regardless of disability
EUS_PM_049
As an Employee
I can view a summary of my strengths and development areas based on past reviews.
So that I can quickly identify areas to focus on.
EUS_PM_050
As an Employee
I can export my performance data to a PDF or other format.
So that I can share my accomplishments with others, such as for promotion applications

User Stories for Manager

 
User Story ID
Persona
Requirement
Value
MUS_PM_001
As a Manager
I can assign goals to my team members for the current performance period.
So that I can clearly communicate expectations.
MUS_PM_002
As a Manager
I can view the goals of all my direct reports.
So that I can monitor team performance and alignment.
MUS_PM_003
As a Manager
I can edit the goals of my direct reports with their agreement.
So that I can adjust goals based on changing priorities.
MUS_PM_004
As a Manager
I can see how each team member's goals align with overall team and company objectives.
So that I can ensure everyone is working towards the same strategic goals.
MUS_PM_005
As a Manager
I can track my team's progress toward their goals collectively.
So that I can identify potential roadblocks and provide support.
MUS_PM_006
As a Manager
I can view the status updates for my team members' goals.
So that I stay informed about progress and challenges.
MUS_PM_007
As a Manager
I can add comments and provide feedback on my team members' goals.
So that I can offer guidance and support.
MUS_PM_008
As a Manager
I can review supporting documents uploaded by my team members.
So that I can evaluate their progress and achievements.
MUS_PM_009
As a Manager
I can provide feedback to my team members on their goal progress.
So that I can help them improve their performance.
MUS_PM_010
As a Manager
I can access resources and training materials related to goal setting and performance management.
So that I can effectively manage my team's performance.
MUS_PM_011
As a Manager
I can view the activities and accomplishments recorded by my team members.
So that I can understand their contributions and growth.
MUS_PM_012
As a Manager
I can provide just-in-time coaching and guidance to my team members.
So that I can support them in overcoming challenges.
MUS_PM_013
As a Manager
I can initiate and participate in continuous feedback discussions with my team members.
So that I can foster a culture of ongoing support and improvement.
MUS_PM_014
As a Manager
I can record my notes and feedback on my team members' activities.
So that I can provide structured feedback and document progress.
MUS_PM_015
As a Manager
I can initiate performance evaluations for my team members at the end of the performance cycle.
So that I can formally assess their performance.
MUS_PM_016
As a Manager
I can review my team members' self-assessments.
So that I can gain their perspective on their performance.
MUS_PM_017
As a Manager
I can provide my performance evaluation for my team members.
So that I can communicate my assessment of their performance.
MUS_PM_018
As a Manager
I can review and respond to my team members' comments and feedback on my evaluation.
So that I can ensure a fair and accurate assessment.
MUS_PM_019
As a Manager
I can finalize and submit performance evaluations for my team members.
So that I can complete the performance review process.
MUS_PM_020
As a Manager
I can create a performance improvement plan for team members who need to improve their performance.
So that I can support them in developing the needed skills.
MUS_PM_021
As a Manager
I can define the goals and milestones in a performance improvement plan.
So that I can provide a clear roadmap for improvement.
MUS_PM_022
As a Manager
I can track my team members' progress on their performance improvement plans.
So that I can monitor their improvement and provide support.
MUS_PM_023
As a Manager
I can provide resources and support to help my team members achieve their performance improvement goals.
So that I can increase the likelihood of success.
MUS_PM_024
As a Manager
I can conduct regular check-ins with my team members to discuss their progress on their performance improvement plans.
So that I can ensure they are on track and provide ongoing support.
MUS_PM_025
As a Manager
I can request 360-degree feedback for my team members.
So that I can gather a broader perspective on their performance.
MUS_PM_026
As a Manager
I can review the feedback collected from the 360-degree review process.
So that I can understand my team members' strengths and weaknesses from multiple perspectives.
MUS_PM_027
As a Manager
I can use the 360-degree feedback to provide targeted development suggestions to my team members.
So that I can help them focus on areas where they need to improve.
MUS_PM_028
As a Manager
I can nominate team members for a performance bonus.
So that I can reward excellence
MUS_PM_029
As a Manager
I can calibrate ratings with my peers and skip-level manager to ensure fairness and consistency.
So that the process is objective and comparable across the business
MUS_PM_030
As a Manager
I can access reports showing team performance against goals.
So that I can assess overall team effectiveness.
MUS_PM_031
As a Manager
I can view a summary of individual employee strengths and areas for development.
So that I can tailor coaching plans effectively.
MUS_PM_032
As a Manager
I can compare performance data from different teams to identify best practices.
So that I can promote cross-team learning and knowledge sharing.
MUS_PM_033
As a Manager
I can monitor completion rates for performance evaluations in my team.
So that I can ensure all evaluations are completed on time.
MUS_PM_034
As a Manager
I can access tips and best practices for providing effective feedback.
