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11
Performance High business impact

Performance Management

KPI-based quarterly & annual reviews

the problem

Appraisals are inconsistent, subjective, and disconnected from measurable business goals.

the solution

KPI Master and Competency Master definitions, KPI templates assigned by designation, a 4-step quarterly evaluation cycle, and annual aggregation with formal review and approval.

business impact / growth model

How this module moves the business

impact level

High

mechanism

Self-evaluation and manager review happen against the same KPI template; the annual aggregation step then calculates a weighted average across all quarterly periods automatically.

metric moved

Goal attainment rate and productivity per FTE

workflow / step-by-step

How Performance Management works

01
Performance periods
Define review cycles — Q1/Q2/Q3/Q4 plus Annual — with start/end dates and self-eval / manager-eval windows.
02
KPI & competency master
Define all measurable KPIs (targets, units, weight %) and behavioural/skills competencies for rating.
03
KPI templates
Build a KPI set for a designation by dragging KPIs from the master and setting weights; view, edit, clone, or bulk-assign templates.
04
KPI assignment
Confirm the KPIs assigned to each employee for the period.
05
Self evaluation
Employee logs actual achievement vs target for each KPI.
06
Manager review
Manager validates or adjusts the employee's self-scores.
07
Competency rating
Rate employee behavioural competencies on a 1–5 scale.
08
Annual aggregation & approval
System calculates a weighted average across all quarterly periods; senior HR/management reviews and approves, locking scores and notifying employees.
09
Reports & dashboard
Individual KPI scorecards, company-wide annual rating distribution, and real-time completion % / score distribution charts.

sub-modules in this workflow

Performance periods KPI & competency master KPI templates KPI assignment Self evaluation Manager review Competency rating Annual aggregation & approval Performance reports

cross-module integration

Connected modules

12
PAR — Performance Appraisal Review
3-stage formal appraisal sign-off
07
Talent Management
Career paths, succession & development
03
Lifecycle Management
Audit trail for every employee change
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