Performance 360

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Frequently Asked Questions

Functional

Start with the Review Cycle, where HR or managers set the period (e.g., quarterly, half-yearly), assign participants, and activate the cycle to kick off the appraisal process. This is managed via the Review Cycle and Review Cycle Configuration features.

Absolutely. The module supports setting up Goals and KRAs (Key Result Areas) through configurable templates (“General Template,” “Goal,” “KRA Template”). These help align individual goals with organizational objectives

When performance issues arise, HR can assign employees to PIP Employee Assignment with defined PIP Goals and track their progress through dedicated reports—streamlining corrective actions.

Review Cycle Report,PIP Goal Report,Meeting Statistics and many more

The One-to-One Meeting feature enables logged interactions between employees and managers—documenting agenda, progress, and actions—serving as a structured check-in tool.

Yes. With its structured template managers, configurable review cycles, and reporting dashboards, Performance 360 is designed to grow alongside evolving appraisal frameworks and organizational structures.

By setting expectations via Goal and KRA templates and monitoring progress through the review cycle, Performance 360 aligns individual performance with strategic business objectives—driving results and reinforcing accountability.

Centralization eliminates fragmented spreadsheets and email chains. Everything—goals, meetings, feedback, PIPs, reports—is managed in one seamless system, greatly reducing administrative overhead and ensuring consistency.

Through features like One-to-One Meetings, PIP assignments, and Employee Sentiments tracking, the module ensures continuous dialogue and proactive performance improvement—fostering engagement and retention.

Yes. The module allows setting customized Goal and KRA templates as well as appraisal formats that align with business objectives—ensuring consistency and alignment at every level

Technical

The Question Bank can house mixed question types (e.g., rating scales, multiple-choice, open comments). The system handles templated form generation, dynamic rendering in the UI, and normalization of responses for aggregation.

Yes, administrators can export normalized appraisal data as CSV/Excel or use API endpoints for raw JSON/XML output.

The module includes PIP Employee Assignment—to assign improvement plans—and PIP Goal configuration—where specific performance goals are attached and tracked automatically within the system.

All eligibility rules—including appraisal formats, scoring templates, and review logic—are controlled within the Appraisal Configuration section to ensure consistency across performance cycles.

The Review Cycle configurations allow setting up annual or periodic appraisal cycles with defined timelines, participants, and approval workflows to automate review initiation.

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