Performance management and appraisal is as important as getting the actual job done, right?
So why use the same old performance appraisal techniques when you have automised your business already? Spine HR Suite offers you a comprehensive Performance Management System with goal definition system, self appraisal and many more such features!


Graphical representation of period-wise, goal category-wise, KPI-wise charts along with the list of 10 best rated and weak rated employees.

Goal Definition

Employees are empowered to set their self targeted goals and can actively participate in organizational growth periodically.

Score-Card & Normalization

Objective / Feedback

Objectives or feedback / KRA / KPI / competency with weight-age , rating, grace and qualifying ratings is configurable.

Acheivement / Appraisal

Employees /managers can input time to time achievements through all feasible angled appraisal and multi hierarchical appraisal can be done.

Gap Analysis

Maintain organisation standards by evaluating the gap between actual & qualifying ratings and organize training program timely.

Performance Appraisal-FAQs

Normalisation is the process of organising data in a database. This includes creating tables and establishing relationships between those tables according to rules designed both to protect the data and to make the database more flexible by eliminating redundancy and inconsistent dependency.
An employee performance evaluation, also known as a performance review, is a periodic appraisal of an employee's performance by their manager. It's an opportunity to assess the employee's progress, praise their accomplishments, and collaborate on goals to improve performance and help achieve company objectives.
Succession planning is the process of identifying important positions throughout a company, identifying possible successors for those positions and preparing those successors, through training and experience, to step into leadership roles when needed.

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Performance Appraisal