Goal alignment connects individual, team, and organisational objectives in Humanforce HR. It helps employees understand how their work contributes to broader priorities and gives leaders visibility into how strategic goals are being supported across the business.
By making these relationships visible, Goal Alignment supports clarity, accountability, and shared ownership of outcomes across teams and reporting lines.
Capabilities
Understanding goal alignment
Large or strategic goals often require contributions from multiple people. Goal Alignment shows how individual goals fit into a wider objective, whether that objective belongs to another employee, a team, or the organisation.
When creating a goal, an employee can link their goal to a parent goal that has been shared with them. This makes it clear how their work contributes to a larger outcome.
Employees can also align their goals with other people across the organisation. This allows those employees to create their own contributory goals, supporting alignment up, down, and across reporting lines.
Understanding organisation objectives
Organisation Objectives represent the strategic priorities of the business. They are typically set by leadership and are visible to all employees, providing a shared view of what the organisation is working towards.
Because Organisation Objectives are visible across the business, employees can align their own goals directly to these objectives without any additional sharing or setup.
Aligning goals to Organisation Objectives helps promote consistency across teams and ensures that individual and team efforts are connected to strategic outcomes.
Recommended alignment approach
Organisation objectives are often broad and high-level. A common and effective approach is for leadership or department heads to first align team-level goals to Organisation Objectives.
These aligned team goals can then be shared with individual contributors, allowing alignment to become more specific as it moves down the organisation. This creates a clear alignment tree from strategic priorities through to individual work.
Aligning goals with people and organisation objectives
Goals can be aligned with:
Other employees’ goals
Team or departmental goals
Organisation objectives
This flexibility allows alignment to reflect how work is actually delivered, rather than being limited to formal reporting structures.
Viewing aligned goals
The Alignment section displays an alignment tree for each goal, showing how related goals connect to one another.
For each aligned goal, the following information is displayed:
Goal owner
Goal title
Progress percentage
Status
This provides a snapshot of how contributory goals are progressing and how they roll up to parent goals or organisation objectives.
The goal currently being viewed is highlighted, making it easy for users to orient themselves within the alignment tree.
Goals that contribute to a parent objective are shown indented beneath the goal they support, visually representing how individual work contributes to broader outcomes.
Multiple levels of alignment
Goals can be aligned across multiple levels and to multiple people or objectives.
Each goal appears directly beneath the goal or organisation objective it contributes to. If an employee has created more than one goal contributing to the same parent objective, each goal is displayed as a separate entry.
This allows leaders and goal owners to quickly understand:
How many goals support a shared objectiveWhere progress is on track or at risk
How effort is distributed across teams and individuals
Additional information
Organisation objectives (active, past, and upcoming, if published) are visible to all employees.
Goal alignment visibility is permission-based and may vary by role.
Alignment views support ongoing performance conversations, not just formal reviews.
Users with limited permissions may not be able to view or align goals outside their reporting scope. Contact your system administrator to confirm your access.