1. performance management systems should blend goals, feedback, and check-ins in their process. Goals set direction, feedback ties goals to the day-to-day, and check-ins provide space for long-term performance discussions.
2. Review Cycles and Timing - There should be exhaustive options for review cycle design and timing. You should be able to decide who reviews whom when and in what sequence.
3. Form Question Types - The software needs to accommodate questions you want to ask your employees, not just commonly asked questions.
4. Goal Options - Effective software allows you to choose the type of goals you want to set like KPI’s, S.M.A.R.T. goals, long term, or any others.
5. Feedback Flexibility - Good software makes it easy to provide downward, upward, peer, or external feedback and edit visibility settings so reviewers choose who sees their feedback and when.
6. Self-Serve Administration - HR should be able to track the progress of reviews and goals at a glance and customize the software on their own.
Logic for merit
Who’s involved Who’s not
Eligibility grades and time
Merit increments calculator
Proposed a percentage of work done and proposed
Appraisals and increments
Team and objectives
End achievements and failures
Smart system to analyzing manager performance on the system and
Notifications and awareness
Tasks Reminders, team projects, people projects participated,
Promotions and salary adjustment
Lum sum amount
Calculation based on number of employee
Calculation based on amount
Exceeding the increments budget
Seamless integration and API
End of the year report ( weakness and strength)
Salary increases integration with agent and benchmark
Grades min max and mid point
Top 5 or 10
Role based permissions