Performance management software for Indian companies
Reviews, calibration and increments on one record
Set weighted goals, run appraisal cycles with 360 feedback and a 9-box talent view, and turn ratings into increment and bonus decisions, with the right sign-off authority at every step.
- Weighted goals
- 360 & 9-box
- Rating distribution
What performance does in NeevHR
Weighted goals
Goals carry weights that sum to the plan; weighted achievement rolls up automatically.
360 & 9-box
Question sets and competencies with anonymity on every cut, and calibration on a 9-box grid. See the 360 feedback page.
Rating distribution
See how ratings spread across the A+ to C scale as a bell curve, to support calibration discussions at sign-off.
Increment & bonus
Ratings map to increment and bonus matrices, with final sign-off repricing the number.
1:1 meetings
Recurring 1:1s with a shared agenda that carries over, private notes, action items, a mood check-in, reminders and calendar invites, plus a coverage report for HR.
Improvement plans
Run a performance improvement plan, with a register for HR.
Promotion recommendations
Managers recommend, and HR reviews the list.
OKR and goal cascade
Company and team objectives with key results, each person's goal linked under them, and progress that rolls up. See the goal cascade page.
AI drafts
When switched on, feedback drafts on a goal, goal ideas and a 1:1 summary, on a click. They go into the normal box to edit, and AI gives no score or rating.
Goal check-ins
Update a goal any time in the cycle, with a note. Every change is kept with who and when, and managers and HR see goals at risk, behind or with no recent check-in. A check-in never changes appraisal figures.
Development plans
A plan for each person, started from a released appraisal, with focus areas, actions and manager approval. See the development plans page.
How performance works, step by step
- 1
Set goals
Employees and managers agree weighted goals, approved in the cycle.
- 2
Review
Self, manager and 360 reviewers rate goals and competencies.
- 3
Calibrate
Leaders review the rating distribution and 9-box before sign-off.
- 4
Reward
Signed-off ratings drive increment and bonus decisions.
Benefits
- Goals, reviews and rewards on one record
- Manager ratings stay confidential until release
- Final authority can adjust ratings with an audit trail
Who uses it
- HR
- Configures cycles, forms and rating scales.
- Managers
- Approve goals and rate their team.
- Employees
- Set goals and complete self-reviews.
Set as rule sets by your HR admin, assigned to employee groups.
- Review cadence and stages
- Goal templates and weightings
- Rating scale and HiPo rule
- Increment matrices per department
Every list becomes a report; every report a chart that drills to records.
- Rating distribution & calibration
- 9-box talent grid
- Multi-year performance history
How appraisal cycles run in Indian companies
Most Indian companies run one annual appraisal aligned to the financial year, with increments from April. The cycle has to link goals, reviews, calibration and the increment decision, so ratings can be defended when an increment is questioned.
Financial-year cycle
Goals set at the start of the year, mid-year and annual reviews, and increments effective from April or your cycle date.
Calibration
Rating distribution and a 9-box view across departments, without forcing a bell curve.
Increment link
Final ratings reprice increments at sign-off and flow into compensation and payroll.
Development
360 feedback and development plans built on the same record.
Performance: frequently asked questions
Does NeevHR force a bell curve?
No. NeevHR shows how ratings are distributed, as a bell curve, to support calibration; it does not force ratings into a set distribution.
Does NeevHR support 360 feedback?
Yes. Peer, manager and report reviewers can be nominated for 360 feedback.
Does NeevHR support 1:1 meetings?
Yes. Managers run recurring 1:1s with a shared agenda that carries over, private notes, action items and a mood check-in, and HR sees a coverage report.
Can goals cascade from company to team?
Yes. Company objectives can cascade to departments and individuals, with weighted goals that must add up to 100%.
How do ratings reach increments?
At final sign-off the rating sets the increment through your merit grid, and the approved increment is applied in compensation and payroll.
Can employees see their own review?
Yes, when the cycle releases it. Employees see their goals, self-review and the final outcome in self-service.
Explore related modules
One platform, one employee record.
Guides and calculators
See performance on your own data
A tailored walkthrough for your team, no generic deck.