So that I can deliver impactful and constructive feedback.
MUS_PM_035
As a Manager
I can view the historical performance reviews of my team members.
So that I can understand their career progression over time.
MUS_PM_036
As a Manager
I can filter my team's goals by status, due date, or strategic alignment.
So that I can easily track progress towards critical objectives.
MUS_PM_037
As a Manager
I can receive automated notifications when my team members update their goal status or submit a self-assessment.
So that I can stay informed about important performance milestones.
MUS_PM_038
As a Manager
I can access my team's performance data on my mobile device.
So that I can stay connected to their progress while on the go.
MUS_PM_039
As a Manager
I can export performance reports to share with my leadership.
So that I can effectively communicate my team's performance.
MUS_PM_040
As a Manager
I can delegate goal setting and performance review tasks to my team leads.
So that I can distribute workload effectively.
MUS_PM_041
As a Manager
I can view and approve goals suggested by my direct reports.
So that I can collaboratively shape individual objectives
MUS_PM_042
As a Manager
I can document performance discussions and agreements.
So that all parties have a written record
MUS_PM_043
As a Manager
I can track employee acknowledgment of performance reviews.
So that it is clear employees have received and reviewed feedback
MUS_PM_044
As a Manager
I can suggest relevant training based on development areas identified in reviews.
So that I can support employee growth concretely.
MUS_PM_045
As a Manager
I can view succession plans and talent pools of my high-performing team members.
So that I can help support their career progression
MUS_PM_046
As a Manager
I can use AI-driven insights to identify patterns in performance data.
So that I can gain deeper understanding of team dynamics and performance drivers
MUS_PM_047
As a Manager
I can nominate employees for formal mentorship programs.
So that I can invest in their future development
MUS_PM_048
As a Manager
I can adjust individual goals in real time based on changing business conditions.
So that I can make sure everyone is working on high-impact objectives
MUS_PM_049
As a Manager
I can give performance awards that are visible to the organization
So that achievements can be celebrated publicly
MUS_PM_050
As a Manager
I can review the feedback from the 360 reports with the employee to create a Development plan to work on their areas of opportunity.
So that they can grow into successful roles

User Stories for HRBP

 
User Story ID
Persona
Requirement
Value
HRBP_PM_001
As an HRBP
I can access a dashboard summarizing performance review completion rates across all departments I support.
So that I can proactively follow up with managers and ensure timely completion of the performance cycle.
HRBP_PM_002
As an HRBP
I can generate reports on goal alignment with organizational objectives across different teams.
So that I can identify areas where goals may need to be better aligned.
HRBP_PM_003
As an HRBP
I can view the distribution of performance ratings across the organization and within specific departments.
So that I can identify potential biases or inconsistencies in the evaluation process.
HRBP_PM_004
As an HRBP
I can access a list of employees who are consistently high performers.
So that I can help develop and implement retention strategies for critical talent.
HRBP_PM_005
As an HRBP
I can identify employees who are consistently low performers and have not shown improvement despite interventions.
So that I can support managers in addressing performance issues and making necessary decisions.
HRBP_PM_006
As an HRBP
I can track the progress of employees on performance improvement plans.
So that I can provide guidance and support to managers and employees during the improvement process.
HRBP_PM_007
As an HRBP
I can access templates and resources for creating effective performance improvement plans.
So that I can ensure consistency and quality in performance improvement processes.
HRBP_PM_008
As an HRBP
I can facilitate calibration meetings between managers to ensure consistency in performance evaluations.
So that I can promote fair and equitable performance management across the organization.
HRBP_PM_009
As an HRBP
I can review performance evaluations before they are shared with employees.
So that I can identify any potential issues or inconsistencies and provide feedback to managers.
HRBP_PM_010
As an HRBP
I can provide guidance to managers on how to deliver effective performance feedback.
So that I can improve the quality of communication between managers and employees.
HRBP_PM_011
As an HRBP
I can access a summary of the feedback provided in 360-degree reviews.
So that I can identify key strengths and development areas for employees.
HRBP_PM_012
As an HRBP
I can use 360-degree feedback data to create personalized development plans for employees.
So that I can support employee growth and development.
HRBP_PM_013
As an HRBP
I can track the completion of development activities by employees.
So that I can monitor progress and provide support as needed.
HRBP_PM_014
As an HRBP
I can generate reports on participation rates in 360-degree review programs.
So that I can assess the effectiveness of the program and identify areas for improvement.
HRBP_PM_015
As an HRBP
I can access a library of training and development resources.
So that I can provide employees with access to relevant learning opportunities.
HRBP_PM_016
As an HRBP
I can track employee participation in training and development programs.
So that I can monitor the effectiveness of these programs.
HRBP_PM_017
As an HRBP
I can use performance data to identify skill gaps within the organization.
