Set goals and KPIs, record evidence and feedback through the year, and run fair appraisal cycles against a consistent talent framework. Outcomes can inform development, promotion and pay decisions.
Best for: HR leaders and managers replacing subjective annual appraisal with a consistent, evidence-based performance cycle.
Solve three appraisal problems: goals that disappear after they are set, ratings based on recent memory instead of evidence, and review outcomes disconnected from development, promotion or pay decisions.
Cascade organisational objectives to teams and individuals, with weights, targets, measures and progress updates through the year.
Self review, manager review, reviewer and HR stages with your own rating scales, forms and eligibility rules.
Draft review feedback and summarise long review responses with built-in AI, so managers write clearly and HR reads faster.
Find out who is performing well and who is not and work on plan to prepare your team to meet organization goal.
Record check-ins, appreciation and feedback throughout the cycle so review discussions have supporting context.
Reviews are anchored to the assigned job description and the knowledge, skills and abilities the role actually needs.
Because performance sits on the same platform as payroll, learning and records, an outcome can become an increment, a training need or a promotion without another spreadsheet.
Agree measurable objectives and weights at the start of the cycle, aligned to the job description.
Progress updates, 1-on-1s, feedback and appreciation accumulate as evidence.
Self, manager and reviewer stages run on your form and scale, with AI help for drafting and summarising.
HR reviews distribution, publishes results, and feeds outcomes into increments, promotion and learning plans.
Modern HR is not record keeping and pay calculation. RigoHR combines performance with HR, payroll, learning and engagement so growth is measured on the same data as everything else.
Configurable roles separate employee, manager, reviewer and calibration access. Locked stages, rating rules, evidence history and approval trails reduce retrospective changes and make final decisions easier to explain.
Setup covers goal libraries, KPIs, competencies, rating scales, reviewer relationships, calibration and cycle dates. Organisations can start with one employee group before expanding to more complex review models.
Answers about performance management for goals, feedback and appraisals, setup and connected workflows.
Performance management software sets, tracks and reviews employee goals, KPIs and competencies through a defined cycle, so appraisal decisions rest on recorded evidence rather than recollection.
Yes. You can define goals and KPIs with weights, targets and measures, cascade them from organisational objectives, and score them automatically as part of the review.
RigoHR can draft review feedback and summarise long review responses. The manager stays in control of what is submitted — AI reduces the writing time, not the judgement.
Yes. Forms, rating scales, stages and eligibility can differ by department, grade or employee group within the same cycle.
Yes. Increment and promotion recommendations from a cycle can be carried into pay revision, with arrears calculated automatically.
Request a free demo and we will show you how RigoHR fits your policies, your payroll and your headcount.
