- Performance Management Software
- A platform that runs the full employee performance loop: goal setting, check-ins, reviews, ratings, calibration, and increment processing. 247HRM Performance Management handles OKRs, KRAs, KPIs, and MBOs on one platform for 1,500+ Indian businesses.
- OKR (Objectives and Key Results)
- A goal-setting framework with ambitious quarterly Objectives, each measured by 3 to 5 quantitative Key Results. Originated at Intel, popularised by Google. 247HRM supports OKR cascading from CEO to individual, aligned to the Indian fiscal year (April to March).
- KRA (Key Result Area)
- Annual role responsibilities tied to a job description. Each KRA carries a target and a weightage. Used in most Indian appraisals. 247HRM supports KRA cascading, weightage assignment, and rollup into final appraisal ratings.
- KPI (Key Performance Indicator)
- A continuous operational health metric, tracked monthly or quarterly. Different from OKRs (which target growth) and KRAs (which scope a role). 247HRM tracks KPIs on dashboards with trend analysis and threshold-based alerting.
- MBO (Management by Objectives)
- Top-down annual goals set by a manager. The original performance framework, formulated by Peter Drucker in 1954. Still in use across traditional Indian businesses. 247HRM supports MBO workflows for teams that prefer this format.
- 360-degree feedback
- Multi-rater feedback collected from supervisors, peers, subordinates, alternate managers, and external stakeholders. Each rater type has configurable anonymity. 247HRM runs 360 cycles with AI Sentiment Analysis on qualitative comments and Multi-Language Translate for diverse Indian teams.
- 9-box talent grid
- A 3x3 grid plotting employees on performance (x-axis) and potential (y-axis), used to identify high-potential leaders, solid performers, and exit-risk roles. 247HRM auto-builds the 9-box from the latest review data and connects it to Talent Analysis.
- Bell curve normalisation
- A statistical method of distributing employee ratings across a forced curve to prevent rating inflation. Configured per business unit in 247HRM, with manager-level rating distribution visible to HR for bias detection.
- Calibration committee
- A cross-manager workflow where ratings are reviewed and normalised before finalisation. 247HRM provides a drag-and-drop calibration interface where the committee can adjust placements across rating bands transparently with a full audit log.
- Continuous Performance Management
- A modern approach replacing annual appraisals with quarterly check-ins, real-time feedback, and ongoing OKR progress reviews. 247HRM enables continuous performance with built-in supervisor-employee chat, check-in cadences, and pulse surveys.
- Action Plan
- A 247HRM module that converts review findings into tracked initiatives with owner, deadline, milestones, and manager check-in. Replaces post-review PDFs that nobody reads with HR-visible aggregate progress and learning-content auto-assignment.
- AI Goal Bank
- A 247HRM AI feature that suggests measurable Key Results from role context, job family, and industry templates. Eliminates the "what should we measure" debate at goal-setting time and saves managers around 8 minutes per session.
- Competency framework
- Technical and behavioural competencies defined per job family, used to evaluate how an employee performs beyond pure output. 247HRM Competencies Management ties competencies to goals, reviews, and learning plans.
- Increment file
- The salary uplift document generated after calibration finalises ratings. 247HRM produces this file automatically per rating band and posts it directly into payroll, with CFO pay-bill projection visible before sign-off.