So that I can recommend targeted training and development programs.
HRBP_PM_018
As an HRBP
I can access data on employee engagement levels.
So that I can understand the impact of performance management practices on employee morale.
HRBP_PM_019
As an HRBP
I can use performance data to identify potential causes of employee disengagement.
So that I can recommend strategies to improve employee morale and retention.
HRBP_PM_020
As an HRBP
I can view the impact of performance management practices on employee turnover rates.
So that I can assess the effectiveness of performance management in retaining talent.
HRBP_PM_021
As an HRBP
I can provide guidance to managers on how to address employee concerns about performance evaluations.
So that I can promote open communication and fair treatment.
HRBP_PM_022
As an HRBP
I can mediate disputes between managers and employees regarding performance-related issues.
So that I can facilitate resolution and maintain positive working relationships.
HRBP_PM_023
As an HRBP
I can access legal and compliance resources related to performance management.
So that I can ensure that performance management practices are compliant with applicable laws and regulations.
HRBP_PM_024
As an HRBP
I can conduct audits of performance management processes.
So that I can identify areas for improvement and ensure compliance.
HRBP_PM_025
As an HRBP
I can recommend changes to performance management policies and procedures.
So that I can improve the effectiveness and fairness of the performance management system.
HRBP_PM_026
As an HRBP
I can analyze performance data to identify trends in employee performance over time.
So that I can provide strategic insights to leadership on workforce effectiveness.
HRBP_PM_027
As an HRBP
I can use performance data to inform talent management decisions, such as promotions and succession planning.
So that I can ensure that high-potential employees are identified and developed.
HRBP_PM_028
As an HRBP
I can create customized reports on performance data for different stakeholders.
So that I can provide relevant insights to different audiences.
HRBP_PM_029
As an HRBP
I can configure system settings to reflect organizational performance management policies.
So that I can ensure that the system aligns with business needs.
HRBP_PM_030
As an HRBP
I can manage user access and permissions within the performance management system.
So that I can protect sensitive employee data.
HRBP_PM_031
As an HRBP
I can monitor data quality within the performance management system.
So that I can ensure the accuracy and reliability of performance data.
HRBP_PM_032
As an HRBP
I can troubleshoot technical issues within the performance management system.
So that I can minimize disruptions to the performance management process.
HRBP_PM_033
As an HRBP
I can provide training and support to managers and employees on how to use the performance management system.
So that I can maximize adoption and effectiveness of the system.
HRBP_PM_034
As an HRBP
I can gather feedback from managers and employees on the performance management system.
So that I can identify areas for improvement.
HRBP_PM_035
As an HRBP
I can participate in the design and implementation of new performance management features.
So that I can ensure that the system meets the needs of the organization.
HRBP_PM_036
As an HRBP
I can contribute to the development of communication materials about the performance management system.
So that I can promote awareness and understanding of the process.
HRBP_PM_037
As an HRBP
I can conduct research on best practices in performance management.
So that I can inform the organization's performance management strategy.
HRBP_PM_038
As an HRBP
I can present performance data and insights to executive leadership.
So that I can support data-driven decision-making.
HRBP_PM_039
As an HRBP
I can work with IT to integrate the performance management system with other HR systems.
So that I can ensure seamless data flow and reporting.
HRBP_PM_040
As an HRBP
I can document all performance management processes and procedures.
So that I can ensure consistency and compliance.
HRBP_PM_041
As an HRBP
I can use performance data to inform workforce planning decisions.
So that I can ensure the organization has the right talent in the right roles.
HRBP_PM_042
As an HRBP
I can access and provide context on organizational goals during goal-setting meetings.
So that individual goals are meaningfully aligned with the strategic direction of the company
HRBP_PM_043
As an HRBP
I can view aggregate 360 feedback to pinpoint broader skill gaps within departments.
So that I can strategically recommend relevant team trainings
HRBP_PM_044
As an HRBP
I can access metrics on the effectiveness of performance improvement plans.
So that I can adjust approaches or resources as needed
HRBP_PM_045
As an HRBP
I can flag performance reviews for second-level review based on certain criteria.
So that potential legal or compliance issues can be identified early.
HRBP_PM_046
As an HRBP
I can compare historical performance trends to current performance results.
So that I can assess the effectiveness of recent performance management changes
HRBP_PM_047
As an HRBP
I can view employees' self-identified strengths and development goals.
So that I can better support career pathing
HRBP_PM_048
As an HRBP
I can simulate the potential impact of different rating distributions.
So that I can help managers understand consequences and calibrate appropriately
HRBP_PM_049
As an HRBP
I can easily locate and access performance-related documentation for legal requests.
So that I can ensure quick and comprehensive compliance with legal needs
HRBP_PM_050
As an HRBP
I can anonymize performance data for analysis and benchmarking purposes.
So that internal comparisons can be made fairly and ethically