Goals People See, Reviews People Trust
Cascade objectives from company goals down to each person's, run five types of review and 360 feedback, and keep 1:1s, competencies and career paths on the same record. On the Business and Enterprise plans.
- No credit card
- Quick set up
- Free onboarding
What is performance management software?
Performance management software keeps goals, reviews and one-to-ones for the same period in one place, so a rating has something behind it. NepalHRM organises everything by review period: objectives carry a target value, a key result type, a due date and an assignee; reviews carry a rating and a status; and every scheduled one-to-one keeps its time and agenda beside them rather than in a separate calendar.
- Objectives cascade from company to department, team and individual goals, and progress rolls up the tree.
- Five review types are supported (quarterly, annual, probation, self and 360°), rated 1 to 5 stars with a full history per employee.
- 360 feedback reaches peers, direct reports and outside clients, and a peer, report or client group with fewer than three answers is withheld.
- Competencies, career paths, succession, kudos and improvement plans sit in the same module, on Business and Enterprise.
- Because reviews sit on the same employee record as attendance, leave and tasks, a rating is written beside the period it describes rather than reconstructed at year end.
Last updated · Reviewed by Rajendra Regmi, Co-founder
From goals to reviews, every performance step stays connected
- 4 Levels
- Company, department, team and individual goals
- Live %
- Drag the slider to update goal completion
- 5 Types
- Quarterly, annual, probation, self and 360°
- 1–5 ★
- Ratings with a full history per employee
Goals in January, Panic in December
When goals sit in a forgotten document and reviews depend on memory, employees lose direction and ratings become hard to trust.
- Objectives written once a year, then never looked at again
- Reviews based on the last two weeks, not the whole period
- 1:1s cancelled, undocumented, or reduced to a status update
- Probation and intern reviews slip past their deadline unnoticed
Objectives, Reviews and 1:1s on One Page
Performance is organised by period. Objectives carry live progress, reviews include ratings and status, and every scheduled meeting keeps its time and agenda.
What NepalHRM gives you
- Objectives with target value, key result type, due date and assignee, grouped by period
- A progress bar on every objective: drag the slider and the team average updates instantly
- Reviews rated 1 to 5 stars with a status trail: draft, submitted, acknowledged
- 1:1s, check-ins, goal-setting and feedback meetings scheduled with employee, time and agenda
Everything From the First Objective to the Final Rating
Track goals from the company down, run structured reviews, and keep every performance conversation on the record. The performance module is on the Business and Enterprise plans.
Cascading OKRs
Objectives at four levels (company, department, team and individual) in one goal tree. Hang a goal under the one it serves and its progress rolls up.
Progress and Check-Ins
Each objective carries a key result type, a target and a progress bar. Drag the slider, or post a check-in, and the number moves on the page.
Performance Periods
Quarterly, half-yearly or annual periods. Objectives, reviews and 1:1s stay tied to the period they belong to, with its averages in the header.
Five Review Types
Quarterly, annual, probation, self-review and 360°, each rated 1 to 5 stars with comments and a full history per employee.
Review Status Trail
Every review moves draft → submitted → acknowledged, so there is a clear record of when it was prepared, shared and seen.
360 Feedback
Ask the manager, peers, direct reports and outside clients. Peer, report and client answers come back pooled without names, and a group with fewer than three answers is withheld.
Competency Framework
A 1 to 5 rubric for each competency and the level each job position expects. A heatmap shows ratings across people and competencies.
Career Paths
Positions joined in steps, with each employee's readiness for the next one. HR sees who is one step from a role, ranked.
Succession Planning
A 9-box grid and a bench of successors for key roles, kept to HR.
Development and Improvement Plans
Development plans with training, mentoring and stretch goals, approved by the manager. A performance improvement plan is opened by HR and seen only by the employee, their manager and HR.
Kudos
Anyone can recognise a colleague, publicly or privately, tagged to one of your company's core values, with badges and a leaderboard.
