Use OKRs, KRAs or your own system to set objectives. Gather feedback from 360 degrees. Conduct appraisals in a timely fashion. The performance management module of TankhaPay directly links each appraisal to payroll and salary payments.
A performance management system (PMS) is a computer program used by companies for managing their employees' performances in an organized manner. It helps to link an individual’s performance with the company’s goals and provides information about productivity, strengths, and weaknesses. The PMS offered by TankhaPay links performance directly to salary, where ratings make a difference in salary, rather than being just figures on a sheet..
Most of this stays invisible until your best performer leaves because nobody told them they were valued.
One conversation a year can't capture eleven months of actual work, good or bad.
Same performance results in different ratings based on the manager who conducts the evaluation.
Target goals that were set in January, nobody revisits them again until the next appraisal cycle.
Performance reviews that live in one tool while compensation decisions happen somewhere else entirely.
From establishing your first objective through to completing the entire evaluation process.
Manage timeframes, stages and participants beforehand in order to complete the evaluations on time and with no panic.
Define role-specific skills and track development over time, tied to real growth plans.
Questionnaires developed for specific positions and departments have rating or open questions.
Clear, per-cycle summaries that highlight strengths and flag areas for improvement.
Five different reports including status, rating, scoring, history, and skill matching.
Individual and team goals linked directly to company-wide objectives.
Input from peers, subordinates, and supervisors, not just a single manager's view.
Automatic reminders for reviews, feedback and goals.
Most performance management systems end their journey with the rating. TankhaPay, however, is different because the performance management system is integrated with the payroll system, and appraisal results affect compensation, increments, and bonuses without any exportation process.
TankhaPay fits your performance model, not the other way round — across departments, business units, and field teams spread over multiple locations.
Objectives and key results, tracked and updated in real time against measurable targets.
Key result areas mapped to each role, with clear accountability per employee.
Bring your own review model — TankhaPay configures around it, not the reverse.
Field teams, remote staff, and office employees were all evaluated fairly and consistently.
Different roles need different review formats. TankhaPay runs all of them from the same system, not a separate tool for each.
Information collected from the boss, colleagues, and subordinates to get an overall view.
The traditional top-down evaluation is structured and scored consistently.
Employee records his own achievements before the official review process.
Ongoing feedback between formal cycles, not just one conversation a year.
Access powerful, detailed reports to analyse and improve performance management at every level.
Track which reviews are complete, pending, or in progress.
See overall performance ratings across teams or the entire company.
Break down individual or team scores for deeper analysis.
View an employee's historical performance ratings over time.
Monitor progress against set goals for better accountability.
Map employee skills for strategic development and deployment.
Identify role-specific skills and competencies and chart the progress of each employee towards them throughout his/her career. Personal development plans continue to be in sync with organizational objectives and skills will be measured in an objective way.
HR leadership needs consistency across the whole company. Department heads need their own team run fairly. TankhaPay serves both from the same platform.
OKRs, KRAs, or a custom framework, linked to company objectives.
Conduct check-ins and 360-degree feedback more than just once a year.
Appraisal stages, timelines, and reminders are handled automatically.
Ratings finalised and reflected directly in payroll and comp decisions.
Different from most HR software solutions, which are solely focused on annual reviews, TankhaPay delivers a continuous, insight-driven approach to managing performance.
| Annual-Review-Only Tools | TankhaPay PMS | |
|---|---|---|
| Review frequency | Once a year | ✓ Continuous, plus formal cycles |
| Goal tracking | Set once, rarely revisited | ✓ Tracked and visible year-round |
| Rating consistency | Varies by manager | ✓ Calibrated across teams |
| Payroll connection | Separate tool, manual re-entry | ✓ Same platform, automatic |
| Framework support | One rigid format | ✓ OKR, KRA, or custom |
Practical guidance for HR teams building a fairer, more consistent review process in 2026.
The four major appraisal types, and where each one fits.
How employee self-assessment fits into a structured review cycle.
Why the reporting-manager relationship matters for fair reviews.
How performance management stacks up across leading HRMS platforms.
Performance management system is not just about measuring people; it is about creating ownership among them. Setting goals, tracking the progress of these goals, providing feedback on their completion, and conducting appraisals contribute to creating a performance management culture that aligns organisational goals with the goals of its employees.
Still have questions? Call 989-198-8811 →
Page last updated: 28 July 2026
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