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 |
Act on Outcomes
| Tile | What it does |
|---|---|
| Employee Promotions | Change an employee’s job properties and pay through an approval |
| Bulk Promotion | Build the same change for many employees, with a per-person preview |
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. Employee Promotion
Go to: HR → Performance → Employee Promotions
Calibration decides someone should move up. The promotion is the document that actually moves them. One record carries the job change and the pay change together, goes through approval, and only on approval writes the Employee master and the revised Salary Structure Assignment so the change is auditable instead of being typed straight onto the employee.
| Field | What it means |
|---|---|
| Employee Name | Who is being promoted. Only active employees are offered |
| Date | Effective date. Cannot be earlier than the employee’s Joining Date |
| Department / Designation | Read-only, showing where the employee sits today |
| Employee Promotion Details | The properties to change, each row showing Current and New |
| Current Base Salary / Current Salary Structure | Read-only, from the assignment effective on the promotion date |
| Salary Revision | How the new base salary is entered |
| Revised Salary Structure | Leave it on the current structure to keep the employee where they are |
Properties you can promote
| Property | Written to the Employee master as |
|---|---|
| Department | Department |
| Designation | Designation |
| Employee Level | Employee Level |
| Reports To | Reporting manager, which also moves the person in the Organization Chart |
| Branch | Branch |
| Employment Type | Employment Type |
Each property can be used once per promotion, and the Current column is filled in from the employee, so the record keeps both sides of every change. Properties are optional a promotion that only revises pay is valid.
The Employee Level list only offers levels mapped to the designation the employee will hold. Change the proposed Designation and an incompatible level is cleared. A designation with no levels mapped shows a warning instead of an empty dropdown fix that on the Designation.
Salary Revision
Four ways to type the same number. Whichever you use, the promotion stores one absolute Revised Base Salary, so the record never depends on how the figure was reached.
| Mode | What it does |
|---|---|
| No change | Leaves the base salary alone |
| Increase by % | Current base salary plus that percentage |
| Increase by amount | Current base salary plus that amount |
| Set to amount | The exact new base salary |
Pay can only be revised when the employee has a Salary Structure Assignment effective on the promotion date. Without one the salary fields are disabled and the promotion can change Employee properties only. Assign a salary structure first if the pay has to move as well.
Workflow
Draft → Submitted → Approved
| Action | Available on | What it does |
|---|---|---|
| Edit | Draft | Only a draft can be changed |
| Submit | Draft | Sends it for approval. Nothing on the employee has changed yet |
| Unapprove | Submitted | Sends it back to Draft so it can be edited or deleted |
| Approve | Submitted | Applies the change to the employee |
| Delete | Draft | Removes the promotion. Submitted and approved records stay |
Approved is the end of the line. An approved promotion cannot be unapproved, edited, or deleted. Correct a mistake with a second promotion that moves the values back, so both movements stay in the history.
What approval does
Updates the Employee master
Every property on the promotion is written to the employee record. Changing Reports To re-parents them in the reporting hierarchy, and changing Designation creates the skill-map rows the new designation expects.
Creates the revised Salary Structure Assignment
Only when the pay terms actually moved. The new assignment is effective from the promotion date, on the revised structure (or the current one when you did not change it), carrying the income tax slab settings from the previous assignment. A properties-only promotion leaves pay untouched rather than cloning the assignment.
Records job history
The movement is written to the employee’s job history as a promotion, where the Employee History Report and the Employee Promotion Report pick it up.
A promotion must change something at least one property, the base salary, or the salary structure. A record that would apply nothing is rejected on save.
An employee can have more than one promotion open at a time, but each one is checked against the employee’s live values at approval. If the department, the salary assignment, or any other promoted value moved after the draft was written usually because another promotion was approved first approval stops with “…changed after this promotion was drafted”. Open the promotion, edit it to refresh its current values, and approve again.
Bulk Promotion
Go to: HR → Performance → Employee Promotions → Bulk Promotion
An annual increment for a whole department is the same change repeated fifty times. This screen builds it once.
| Section | What you set |
|---|---|
| Shared Change Set | Date, salary revision mode and value, revised salary structure, and the properties with their default target |
| Apply to All | Pushes the shared set onto every row in the table below |
| Employee Selection | Filter by department, designation, level, or employee group and Fetch Employees, or add people row by row |
Every value stays editable per employee after the shared set is applied, so one person can take a different increase without breaking the batch.
The footer shows “n of m will be created”, evaluated live against the server. Anyone who cannot be promoted is marked with the reason not active, promotion date before their joining date, pay revised without a salary assignment, an unapproved salary structure, or a row that changes nothing.
Creating asks how far to take them: Create as Draft, Create and Submit, or Create and Approve. The last option only appears with CAN_APPROVE_EMPLOYEE_PROMOTION.
Import from CSV
Go to: HR → Performance → Employee Promotions → Import from CSV
For promotions that were negotiated in a spreadsheet. Start from Download CSV Sample, which carries the exact headers:
| Column | Accepts |
|---|---|
| Employee Code | Required. The employee code, which must match exactly one person |
| Department | Exact department name, or its numeric ID |
| Designation | Exact designation title, or its numeric ID |
| Employee Level | Exact level name, or its numeric ID |
| Reports To Employee Code | The manager’s employee code, not their name |
| Branch | Exact branch name, or its numeric ID |
| Employment Type | Exact employment type name, or its numeric ID |
| Revised Base Salary | A number greater than zero |
| Revised Salary Structure | Exact salary structure name, or its numeric ID |
A blank cell means “leave this unchanged”, so a file only needs the columns being promoted. Every row needs at least one value beyond the employee code. The promotion date and the Draft / Submit / Approve choice are set once in the import dialog and apply to the whole file they are not columns.
The file is reviewed in an editable grid before anything is created, and is limited to 5 MB and 5,000 rows.
The two validation passes behave differently. A file problem an unknown employee code, a name that matches no record, a duplicated employee, a row that changes nothing blocks the entire import until it is fixed. A rejection from the server, such as an employee who has no salary assignment, only drops that person: the rest are created and the failed rows are listed against their CSV line numbers.
8. 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
- Turn the outcomes into Employee Promotions, in bulk where a whole cohort moves together
- Keep 1-on-1s running throughout the year