Appraisal Report PDF
A published appraisal prints as a Performance Evaluation Report: rating band, self and manager ratings per criterion, comments, HR's decision and the sign-off timestamps.
1:1s and Check-In Meetings
Schedule 1:1s, check-ins, goal-setting and feedback meetings with an employee, a time and an agenda. Each keeps its status on the record.
AD / BS Dates
Due dates picked in Gregorian (AD) or Bikram Sambat (BS), matching how your company actually plans.
Probation Alerts
Intern and probation review alerts surface on the HR dashboard before the deadline slips past.
A Steady Rhythm, Not a Year-End Scramble
Set the period, track objectives through it, talk every week, and close with a review that reflects the whole story.
- Start of period
Set Objectives
Create the performance period and assign objectives with targets, due dates and responsible employees.
- Every week
Talk & Track
Hold scheduled 1:1s and check-ins, then update progress as the work moves forward.
- End of period
Review & Rate
Complete quarterly, annual, probation, self or 360° reviews on a 1 to 5 star rating.
- Always
Acknowledge & Grow
Reviews move from draft to submitted to acknowledged, leaving a complete record for the period.
Move Reviews Away From Memory Without Losing Honesty
A good performance system should make ratings fairer, not just faster. NepalHRM grounds every review in a period of tracked objectives and recorded conversations.
Manual Performance
- Goals written in January, rediscovered in December
- Ratings based on recent memory, disputed at appraisal time
- 1:1 notes scattered across notebooks and chat threads
- Probation reviews slip until someone remembers, too late
How to Set Up Performance in NepalHRM
Start by creating objectives for the period, then keep reviews and meetings on schedule as the period moves forward.
- Use + New Period for a quarter, a half or the fiscal year, so each cycle starts clean.
- With + Objective, give it a title like “Increase revenue by 20%”, a key result type, target value, due date (AD or BS) and an employee.
- Drag the slider on any objective and the bar moves with it. No export, no separate tracker.
- Objective count, average progress, average rating and 1:1s for the period stay current as the team works.
- From the Reviews tab, pick the employee and the type: quarterly, annual, probation, self-review or 360°.
- Give 1 to 5 stars with comments, then move the review through draft, submitted and acknowledged.
- + Schedule Meeting takes the employee, date and time, the meeting type (1:1, check-in, goal-setting, feedback) and an agenda.
- Scheduled time, agenda and status stay on the record, so nothing is lost between sessions.
Start the Cycle Clean
Pick the Person and the Type
One Performance System for Employees, Managers and HR
Employees understand what is expected, managers keep progress moving, and HR keeps every review and deadline on record.
For Employees
Know what's expected, see your progress
- Your objectives with targets and due dates, always visible
- Self-reviews to tell your side before the rating lands
- Acknowledge reviews, so nothing is filed without your eyes on it
For Managers
Run the rhythm without spreadsheets
- Team objectives and average progress on one screen
- 1:1s and check-ins scheduled with an agenda, not from memory
- Reviews grounded in a period of tracked progress
For HR
Every review on record, every deadline met
- Probation and intern review alerts on the dashboard
- A 9-box succession grid and a bench for key roles, for HR only
- Performance bonus points visible on the employee profile
Performance Management Built for Every Business in Nepal
From a five-person startup to a multi-branch enterprise, the rhythm is the same: clear goals, honest reviews, regular conversations.
Performance Connects Every Module
A rating is not a document that gets filed and forgotten. It sits on the employee record beside attendance, payroll and the joining date that started the probation clock.
Employee Management
Objectives, reviews and bonus points live on the employee profile, next to the reporting line they follow.
Payroll Software
Ratings and performance bonus points are right there when increments and bonuses are decided.
Onboarding & Offboarding
Probation reviews start from the joining date captured during onboarding, so confirmations never slip.
