ERPX People / Performance & Growth
Make growth a conversation backed by real work.
Set clear goals, bring the evidence into reviews and keep managers talking with their teams. ERPX connects the whole performance cycle, through calibration and on to approved role and salary changes.
THE GOALS BEHIND THE GROWTH
Evidence, ready for
the next conversation.
The goals. The feedback. The next step.
A performance cycle with a clear next step.
ERPX performance management connects goals and employee assignments, automatically calculated goal values from supported ERP sources, appraisals, self, peer and manager reviews, calibration sessions, promotions and recurring one-on-one meetings.
Goals & assignments
Set a clear goal. Give it an owner.
Agree on what success looks like. Define the goal, then give employees their own targets, periods and weightages through individual or bulk assignments.
- Goals linked to KPIs and appraisal cycles
- Employee targets, actual values and achievement
- Bulk assignments by department, designation, branch or level
Employee goals
Ayesha Khan
90% of 100%50% weight
72h of 80h30% weight
3 of 420% weight
One goal. Each employee’s target and progress.
Automatic calculations
Choose the criteria. Let the work add up.
Calculate goal values from work already recorded in ERPX. Select the source, measure, date window and filters, then recalculate the actual value from matching records.
- Tasks, job-card output and timesheet hours
- Sales, payments, leads, opportunities and issues
- Employee-linked or organization-wide measures, depending on the source
Automatic goal calculation
Measure from the source
- Actual
- 90%
- Target
- 100%
- Achievement
- 90%
18 on-time completions ÷ 20 eligible tasks × 100
- Period uses
- Actual start date
- Scope
- Assigned employee
- Filters
- Selected project · Eligible planned tasks
Recalculate from source updates the actual value. Use Save Progress for manual goals.
Appraisals
Build the framework. Run the cycle.
Bring the employee, cycle and appraisal template together. Use weighted KPIs and optional goal scoring, with bulk tools to create and manage a whole cohort.
- Reusable cycles, templates, KPIs and score labels
- One draft appraisal per selected employee
- Activate, close or cancel appraisals together
Appraisal cycle
Engineering review
- Employees
- 12
- Weighted KPIs
- 5
- Total weight
- 100%
Performance reviews
Hear each perspective. See the whole picture.
Collect self, peer and manager reviews against the agreed framework. Compare the scores and keep the feedback behind them close to the appraisal.
- Self, peer and manager review types
- KPI scores, comments and recommendations
- Review completion and reviewer comparisons together
Performance reviews
Ayesha Khan
- Overall average
- 4.20 / 5
- KPIs reviewed
- 5
- Completion
- 100%
Scores, comments and recommendations stay with the appraisal.
Calibration
Compare the ratings. Agree the outcome.
Review individual ratings alongside the cohort distribution. Discuss adjustments, align performance buckets and lock the agreed outcomes back into the appraisals.
- Free, Guided and Forced calibration modes
- Before-and-after rating distributions
- Locked outcomes synchronized to appraisals
Calibration session
Q4 engineering
Synchronize the results to employee appraisals.
The performance workflow
A clear path from goal to outcome.
Keep the evidence, feedback and people decisions connected.
- 01
Set & measure
Assign the goals and record progress manually or from supported ERP records.
- 02
Collect the feedback
Bring self, peer and manager reviews into the employee appraisal.
- 03
Calibrate the outcome
Compare ratings across the cohort and lock the agreed decisions.
- 04
Approve the change
Record promotions and pay revisions through their own approval.
Employee promotions
Record the decision. Make the change.
Bring the proposed role and pay changes into one approval. Compare current and new values, then update the employee and the salary assignment when the promotion is approved.
- Designation, department, level, manager and other job changes
- Salary revisions with an effective date
- Bulk promotions and CSV import with a per-person preview
Employee promotion
Ayesha Khan
Effective 01 Jan 2027
Employee and salary records updated on approval.
1-on-1 series
Set the rhythm. Keep making time.
Keep conversations going throughout the performance cycle. Organize recurring series by category and generate individual meetings for the two participants.
- Weekly, biweekly or monthly meeting series
- Categories to organize different conversations
- Pause or end a series when the arrangement changes
1-on-1 series
Ayesha + Sana
- Category
- Growth
- Frequency
- Weekly
- Participants
- 2
Generate individual meetings from the active series.
Meeting sessions
Have the conversation. Pick up next time.
Give each session its own talking points, notes and status. Keep the discussion focused and carry unfinished topics into the next meeting generated from the series.
- A clear agenda and discussion status for each talking point
- Shared notes and private preparation notes
- Open talking points carried into the next generated meeting
1-on-1 meeting
Weekly check-in
- 01Review the delivery blockers
Talking point · Open
- 02Agree the next milestone
Carried forward from 05 Nov
- 03Choose a development focus
Talking point · Open
Unfinished talking points carry into the next generated meeting.
Part of ERPX Human Resources
The next step, connected to the employee.
Keep performance alongside the employee record, salary changes and everyday HR conversations.
Buyer questions
Your performance questions, answered.
What is the difference between a goal and a goal assignment?
The goal defines the expectation and measurement. A goal assignment connects it to an employee with a target, period, weightage and progress. Appraisal goal scoring reads those employee assignments.
Can ERPX calculate employee goal values automatically?
Yes. Configured goal metrics calculate actual values from supported ERP records, with recalculation reading source data for the selected period and filters. Employee attribution depends on the source. Job-card time logs and timesheets support employee-linked measures; sources without an employee link support organization-wide measures.
How does recalculating a goal differ from entering progress?
Recalculate from source reads matching ERP documents using the configured measure, period, attribution and filters, then replaces the actual value. Save Progress is used for manually tracked goals. A source can offer employee-linked or organization-wide measurement depending on its attribution fields.
What happens when a calibration session is locked?
The session’s calibrated results are synchronized to the appraisals. Locked sessions and their entries cannot be edited. Free, Guided and Forced modes provide different frameworks for the calibration discussion.
Does ERPX support self, peer and manager reviews?
Yes. Performance reviews support self, peer and manager input using the appraisal framework, score labels, ratings and comments. Employees can participate through the portal where permitted.
Can we run appraisals for a department together?
Yes. Bulk appraisals let you apply a cycle, template, KPI weightages and optional reviewers to a selected cohort, then manage those appraisals together.
What happens after a promotion is approved?
ERPX applies approved properties to the employee, creates a revised Salary Structure Assignment when pay terms change, and records the movement in job history. The promotion keeps the previous and new values.
Does performance management include recurring one-on-one meetings?
Yes. ERPX supports categories, recurring series and individual one-on-one meetings with talking points, notes and discussion statuses.
Personalized ERPX demo
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