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Best Performance Management Software

Suitable For:
Agencies, Enterprise, Organization, Startups

piHappiness is powerful customer feedback and survey software and captures real-time feedback on the go. It is a multi-channel, multi-lingual, and multi-location feedback system capturing customer insights via customizable satisfaction surveys.

Suitable For:
Agencies, Enterprise, Organization, Personal, Startups

Best Business Management App Covert your phone to a biometric time machine attendance visit & order management Customer Management Product Management Leave Management Expense Management Task Management Auto Salary Report generate location tracking attendance using mobile app

Suitable For:
Agencies, Enterprise, Organization, Personal, Startups

The eliteHRMS is the proven and tested with different verticals IT/ITES, Production, Food and beverage industries. It improves the Management activity of HR with best standards. Also it has the core goal to fit with the corresponding industries without or less customization.

Suitable For:
Agencies, Enterprise, Organization, Startups

PossibleWorks is an AI driven Performance, Innovation, and Recognition platform for direct sales and agile teams. It helps organizations drive productivity by aligning individual outcomes to organizational strategy, measuring performance regularly and delivering results.

Suitable For:
Enterprise, Organization

HRMantra is the World's most feature rich HR and Payroll software helping automate the most complicated of hire to retire HR processes easily using its CRORES of ready to use features. It saves 30 min per emp per day giving over 10 times ROI. 100% project success assured.

Suitable For:
Agencies, Enterprise, Startups

GroSum delivers employee performance monitoring, instant feedback & rewards’ recommendations in a simple, transparent, cost-effective way that leads to improved employee engagement & retention.

Suitable For:
Agencies, Enterprise

This performance management tool helps you initiate the appraisal cycle, workflows, customize the appraisal forms, and mail alerts according to your requirements.

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It all began with frustration of using software that sucks. Prior to starting Keka, our core team were a 100 person business that needed an easy to use software for managing employees. We looked everywhere and all we found were software that was lousy and hard to use. We felt SME businesses in India

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HRMantra is available on both On-Premise and Cloud models and has a fully integrated Mobile App for the Self Services driven functions. We are committed to keep continously innovating rapidly in order to give the best services and deliver excellence in every aspect of HR Automation.

Suitable For:
Agencies, Enterprise

247HRM is well equipped to handle all your HR needs. With over 61 years experience, 650+ satisfied clients and having managed over 1 lakh employees, 247HRM is the leading provider of HRMS Solution in India.

Suitable For:
Agencies, Enterprise, Personal, Startups

PeopleApex Multi-Country HR and Payroll is an integrated end-to-end enterprise-level HCM solution, designed to empower the employee with robust employee self-service (ESS) and at the same time provide a holistic view for managers with manager self-service (MSS). It is designed by industry experts ha

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Performance management is a process which continuously identifies, measures and develops the performance of the workforce in the organizations.

It is a corporate management tool that helps the manager to monitor and evaluate employee’s works. It occurs throughout the year.
The system used to bring out the best in employees and tracks their performance for performance appraisal is called performance management system or performance management software.

Performance Management Software

Performance Management software helps business streamline the process of collecting, reviewing employee performance, setting an objective, and creating individual development plans.

Hence, the 2 key elements of performance management are:

  • Continuous process
  • Link to mission and goals

Some performance appraisal software includes 360-degree feedback tools, which allow employees to complete self-evaluations and be evaluated by the manager.

In performance management, the managers try to figure out, the existing performance level of the employees and works on improving that level.
It is a systematic assessment of the performance of an employee and using the assessment to raise the performance over time.

The objective of the performance management system:

  • To enhance the performance of the employees at the workplace.
  • Encouraging employee empowerment, motivation and implementation of effective reward mechanism.
  • Promoting a healthy, two-way communication between employee and management.
  • Creating an environment that facilities personal growth, continuous learning for employees.
  • Creating a basis for administrative decision strategic planning, promotions and performance-based payment.
  • Creating a regular flow of communication of organizational goals, feedback and expectations.


