The part everyone means to do and never does.

Performance management

Reviews that get finished.

Set SMART goals with measurable targets, run review cycles with criteria and reviewers you define, and gather 360° feedback from manager, self, peer and subordinate. KPIs, trends and department comparisons surface who is delivering and where the gaps are.

The appraisal itself is a five-tab experience with auto-save every few seconds, a clear five-point scale, and self-versus-manager scoring shown side by side, consolidated into a single branded PDF with signatures.

Balanced scorecard

Connect daily work to the strategy.

Implement the four-perspective framework, Financial, Customer, Internal Process, and Learning & Growth, and cascade goals from company to department to individual so people can see how their work ladders up.

Executive and department scorecards with radar charts, plus AI-generated insights and recommendations on where performance is drifting.

Training and development

Let your own experts teach.

Build courses from videos, PDFs, presentations and quizzes, assign them to individuals or whole departments with deadlines, and issue branded certificates automatically with authorised signatures. Completion, training-hours and ROI reporting come as standard.

Peer training runs through a strict four-stage sign-off: trainer, trainee, manager, HR, and a certificate is issued only on final HR approval. Includes anything NITA-reimbursable.

Underperformance is handled properly too: 30 to 90-day improvement plans with SMART goals, coaching actions, progress notes and defined mid-point and final reviews.

Planning ahead

Know where the single points of failure are.

Model future workforce scenarios using target hiring plans and known attrition, comparing options side by side on headcount, cost and gaps. Named scenarios like growth or cost reduction sit alongside each other rather than in competing spreadsheets.

Succession planning with readiness tiers and bench-strength metrics tells you who could step up, and where nobody could.

Flexible review cycles

Create custom review cycles.

Tailored to your teams' unique needs, custom review cycles ensure they align with the organization's policies and procedures.

Performance improvement plans

Support first, document always.

When someone is struggling, a structured improvement plan gives them a fair, transparent path back to good standing, and gives you the documented trail you need if things don't turn around. Create 30, 60 or 90-day PIPs with SMART improvement goals, specific coaching actions, and clear success criteria agreed by manager and HR.

Progress is captured in writing at every checkpoint: mid-point and final reviews, manager notes, employee acknowledgements and evidence attachments, so there is never a dispute about what was agreed, what was delivered, or what happened next. Outcomes flow directly into the employee record: a successful close, an extension, or a managed exit, all on the same audit trail as everything else.

Templates come pre-built for common scenarios: attendance, quality of work, conduct, capability, and can be customised to match your own HR policy language. Approvals follow maker-checker, so a PIP raised by a line manager is reviewed by HR before it lands with the employee.