Pandahrms Performance

Finish the appraisal. The increment is already in payroll.

Probation confirmation, goals and KPIs, competencies, 360 feedback and calibration across HODs. The result lands in the increment and the bonus run — in the same system that runs your payroll.

Book a demoSee module pricing

Approve the appraisal once. Payroll does the rest.

1

Appraisal approved
Manager, HOD and HR have signed off
2

Increment set
On the employee record, not a spreadsheet
3

Payroll picks it up
The next run, automatically
4

Statutory recalculated
EPF, SOCSO, EIS and PCB on the new figure
5

New figure on the payslip
Nobody keyed it in twice

That is what happens when your payroll is also with Pandahrms. If your payroll sits somewhere else, Performance still runs the whole cycle and you export the approved outcome to it.

Malaysian employers running HR and payroll on Pandahrms

GreatechInventecOriental KopiMohd ChanMegacineplexJazz Hotel

Manufacturing, F&B, retail, hospitality and cinema — including Bursa-listed groups.

Four things that break every appraisal season.

The confirmation nobody remembered.A probation date passes, the employee stays unconfirmed, and nobody has written down their status.
The form that lives in Word.Last year’s template, edited by whoever had it, emailed round, half of them returned.
Ratings that cannot be compared.One HOD gives everyone a 4. Another gives nobody above 3. Both sets go to the same bonus pool.
The increment keyed in twice.Once in the appraisal spreadsheet, again in payroll — and the second one is what actually pays.

One cycle, start to pay.

Cycles that fit your calendar

Annual, half-yearly or quarterly, in the stages you set, with your own forms, your own question bank and an approval workflow you draw once and reuse.

Skills measured, not just scored

A competency library and role-based competency profiles, so a review says what someone can actually do — not only how they were rated.

Ratings that survive comparison

Scores move through HOD and Division Head to HR, calibrated against your distribution guidelines, compared across departments, then locked — before anyone is told anything.

Outcomes that reach the payslip

The final score drives compensation and allowance recommendations that feed the increment and the bonus run, in the same system that calculates EPF, SOCSO and PCB.

Gaps that become claimable training

A review that flags a skill gap creates a training recommendation, and the training record keeps the fields HRD Corp asks for at claim time.

Probation & confirmation

Nobody gets confirmed late because HR missed a date.

Probation confirmation is a proper assessment here, not a reminder on someone’s calendar.

Set your due-date offsets once. After that every probationer gets an assessment raised on schedule and routed to the right manager.

  • Confirmation assessments raised automatically from the probation date
  • Default submission and due-date offsets set once, company-wide
  • Outcomes imported in bulk when you are catching up a backlog
  • Promotion assessments follow the same trail
  • A salary adjustment flows into the next payroll run — no re-keying
Confirmation dueThis month
Nurul A.Production · due 04 Sep
Assessed
Tan W. K.Sales · due 11 Sep
With manager
Rajesh M.Warehouse · due 18 Sep
Not started
Confirmed with a salary adjustment → the new figure is in the next payroll run.

Calibration

Fair across every department, before anyone is told.

A generous HOD and a strict one should not decide who gets the bonus. Ratings move up the reporting line you have mapped — employee to HOD to Division Head — and are checked against your distribution guidelines before anything is released.

  • Distribution guidelines set the shape you expect each department to land in
  • Compare departments side by side and see who is out of band
  • A rate-discrepancy report shows where self, manager and reviewer disagree
  • The HOD and Division Head structure is set up once, in bulk, with a wizard
  • Nothing is communicated until it is agreed
CalibrationAgainst guideline
Production128 staff
In band
Sales34 staff
Too many 4s
Warehouse61 staff
In band
One department flagged — reconcile before the ratings are locked.

Outcomes

A review that changes a pay cheque and a career.

The final score is not the end. It becomes a recommendation — compensation, allowance or training — that routes for approval and ends up as the increment.

That increment is set in the same system that calculates EPF, SOCSO, EIS and PCB. Nothing gets keyed in twice.

  • Proposed and approved figures kept side by side, so an adjustment is visible
  • Performance improvement plans, acknowledged by both sides before they begin
  • Outcome wording you set yourself, not a fixed label
  • Skill gaps become training recommendations for the next cycle
  • Training records hold what HRD Corp asks for, ready to submit through e-TRiS — whether a claim is approved is HRD Corp’s decision
  • Export the whole set to Excel for the board pack
RecommendationPending approval
Final scoreWeighted, after calibration
4.2 / 5
Proposed incrementProposer: Division Head
+6.0%
Approved incrementApprover: HR Director
+5.5%
Improvement planBoth sides acknowledged
In progress
Training recommendationShift scheduling · HRD Corp claimable
Raised
Approved → the new salary is in the next payroll run, statutory recalculated.

Three ways to know how someone is really doing.

Goals & KPIs

Set the bar in January, score against it in December.

  • Reusable templates and preset groups per role
  • Batch-assign to a whole team at once
  • Weighted, with progress logged through the year
  • Scores carry into the appraisal form

Competencies

A rating gives you a score. A competency tells you what they can do.

  • A library of the skills your work actually needs
  • A profile per role, matched to employees automatically
  • Reviewed by the manager alongside the appraisal
  • Gaps become training recommendations

360 feedback

Feedback from the people who actually work with them.

  • Pick the reviewers for each employee
  • Your own questions, or a shared dictionary
  • Lock everyone to one rating scale, or don’t
  • Clone a form to repeat the cycle

Buy Performance on its own. Or let it finish your HRMS.

