Performance and Goal Management

Let Goals Become Clear, Let Performance Grow Stronger

AIRA takes performance management beyond the end-of-period evaluation. It brings company, team, and individual goals together within the same structure; it records performance, feedback, and development processes. This way, evaluation relies on data and a systematic flow, not on individuals.
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How It Works
A New Standard in Performance Management

Manage Performance With a System, Not Intuition

Manage goal setting, performance tracking, feedback, and evaluation processes in a single flow. Build a measurable, transparent, and institutional structure instead of scattered notes, verbal comments, and a performance history you try to recall at the end of the period.

Goal Setting and Tracking

Individual, team, and company goals are defined in a single system. Goals are broken down using KPI and OKR logic, and progress is tracked visibly throughout the period.

Recorded Feedback

Manager evaluations, employee self-assessments, and in-period feedback are gathered in one place. Critical comments don't stay verbal, they become part of the performance record.

Fair and Structured Evaluation

Performance cycles, competency sets, and evaluation steps are managed systematically. Every employee is evaluated within the same framework.

The Power of Performance

Make Performance Management Measurable

Goals Are Defined, Broken Down, and Tracked
No goal stays unclear, progress is always visible.
The Evaluation Framework Is Designed for Your Company
Evaluations don't vary from person to person, a fair structure emerges.
Performance Results Turn Into Development
Development areas are clearly visible, the employee knows their roadmap.
82%
65%
91%
78%
94%
Logged
Growth
88%
The AIRA HRM Difference

Turn Performance From Clutter
Into a Corporate System

AIRA brings the entire structure together under one roof, from setting goals to feedback, from periodic evaluation to development actions.
  • Goals are set at the start of the period and tracked throughout the process
  • Self-assessment, manager evaluation, and 360 feedback are managed in the same flow
  • Evaluation processes work as a standard for every employee
  • Performance conversations and development actions are put on record
  • Past-period performance data is stored as institutional memory
  • Calibration and reporting processes proceed with more control
Goal Management

Individual and team goals are defined, progress is tracked throughout the process.

Periodic Performance Cycles

Evaluation periods are planned, all parties are included in the process.

Multi-Layered Feedback

Feedback is recorded in the system instantly or periodically, it's never lost.

Development and Performance Memory

Performance data is linked with development plans to provide long-term tracking.

End-to-End Flow

How Does the Performance Process Work End to End?

Goals Are Defined

Company goals, department goals, and individual goals are defined in the system.

Progress and Feedback Are Tracked

Goal progress is updated, managers and employees add notes, observations, and feedback throughout the process.

Evaluation Takes Place

Self-assessment, manager evaluation, and, if needed, 360 feedback steps are activated in the defined period.

Results Turn Into Analysis

Performance results are reported, calibration is done across teams, and development areas are clarified.

Sound Familiar?

Are These Happening in Your Performance Process?

Goals Are Set at the Start, Then Become Invisible

Goals are defined at the start of the period but aren't tracked during the process.

Feedback Isn't Put on Record

Feedback given by managers stays verbal or gets lost in scattered notes.

The Evaluation Process Varies From Person to Person

Without a common standard, the sense of fairness is damaged, and results stop being comparable.

Past Performance Data Can't Be Carried Into Decision Processes

Previous period evaluations, development areas, and performance history remain scattered.

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Frequently Asked Questions

We Answer the Questions on Your Mind

What kinds of evaluation processes does the AIRA HRM performance module support?

Periodic performance evaluation, goal-based evaluation, and feedback processes can all be managed through AIRA HRM. The process is defined in the system according to the evaluation model your company uses.

How are employee goals set?

Individual goals are defined in the system at the start of the period. These goals can be linked to team or company goals. Progress is tracked throughout the process, and at the end of the period it's clearly visible how much of the goal was achieved.

Who can be included in the evaluation process?

The evaluation process can be set up to include the employee, the direct manager, and the HR team. Which parties will be included in the process and which steps they'll complete is defined in the system in advance.

How is feedback recorded?

Managers and employees can enter their feedback directly into the system. All feedback is recorded with a timestamp. No feedback that stays verbal goes unrecorded in the system.

Can different evaluation criteria be defined for different departments?

Yes. Different evaluation criteria and weightings can be defined for each department or position. This way, the sales team and the software team can be evaluated fairly using different criteria.

Can performance data be reported?

Yes. Period-based performance results, goal completion rates, team averages, and individual development data can be reported. Managers can view team performance on a single screen.

Can performance data be linked to training and development plans?

Yes. Evaluation results reveal development areas. This data can be linked with training planning to create a personalized development roadmap for each employee.

Can we use our company's existing performance evaluation templates?

Yes. In AIRA HRM, evaluation forms and criteria can be customized to your company's needs. We work together during onboarding to bring your existing evaluation structure into the system.

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Let's Discover Your Workforce's
Potential Together