Set clear objectives, conduct structured reviews, and track employee development with continuous feedback, performance insights, and data-driven decisions.
Set SMART goals and OKRs aligned with company objectives. Track progress continuously.
Conduct periodic reviews with customizable rating scales and competency frameworks.
Enable managers and peers to provide real-time feedback throughout the year.
Create individual development plans with training recommendations.
Collect feedback from managers, peers, subordinates, and self-assessment.
Analyze performance trends, identify top performers, and spot improvement needs.
Define specific, measurable, achievable, relevant, and time-bound goals.
Cascade organizational goals down to departments and individuals.
Update goal progress with percentage completion and status updates.
Configure annual, half-yearly, or quarterly review cycles.
Define rating scales like 1-5, A-D, or meets/exceeds expectations.
Evaluate employees on technical, behavioral, and functional competencies.
Allow employees to complete self-reviews before manager assessments.
Structured evaluation forms with ratings and detailed comments.
Collect feedback from colleagues for comprehensive evaluation.
Create PIPs for underperformers with specific improvement actions.
Schedule and document regular manager-employee discussions.
Normalize ratings across teams to ensure fairness.
Conduct year-end performance reviews linked to compensation planning.
Evaluate new hires during probation period for confirmation decisions.
Use performance history for promotion and succession planning.
Yes, you can create custom review templates with your own questions, rating scales, and competency frameworks based on roles or departments.
The employee receives feedback from multiple sources—manager, peers, direct reports, and self. The system collects anonymous responses and generates consolidated reports.
Yes, employees can view their goal progress, completed reviews, feedback received, and ratings through their self-service portal.
While performance ratings are recorded, the link to compensation is configured based on your policy. You can use performance data to inform salary revision decisions.
See how HRMS Mitra Performance Management can help you set goals, track progress, and develop your team effectively.