PANDAHRMS · PERFORMANCE APPRAISAL

Performance reviews that don’t take a month.

Run annual, quarterly or half-yearly appraisals with KPIs, goals and 360 feedback. Outcomes flow straight into bonus, increment and training decisions.

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What you get

Replace the Word forms and battling Excel sheets with a workflow that closes on time.

KPI & goal setting

Set SMART goals at the start of the cycle. Track progress mid-year. Score outcomes at year-end. The whole loop in one place.

360 feedback

Collect input from manager, peers, direct reports and the employee themselves. Anonymous or named — you decide.

Custom appraisal forms

Different forms for executives, managers and operations staff. Different forms per department if needed. The HR team designs them once and reuses every cycle.

Bell-curve calibration

Compare ratings across teams to spot grade inflation. Adjust before bonuses are communicated, not after.

Linked to bonus & increment

Approved appraisal scores can drive automatic bonus and increment calculations. No more separate spreadsheet that someone always overrides.

Training recommendations

Skill gaps surfaced during reviews become training requests in the Training module. Closes the loop between “needs improvement” and actually improving.

Trusted by Malaysian businesses across industries

Manufacturing · F&B · Retail · Hospitality · Cinema — including Bursa-listed groups and multinational businesses.

Questions we get

Can we run different review cycles for different teams?

Yes. Sales might be on quarterly cycles, operations on half-yearly, executives on annual. Each cycle has its own form, deadline, weighting and approval flow.

Does it support 360-degree feedback?

Yes. Configure who provides feedback per review — manager, peers, direct reports, self. Feedback can be anonymous (peers and direct reports usually are) or named (manager and self always are).

How do you stop grade inflation?

The calibration view shows rating distribution across teams side-by-side, before final scores are locked. HR and senior managers can adjust before any communication goes out, instead of explaining away inflated bell curves at the end.

Can ratings drive bonus calculations?

Yes. Define bonus rules: a score of “exceeds expectations” earns 1.5x the standard bonus, “meets expectations” earns 1x, etc. The payroll module applies it automatically once the cycle is closed.

Can employees see their own past reviews?

Yes — through self-service. They see their own scores, their own goals (current and historical), and their own feedback. They cannot see anyone else’s.

Is the appraisal data confidential?

Yes. Reviews are accessible only to the employee, their managers in the reporting chain, HR and configured admin roles. All access is logged.