Talent And Performance

Define monthly/quarterly/ bi-annually or annual goal cycle. Identify limitations, set KRAs, KPIs, competencies as per the designations. Give flexibility to employees to outline their own goal sheet.
Whether it’s for the sales department or finance or HR, pick relevant goals from existing templates and map them as per the departments and designations. You can also copy from previous goals sheets to fasten the process.
Your new joinees are never missed, goals are auto triggered as per the policy on completion of 3 months, or as defined.

Let your employee get a good grip of their work direction by aligning their weekly initiatives with goals. Once assigned, link initiatives with the KPIs and on completion, auto trigger team or manager feedback.
Why wait for Quarter end or year end for reviews and feedback. Now managers can raise a request in InfowanHR and schedule one on one meetings with the team.
Record the MOMs in the Plan, Progress, Problem model, clearly stating takeaways and actions.

Get feedback from people you work with for a fair and accurate evaluation with our Performance appraisal software. Map the nomination process with role and workflows – who will nominate who and the minimum number of nominations for any employee.
Once approved, the process is auto initiated and feedback from all nominees are captured.

Customize the feedback questionnaire, modify it as per the nature of work involved and for different nominees. If need be, capture feedback from the clients.
Set the duration for the feedback cycle and leave it to the system. Foster employee growth through continuous feedback.

Once the review policy is laid out, the tasks are auto triggered in the inbox.
Evaluate the rewards, badges, accolades your employee has earned over the year for a fair and all rounded assessment.

Evaluate your employee’s current and potential level of contribution to the organization on a 9 box matrix.
The vertical columns of the grid indicate growth potential, and the horizontal rows identify whether the employee is currently below, meeting or exceeding performance expectations.
The intersection of the two determines the employee’s current standing and where development may be needed.

Interviews can be misleading, check insights to see the top and poor performers out of all the new hires on the basis of KPIs and continuous feedback.
Multiple personal and professional reasons can influence the performance of employees. Use our performance management software to gauge if the work quality of a particular employee has improved, got stagnant or declined. Align new positions for poor performers in the recruitment management software.

Is continuous feedback given enough importance or not? Use our HR software to understand how many 1 on 1 are created and initiatives are taken in your organisation.
Spot the top performers and poor performers across organisation or department wise and make the right reward, recognition or improvement plan for them.

Our HRIS software empowers employees and managers likewise. While employees can see, update their goals, create initiatives and check the feedback, managers can tap into the individual and team performance.
Spot the top performers, low performers, the ratings given, initiatives taken and more. With our performance management software, the managers can tap into their teams’ performance like a breeze.
The employees can create their goals, do self review and a lot more while the managers are empowered to edit the goals and review the performance.

The mobile app lets employees and their managers create, change and update key performance elements on the go. Employees can create and view goals, take initiatives, create one on ones while the managers can edit and review goals and provide feedback from anywhere, anytime!
While using the attendance management software and payroll management software key mobile app features the employees can check their attendance and download payslip.

360 Degree Performance Management