Goals & KPI
Set goals as OKRs, score staff on weighted KPI scorecards, or use both. Key results connect to real figures such as deals won in CRM or project progress, so nobody retypes them. At the end of the cycle, calibrated KPI scores are confirmed by an authorised person before they go to payroll.
The sales manager sets a quarterly revenue target and connects it to CRM. Each closed deal moves the progress. No more chasing everyone on Friday for their numbers.
HR opens the year-end review. Everyone gets a KPI set for their position, rates themselves, then their manager rates them, HR checks and leadership approves. The result is a grade and a KPI percentage.
The committee sees each department's grade distribution side by side. A department that rated everyone A stands out at once. Every change to a person's grade needs a reason, and nothing reaches payroll until the session is closed.
A team lead leaves mid-quarter. The team's goals stay, pass to the new owner, and record who handed them over. Staff post their weekly progress from the phone in a few seconds.
HREmployee records, labour contracts, decisions, leave and attendance in one system.
PayrollPay, personal income tax and social insurance each month, straight from the HR record.
ReportingBoards for directors and department heads, where each person sees only their part.
CRMLeads, deals, customers and follow-ups for the whole sales team.Yes. Both measurement types are built in. Use weighted KPI scorecards alone, OKRs alone, or both together.
Not directly. After calibration and closing the cycle, an authorised person confirms the figures. Only then do they reach Payroll, and the confirmation is recorded.
The metrics your other apps publish, such as won deal value, converted leads, project progress or training completion, depending on which apps you use.
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