Performance

From RM8 per employee / month

Your payroll can stay where it is.

Everything you need to run a full cycle.

  • Appraisal cycles in the stages you set
  • Forms, 360 feedback and one-on-ones
  • KPIs with templates and progress tracking
  • Probation confirmation and promotion
  • Performance improvement plans
  • Separate views for staff, managers and HR
Book a demo

Performance Enterprise

Quoted on your structure

For groups running several companies, plants or outlets.

Everything above, plus what a group needs.

  • Competency profiles for every role
  • Calibration against distribution guidelines
  • HOD and Division Head chain
  • Workflow engine and employee segments
  • Ad-hoc reviews through the year
  • More than one language
Tell us your structure

With Essentials

RM5 per employee / month

Added to Time & Attendance, Payroll and Leave.

The full loop, calculated once.

  • Clock in, get paid, get reviewed, get the increment
  • One employee record the whole way through
  • Statutory handled in the same payroll run
  • Performance joins at the bundle rate
Book a demo

Per employee, per month, plus 8% SST. Minimum 10 staff, billed yearly. Full pricing details.

What Performance does today.

No roadmap promises. This is what runs in the product right now.

Everything here is live today

  • Appraisal cycles in the stages you define
  • Forms built from your own question bank
  • Forms assigned by employee segment
  • Approval workflows you draw once and reuse
  • KPIs from templates and preset groups
  • Batch KPI assignment across a team
  • A competency library and role profiles
  • 360 feedback
  • One-on-ones
  • Probation confirmation assessments
  • Promotion assessments
  • Performance improvement plans
  • Calibration against distribution guidelines
  • Department-by-department comparison
  • Compensation, allowance and training recommendations
  • Separate portals for staff, managers and HR
  • Rate-discrepancy report and pivot export
  • The whole platform in more than one language

Not in Performance today: AI-written reviews, engagement surveys, recruitment. Everything else on this page is live and we will show you all of it on the call.

Questions buyers ask before signing

Can we buy Performance without buying the whole HRMS?
Yes. From RM8 per employee per month.

Every Pandahrms module can be bought on its own — there is no rule that you must take payroll first. If you later add Essentials (Time & Attendance, Payroll and Leave), Performance drops to RM5.

Larger groups that need competency profiles, calibration and the workflow engine are quoted on their structure rather than priced off the list.

Does the appraisal result actually change payroll?
Yes, if your payroll is with us.

The final score produces a compensation recommendation. Once it is approved it sets the increment on the employee record, and the next payroll run picks it up with EPF, SOCSO, EIS and PCB recalculated on the new salary.

If your payroll is somewhere else, Performance still runs the full cycle — you export the outcome instead of it flowing through.

Can different departments run different cycles and different forms?
Yes.

Set the company cycle — annual, half-yearly or quarterly — in the stages you want, then assign different forms to different groups of people. Production and sales rarely need the same appraisal form.

How do you stop one manager rating everybody a 4?
Distribution guidelines and a calibration step.

You set the shape you expect a department’s ratings to land in. Before anything is released, HR compares departments side by side and sees who is outside the band.

There is also a rate-discrepancy report showing where the employee, the manager and the reviewer disagree.

What is a competency profile?
The list of skills a role needs, with a standard for each.

You build a competency library once, then group competencies into a profile per role. Each employee is measured against the profile for the job they hold, so a weak review points at a named skill instead of a general comment.

Where someone falls below the required level, that gap becomes a training recommendation.

Who can see a review — the employee, the evaluator, or both?
You decide, and they see different things.

Staff, managers and HR each get their own view of the system. A manager can record an assessment the employee does not see until it is released, and a delegate can be given access to open reviews on a manager’s behalf.

Does it handle probation confirmation?
Yes — it is a proper assessment, not a reminder.

Set your standard submission and due-date offsets once, and confirmation assessments are raised from each probationer’s date and routed to the right manager.

If the outcome carries a salary adjustment, it flows into the next payroll run. Promotion assessments follow the same trail.

What is continuous performance management?
Reviewing through the year, not once at the end of it.

Instead of one annual appraisal, goals are checked at intervals — quarterly reviews, one-on-ones, feedback captured as it happens.

Pandahrms runs one-on-ones and KPI progress alongside the annual cycle, and we can switch on ad-hoc reviews so you can raise a review at any point in the year, with its own reports by department, employee and section.

We run appraisals in Excel today. Can you bring the responses across?
Yes, appraisal responses import in bulk.

You do not re-key a cycle by hand. Completed appraisal responses can be imported, and probation confirmation outcomes have their own bulk import for catching up a backlog.

Tell us what you hold today and we will tell you on the call exactly what comes across and what does not.

Can one group run several companies in it?
Yes.

Employee segments let you target forms and assessments at a named group of people, and the HOD and Division Head structure is set per company.

Calibration then compares departments within the structure you have mapped.

Can training from a review be claimed against the HRDF levy?
The records are kept the way HRD Corp asks for.

When a review flags a skill gap, it becomes a training recommendation. The training record holds trainer details, attendance, cost and outcome, and exports in a form you can submit through e-TRiS.

Whether a claim is approved is HRD Corp’s decision, not ours.

Bring us the appraisal season you dread.

Show us your current form, your calibration headache and your confirmation backlog. We will run them in Performance on the call.

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