Goal frameworks
Support individual goals, team goals, OKRs, competencies and weighted scorecards.
Talent · Make performance cycles easier to execute
Connect expectations, feedback and development—not just ratings.
Run goal-setting, check-ins, reviews, calibration and development actions with visibility into completion, quality and organisational patterns.
No generic sales tour Built around your workflows
HR operating viewLive
Payroll inputs94%
Attendance closure8 / 10
Joiners ready12 / 14
9 manager actions overdueReview
Why this matters to the Head of HR
The Head of HR must balance process completion with performance quality. OrbinHR helps leaders see where goals are unclear, feedback is delayed and manager behaviour needs support.
Performance & Goals capabilities
Designed around the full operating workflow.
Configure the module around your structures, policies, ownership and approval model—not a generic process diagram.
Review cycles
Configure probation, quarterly, half-yearly and annual reviews for different employee groups.
Continuous feedback
Capture structured feedback, recognition and coaching notes between formal cycles.
Calibration
Give authorised leaders a controlled view for rating discussion and consistency checks.
Development plans
Translate review outcomes into learning, career or performance-improvement actions.
Completion analytics
Track goal quality, review completion, manager delays and rating distribution.
Operational outcomes
What a well-run performance & goals process should improve.
Higher review completion Clearer manager accountability Better connection between goals and development More useful performance data for talent decisions
Connected workflow
- Launch cycle and goal-settingOwner, status and history remain visible.
- Manager and employee check-insOwner, status and history remain visible.
- Review and feedback submissionOwner, status and history remain visible.
- Calibration and development actionOwner, status and history remain visible.
A working view, not a static report
Give the team clear status and exception signals.
The example below is illustrative. Measures and thresholds should be configured around your operating definitions and review cadence.
89%Goals published
76%Reviews complete
9Managers delayed
34Development plans
Connected modules
View all modules Performance & Goals works better when its inputs and outputs stay connected.
Engagement & Surveys
Run pulse surveys, lifecycle surveys and targeted feedback programmes while protecting confidentiality and giving leaders a clear action-tracking process.
ExplorePeople Analytics
Bring headcount, cost, attendance, hiring, performance, engagement and service data into role-based dashboards designed for action—not just reporting.
ExploreLearning & Skills
Manage internal learning programmes, mandatory training, certifications and development plans while giving HR and managers a view of completion and capability gaps.
ExploreCore HR
Centralise employee records, organisation structures, lifecycle changes and HR policies so your team stops reconciling the same information across spreadsheets, inboxes and payroll files.
Explore
Questions about implementation
Evaluate Performance & Goals in your policy context.
Use your actual workforce groups, approval paths and edge cases during product evaluation.
Can policies and approvals be configured for different locations or employee groups?
Yes. Rules can be segmented by entity, location, department, grade, employment type and other employee attributes, with role-based approvals and effective dates.
Can different teams use different performance frameworks?
Yes. Review templates, goal types, competencies, rating scales and schedules can be assigned to defined employee groups while preserving enterprise-level reporting.
Explore Performance & Goals
See Performance & Goals configured around your organisation.
Bring one representative workflow or current process challenge. The demo will show the operating path, controls and connected outcomes.