Performance
Go to: HR → Performance
Run structured appraisals, goals, multi-rater reviews, calibration, and ongoing 1-on-1 coaching.
Configure KPIs, cycles, templates, and score labels first under Performance Setup.
What’s on the tiles
Appraisals & Reviews
| Tile | What it does |
|---|---|
| Appraisal | Employee review package for a cycle/template |
| Bulk Appraisal | Create and manage appraisals for a whole cohort in one pass |
| Goal | Objectives linked to employees / KPIs / cycles |
| Goal Assignment | Give a goal to an employee with a target, weightage, and progress |
| Performance Review | Self, peer, or manager scoring |
| Calibration Session | Align ratings across teams |
Team Tools
| Tile | What it does |
|---|---|
| 1-on-1 Categories | Organize meeting series |
| 1-on-1 Series | Recurring manager–employee meetings |
| 1-on-1 Meetings | Individual meetings with talking points and notes |
1. Appraisal
Go to: HR → Performance → Appraisal
| Field | What it means |
|---|---|
| Employee / Cycle / Template | Who and which framework |
| Use Goal Scoring | Include goal progress in scoring when enabled |
| KPIs / Peer Reviewers | Criteria and who reviews |
| Raw / Calibrated Score | Scores before/after calibration |
| Performance Bucket | Band after calibration |
Workflow: Draft → Submitted / Cancelled
2. Bulk Appraisal
Go to: HR → Performance → Bulk Appraisal
Two tabs. Running an appraisal cycle for a department by hand means opening the same template and the same KPI weightages dozens of times. This screen does it once.
Create tab
| Step | What you set |
|---|---|
| Appraisal Configuration | Appraisal Cycle and Appraisal Template, both required |
| Appraisal KPIs | The KPIs pulled from the template, each with a Weightage |
| Employees | Search and select the cohort, or filter by department / designation and pull them in |
| Peer Reviewers | Optional, applied to every appraisal in the batch |
| Review Deadline | Optional. Leave empty for “No deadline” |
Creating produces one Draft appraisal per employee.
If some employees already have an appraisal for that cycle, ERPX creates the rest and reports Some Appraisals Were Not Created rather than failing the whole batch. Re-running is safe, because matched employees are skipped.
Manage tab
Lists the appraisals created for a cycle, with search and status filters, and bulk actions to Activate, Close, Cancel, or Delete them. This is where a whole cohort is moved forward at once after the reviews are in.
3. Goal
Go to: HR → Performance → Goal
| Field | What it means |
|---|---|
| Title / Description | What should be achieved |
| Employee / Cycle / KPI | Ownership and linkage |
| Progress / Dates | Tracking window |
| Parent / Is Group | Optional goal hierarchy |
Workflow: Draft → Active → Closed / Archived
4. Goal Assignment
Go to: HR → Performance → Goal Assignment
A Goal is the definition. A Goal Assignment is one employee’s copy of it: their target, their weightage, their progress. Appraisal goal scoring reads assignments, not goals.
| Field | What it means |
|---|---|
| Goal / Employee / Appraisal Cycle | Which goal, for whom, in which cycle |
| Target & Period | The number to hit and the window to hit it in |
| Weightage | How much this goal counts for that employee |
| Actual / Achievement | Progress entered manually, or pulled with Recalculate from source |
| Remarks | Context for the reviewer |
Status: Draft → Active → Completed / Cancelled
Recalculate from source re-reads the linked source documents and rewrites the actual value, replacing anything typed in by hand. Use Save Progress for goals you track manually.
Bulk Goal Assignment
Go to: HR → Performance → Goal Assignment → Bulk Goal Assignment
Assign one goal to many people. Pick the goal, cycle, target, period, and weightage once, then build the employee list, either row by row or by filtering on department, designation, branch, or employee level and using Fetch All Employees. Every row needs an employee before the batch will create.
Assignments are created in Draft so you can review before activating.
5. Performance Review
Go to: HR → Performance → Performance Review
| Field | What it means |
|---|---|
| Review For / Reviewer | Subject and who scores |
| Appraisal / Review Type | Self, Peer, or Manager |
| Feedback Scores | Scores using Score Labels |
| Overall Rating / Recommendation / Comment | Summary judgment |
Workflow: Draft → Submitted / Cancelled
Employees may also participate via the Employee Portal.
6. Calibration Session
Go to: HR → Performance → Calibration Session
Align appraisal scores into performance buckets (Outstanding → Needs Improvement) for fairness across teams.
| Field | What it means |
|---|---|
| Cycle / Mode | Free, Guided, or Forced distribution |
| Distribution % | Targets when forced mode is used |
| Entries | Appraisals mapped to buckets and scores |
Workflow: Draft → In Progress → Completed → Locked / Cancelled
7. 1-on-1 tools
Categories
Organize series (Career, Project Sync, Wellbeing).
Series
Recurring schedule between two participants (frequency, day, time). Can generate meetings. Status: Draft → Active → Paused / Ended.
Meetings
Scheduled conversations with talking points (Open / Discussed / Carried Forward) and notes.
Meeting statuses: Scheduled → In Progress → Completed / Cancelled (or request → approve/reject flows)
Suggested cycle
- Activate Appraisal Cycle + Template
- Create appraisals for the cohort, using Bulk Appraisal for anything larger than a handful
- Set goals early in the cycle and push them out with Goal Assignment
- Collect self / peer / manager reviews
- Run calibration if you standardize bands
- Keep 1-on-1s running throughout the year