Performance Management
Effective performance management is essential to unlocking your team’s full potential and achieving organizational goals.
Frappe HR offers a comprehensive system that enables you to define key result areas (KRAs) and individual goals at the department level, track progress, and provide ongoing employee feedback. Take a more structured, growth-focused approach with features like evaluation templates, automatic goal scoring, formula-based end results, and more.
Appraisal Templates
Standardize your performance evaluations by defining templates for KRAs and feedback criteria
Appraisal Cycle
We understand that different departments may need different evaluation cycles. Engineering teams may benefit from annual reviews, while sales may thrive on quarterly feedback loops. Frappe HR allows you to group employees based on evaluation periods, departments, designations, and more across evaluation cycles. Track progress at each stage of the evaluation process and set up automatic reminders and notifications to keep everyone informed.
Goals
Manage hierarchical goals and their timelines with ease to stay on top of your game. Drill down on your team goals with a comprehensive Goal Tree view.
KRA vs Goals
Align your goals with key result areas. Get an automatically calculated goal score based on KRA weight to determine your strengths and weaknesses!
Performance Feedback
Get an overview of employee performance with a consolidated performance feedback view. You can also submit new comments directly from this view
Empowering employees to evaluate themselves
Under the Self-Assessment tab, employees can rate themselves and add feedback on their performance. An overall self-score is calculated based on the rating and weighting against each evaluation criterion, providing valuable insights into an employee’s self-perception.
Formulating formulas to calculate the final result
Configure the final score calculation for each assessment group to accurately reflect the priorities of that team. For example, the engineering team might give more weight to goal-based KRAs, while the training team’s performance should be evaluated based on external feedback. Adjust the weights for goal scores, subjective scores, and feedback scores. Leverage employee data such as branch, department, job title, etc. to further refine the weighting system.
Appraisal Overview
Get a comprehensive view of your entire cycle
