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Modules
Performance Management
Bring responsibilities, competencies and targets into one score
HibritİK performance management turns appraisal from a form filled in once a year into a measurable process tied to periods. Each period is prepared as a draft, started and finally archived. When you open a new period you can copy the previous one’s responsibilities and competencies instead of starting from scratch.
Evaluation rests on three pillars: scoring of department responsibilities, competency evaluation with superiors, subordinates and peers, and targets for which employees enter monthly actuals. With the weights you set, the three results combine into a single success score that feeds the department report, award eligibility and the training-needs report.
- Evaluation does not rest on a single opinion
- Responsibilities, competencies and targets merge into one score
- A new period opens quickly with the previous definitions
- Training and award decisions are backed by data
See the module in action
What's in this module?
Evaluation periods
Prepare a period as a draft, start it and archive it; copy the previous period’s definitions into the new one.
Responsibility evaluation
Department responsibilities are scored 1–5 by the superior; a score of 1 requires a comment.
Competency evaluation
Superiors, subordinates and peers take part with weights defined for the period.
Target management
Define scaled targets with an increase or decrease direction, monthly or yearly; employees enter actuals themselves.
Job analysis
Collect information about positions through question sets that employees answer.
Success reports
Weighted success score, department report, award eligibility and training-needs report, all exportable to Excel.
Salary slips
Employees view the salary slips entered by HR on their own screen.
How it works
- 01
Prepare the period
Define responsibilities, competencies and rater weights, or copy them from the previous period.
- 02
Set the targets
Define employee targets with scale and frequency; actuals are entered monthly throughout the period.
- 03
Start the evaluation
Once the period starts, superiors, subordinates and peers complete the evaluations assigned to them.
- 04
Report the results
Follow the weighted success score, award eligibility and training needs in the reports.
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Frequently asked questions
How is the success score calculated?
The results of responsibility, competency and target evaluations are combined using the weights you set in the settings. You can adjust these weights to match your organisation’s priorities.
Are the evaluators’ names visible?
In competency evaluation you can hide evaluator names, which helps subordinates and peers give feedback more openly.
Does it calculate payroll?
No. HibritİK does not calculate payroll; it lets employees view the salary slips that HR enters.
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