  • Performance overview: Monitor the performance for the entire company, departments and specific users.
  • Hard goals Integration: Add a simple data integration like Application Programming Interface (API) to import achieved target data.
  • Quick goals and Templates: Best practice templates make it easy and quick to set up goals.
  • Track and Compare: Read performance development on goals and compare departments over time.
  • Create individual goals and sub goals: Easily create new goals and sub-goals for individuals and departments. Goals can be independent or aligned with company level goals.
  • Soft goals rating: Evaluate employees behavioral performance and give them feedback to improve.

Components of the performance management system:

To design an effective performance management process, various tools are used such as HR, Payroll software, KPI’s, feedback management, analytics, etc. These tools help in designing the best performance management software.

The following are the main components of performance management software.

  • Performance Planning: It means that an employer’s plan and define a clear job role which is important in performance management. The employers fixed a target and key performance area which are performed over a year.
  • Performance appraisal and reviewing: Most of the organization carry performance appraisals twice a year, but depends on the job role. This is done to find loopholes, comparison, and shortcoming in performance expectation of both appraiser and employee.
  • Recruitment of best man for the job: Feedback and counseling is given a lot of importance in the performance management process. Once a job role is defined, it is important to ensure candidate fit for the job role is hired.
  • Performance feedback and counseling: Feedback is a crucial aspect of the performance evaluation system. This is a stage in which employee acquires awareness from appraiser about the area of improvements and also information on whether an employee is contributing to the expected level of performance or not.
  • Rewarding for good performance: Rewarding an employee for good performance is the best way to motivate. The employee is publicly recognized for good performance and is rewarded.
  • Potential Appraisal: This is the stage when management decided a fresh goal and corresponding deadline, based on employee’s yearly performance. The potential appraisal provides crucial inputs for succession planning and job rotation.


Key Benefits of top Performance Management are:

  • Performance Management focuses on results, rather than behaviors and activities: A common misconception among supervisors is that behaviors and activities are the same as results. Thus, an employee may appear extremely busy, but not be contributing at all toward the goals of the organization.
  • Aligns organizations activities and processes to the goals of the organization: Performance Management identifies organization goals, results needed to achieve those goals, measures of effectiveness or efficiency (outcomes) toward the goals, and means (drivers) to achieve the goals. This chain of measurements is examined to confirm alignment with the overall results of the organization.
  • Cultivates a system-wide, long-term view of the organization: An effective performance improvement process must follow a systems-based approach while looking at outcomes and drivers. Otherwise, the effort produces a flawed picture.
  • Produces purposeful measurements: They are useful in benchmarking or setting standards for comparison with best practices in other organizations. They provide a consistent basis for comparison throughout internal change efforts.
  • Rewards: Reward is a way which helps individual or team to boost employee performance. Some companies decide the incentive based on the continuous performance evaluation of employees which made easy with employee management software for business.
  • Feedback: To ensure a consistent link between the business and people working in business, it is important to have a feedback from employees which can be made available easily using an employee performance appraisal software for any business.

Potential issues:

  • The entire process of performance management is complex and lengthy.
  • The misdirection of the method will hinder worker growth.
  • Contradicting opinions in the performance file.
  • Flawed appraisal systems and techniques.
  • Lack of expert appraisal staffs.

Market trends followed:

Cloud-based: Cloud-based performance improvement software tools are the current buzzword in the business ecosystem, and they provide real-time data which can be accessed from any corner of the globe. Performance assessment tools are a powerful medium to boost internal mobility and enhance the quality of employee productivity in organizations.
Continuous Performance Management System: Most modern performance monitoring tools are moving towards a system of continuous all-around performance evaluation and feedback, instead of annual yearly reviews. Performance reporting software platforms ensure that each employee receives continuous feedback from supervisors or managers so that they can take timely corrective action to improve the quality of their customer service or support.
Focus on People Analytics: The corporate world has started focusing on the importance of effective people management and companies all across the globe are leveraging the power of performance analytics tools to raise the quality of employee productivity at the workplace.
AI: Artificial intelligence can help a business to eliminate biases. An AI-driven system will capture employee performance details on a real-time basis throughout the year. It can also recommend training and development programs for the employee based on their performance.


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