Go to the Performance Management module, navigate to Configuration, and then select KPIs to create new key performance indicators for your organization. To create a new key performance indicator, simply click the "New" button, enter the Name and Description, and then save your changes.

Navigate to Configuration within the Performance Management module, and open KRAs. To create new KRAs, simply click the "New" button and link the relevant KPIs by department or job position. Also, add the related KPIs to the KRAs.

To assign a new objective, managers will access the Performance Management module and select Goal Assignment. Here, they can create a new record for an employee. Upon selecting the employee, their department and job position will be fetched automatically. The manager then defines the goal, specifies whether it's Department-wise or Job Position-wise, and links relevant KPIs. Finally, they provide a weightage to indicate its importance, set a clear Target, and define the Start and End Dates to make the goal measurable and time-bound. Once all the details are entered, the manager must formalize the assignment by setting the record to "Active".

Upon goal activation by Manager, employees can find their assigned objectives and all related details under the Goals section.

Employees need to manually update their goal's status to "In Progress" as they begin working on it. If the status isn't updated, the system will automatically expire or cancel goal.

Upon the completion of a goal, the employee must update its status to "Completed". Once this is done, the KPI Score and KPI Ratings will be automatically calculated and displayed on the record.

Employees will use the Self Evaluation section to assess their own progress. They must select each goal, provide detailed answers to the evaluation questions, and then submit their feedback.

Once an evaluation is submitted, the manager is notified via email and an activity feed entry, allowing them to access the completed evaluation directly in the system.

The manager will review the employee's input and then update the evaluation's status to Reviewed.

Before an evaluation can be approved, the manager is required to provide their feedback within the Feedback section.

To provide Feedback, a manager must navigate to the Feedback menu and click the "New" button. The manager can then select the employee's self-evaluation record. The system will automatically populate the employee's name from the evaluation and set the feedback provider as the current user. The manager then needs to select the "Manager" feedback type, provide an Overall Rating, and write a Comment before submitting.

Once the manager submits their feedback, the information is immediately reflected on the employee's evaluation record. The manager can then proceed with the final approval of the evaluation.

For the final HR-level approval, HR can access the Performance Feedback menu. This menu centrally displays all manager-approved evaluations, allowing HR to select and review each record.

To begin, HR clicks the Add Outcome Decision button. This action automatically generates the final outcome for the evaluation record.

After the outcome is generated automatically, HR can then provide their final comments and feedback to the evaluation record.

HR concludes the evaluation review by clicking the Set to done button. Additionally, if the outcome decision indicates a low rating (e.g., "Low Performer"), the system will automatically generate a suggestion for a Performance Improvement Plan (PIP).

The Configuration menu includes an Employee Warning option, which allows HR to issue formal warnings to individual employees.

To view a warning, an employee must first navigate to the Employees module and open their own profile. A dedicated Warnings smart tab will then become visible. Clicking on this smart tab will display all warnings that have been issued to them.