Performance management

Performance reviews that follow your process

Performance management software for formal, informal, competence and 360° reviews. Design your own reviews, rating sets and review cycles. HR Manage runs every cycle as a workflow, from agreeing targets to the final consistency review.

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Why it matters

Reviews people trust, cycles that run themselves

Your practice, not ours

Templates, rating sets and rules are set up to match how your company already reviews performance, whether that is a Balanced Scorecard, competence reviews or 360° feedback.

Formal, informal, competence and 360° reviews

Every cycle on schedule

A review schedule starts the workflow for each person, so everyone knows what to do and when. HR follows progress instead of chasing it.

Review cycles run as workflows

Ratings that are fair

Several reviewers can rate the same person, weighted by their role, and a consistency review checks the spread of ratings before results are final.

Calibrated against a target distribution

What it does

A performance management system shaped around you

Review templates your way

Templates decide the layout and structure of a review, the rating set it uses and how ratings and totals are calculated and shown. Formal reviews capture ratings and comments, informal reviews capture comments only.

Simple, landscape and survey layouts
Rating sets picked from a list or entered within ranges
Totals as a percentage, a score out of the maximum or a rating
Your own introduction text, prompts and button labels

Reviewers, roles and 360° feedback

Each review has its participants: the employee, a main reviewer, secondary reviewers, and formal or informal reviewers who may stay anonymous. Observers can follow a review without taking part.

Final ratings from the main reviewer, an average, or weighted by role
Sign-off required per participant, where you want it
Reviewers can act on behalf of others, if the template allows
The main reviewer can keep their own ratings private until the end

Review cycles on workflows

Performance reviews run on the HR Manage workflow engine. Design the steps every cycle must follow, and add forms, surveys, decisions and other activities wherever the process needs them.

Review schedules per period, company or branch
Activity dates enforced, or left flexible
A responsible group manages each schedule
Review steps can also sit inside any other workflow

Profiles and targets

Each review draws its KPAs, indicators and competencies from the employee's own profile, the generic job profile or an earlier review in the same cycle. Targets are usually agreed in an informal review at the start of the cycle and carry straight into the formal review.

Fallback profile sources if the first choice is missing
Agreed targets can be written back to the employee's profile
Components picked from the component library, captured by hand, or both
Training linked to components points to the courses that help

Consistency reviews

Before results are final, a responsible group compares the ratings across a schedule against the distribution you expect, and adjusts where one manager rates very differently from the rest.

A target distribution for every rating
Reviews locked while the consistency review runs
One consistency review per schedule and review step

Reports and history

Every review and its history is kept per employee. Because reviews link to people, managers and organisational units, results can be analysed for a person, a team or the whole company.

Up-to-date status and progress of company-wide reviews
Past reviews shown inside the current one
Attachments and comments kept with the review

One system, many reviews

Run the reviews your company needs

Each review type is a template, so they can sit side by side in the same cycle.

Formal performance review

Ratings and comments

Scores against KPAs and targets, with the final rating worked out the way you choose.

Competence review

Skills and behaviours

Ratings against the competencies and skills in the job's competence profile.

360° feedback

Many voices

Input from managers, peers, subordinates and others, anonymous where it helps honesty.

Informal check-in

Comments only

No ratings attached: used to agree targets at the start of a cycle, or to check in between formal reviews.

Start where you are

No finished job profiles needed to begin

You don't need a performance-ready company or a complete set of job profiles to start. A review can begin from an empty profile and build up as you go.

Start with the basics and add sophistication cycle by cycle. The targets you agree at the start of a cycle become the measure at its end.

Grow at your own pace

Start reviews from an empty profile
Build job profiles from the component library
Carry agreed targets into the next cycle
Add 360° feedback when you are ready
Add consistency reviews as the process matures

Works with

Part of one HR system

Job profiling

The profiles every review is built on.

Workflows

The engine that runs each review cycle.

Training

Courses linked to the skills a review shows need work.

Reporting & BI

Review progress and results in reports.

With the professional service and experience of People Resolutions we have developed a bespoke online performance management program that has added value to our organization and enhanced the reputation of the HR team.

Terry Skelding

HR Executive, Shared Services, RCL Foods