Performance management software with KPI templates, evidence and a link to pay
Reviews are only credible when the scoring is consistent and the rating is backed by evidence. MACH-HRM builds each review from your department's KPI template, attaches goal, attendance and productivity data, checks the ratings for contradictions, and routes the outcome through HR sign-off to a salary or promotion request.
Performance management is part of the Performance & Goals add-on, alongside goals/OKRs, training and misconduct management.
Scoring that is the same for everyone in a department
Reviews are seeded from an approved department template, and the weights come from the template, not from whoever is typing.
- Weighted KPIs that must total 100%, optionally grouped into sections with their own weights
- No ad-hoc rows once a template or your organisation's default KPIs apply, so scores stay comparable
- Computed scoring from the actual result against target using scoring bands, with inverse scoring where lower is better
- Attendance-rate KPIs filled automatically from real attendance, so a reviewer cannot type a better number
- Not-applicable KPIs excluded from the average, with a required reason
Evidence, not opinion
The review carries the facts that justify the rating.
- Goal progress from individual and team goals linked to KPIs, with each person scored against their own share of a team target
- Attendance and productivity metrics for the review period attached automatically
- An automatic consistency check that flags ratings which contradict the evidence, and requires a written reason to submit anyway
- Rating comments can be made mandatory across all ratings or only the high and low ones
A workflow with checks built in
Draft, submit, employee acknowledgement with optional self-rating, optional HR sign-off, then completion by the general manager.
- Nobody can sign off or complete their own review
- The general manager's final rating is stored alongside the reviewer's score rather than overwriting it
- Review cycles with deadline reminders and department calibration before reviews can be finalised
- Performance improvement plans with checkpoints, extension and close-out
- Archive old cycles without deleting history
From review to pay
A recommended salary increment does not edit pay directly. It raises a compensation request that goes through approval, and only then reaches the salary structure payroll reads. Promotion recommendations flag HR for action.
How performance management connects to the rest of MACH-HRM
- Payroll
Approved increments from reviews become the salary structure used in the next pay run.
- Attendance
Attendance rate can score a KPI directly from clock-in data.
- Leave management
Approved leave days are removed from the working-day base of the attendance KPI.
- Misconduct management
Conduct cases sit in the same bundle, so HR sees both sides of an employee's record.
Frequently asked questions
Can each department have its own KPIs?
Yes. Each department can have an approved template with weighted KPIs. Organisations without department templates can use a set of default KPIs for every review.
Do reviews affect salary?
A review can recommend a salary increment, which creates a compensation request for approval. The salary structure only changes once it is approved.
Does it support performance improvement plans?
Yes. A PIP can be started from a review, acknowledged by the employee, checkpointed by the manager and closed or extended by HR.
Can the employee rate themselves?
Yes, when self-rating is enabled. The employee adds self-ratings and comments when they acknowledge the review.