Recruitment & ATS
New hires arrive with a role and a manager already set, so their first objectives can be assigned on day one.
Activity Tracker
Hours, timelines and workload patterns give managers real context before a review conversation.
Mobile App
Update an objective from the desk, prep a 1:1 from your phone, acknowledge a review from anywhere.
Training & LMS
A development objective agreed in a review points at the course that closes it, and the completion lands back on the same record.
Performance Management is one module of the all-in-one HR software for Nepal, so an employee is created once and every module above reads the same record.
Simple, Transparent Pricing
No Hidden Fees
NepalHRM gives you enterprise-grade HR software at a price built for Nepali businesses of every size.
- All core HR modules
- Nepal payroll compliance
- PF, SSF, CIT & eTDS
- Biometric integration
- Free onboarding support
- Regular feature updates
- Multi-company on Enterprise
- BS + AD calendar
Free trial available, no card required · No software setup fee · Cancel anytime
Access NepalHRM from the Web, Android and iOS
Update an objective from the desk, prepare a 1:1 from your phone, and acknowledge a review from anywhere.
Frequently Asked Questions
Everything you need to know about performance management in NepalHRM before you get started.
Business and Enterprise. Objectives and cascading OKRs, reviews, 1:1s, 360 feedback, competencies, career paths, succession, kudos, development and improvement plans and the appraisal report are all part of the performance module on those two plans.
Five: quarterly, annual, probation, self-review and 360°. Each review carries a 1 to 5 star rating and moves through draft, submitted and acknowledged statuses.
Each objective has a key result type (such as percentage), a target value, a due date in AD or BS, and an assignee, plus a progress bar. HR can drag the slider to update progress in place, and the period's average updates instantly.
Yes. Objectives sit in one goal tree at four levels: company, department, team and individual. An employee links their goal under their manager's team goal, and progress rolls up the tree, so a company objective shows how the work beneath it is going.
Outside HR, peer, direct-report and client answers come back pooled by relationship with no names attached, and if fewer than three people in one of those groups answer, that group's results are withheld. The manager's answers are shown as the manager's, and the self-review as the employee's own.
A published appraisal prints as a Performance Evaluation Report PDF: the overall rating and its band, self and manager ratings for each criterion, the comments, HR's decision, and the sign-off timestamps, with lines for signatures on paper where a form still needs them.
Yes. Create a period with + New Period for a quarter, a half or the fiscal year. Objectives, reviews and 1:1 counts roll up per period, so each cycle starts clean.
From the Meetings tab, click + Schedule Meeting: pick the employee, date and time, the meeting type (1:1, check-in, goal-setting or feedback) and write the agenda. The meeting keeps its status until it is done.
The reviewer prepares and submits the review, and the employee can then view and acknowledge it. That keeps a clear record of when the review was shared.
Intern and probation review alerts appear on the HR dashboard, while performance records and bonus points stay visible on the employee profile alongside payroll and attendance.
Performance terms, defined
The vocabulary of a review cycle, from the goal that starts it to the plan that follows a weak rating.
- OKR (Objectives and Key Results)OKR stands for Objectives and Key Results: a goal-setting method that pairs an objective written in words with a few measurable key results that show whether it was reached. Company OKRs cascade into department, team and individual ones, so each person's goals trace back to the company's.
- 360-Degree Feedback360-degree feedback is a review in which an employee is rated by the people who work around them (their manager, peers, direct reports and sometimes clients) as well as by themselves. Answers are pooled by group so that raters can be candid.
- Performance Improvement Plan (PIP)A performance improvement plan (PIP) is a written plan that sets out where an employee's work is falling short, what has to change, the support they will get and the dates progress will be reviewed. It turns a general concern into a fixed, shared record before any decision about the job is taken.
- Probation Periodपरीक्षणकालProbation is the initial period during which an employer assesses a new employee before confirming them. Nepal's Labour Act 2074 caps it at six months, after which the employee is confirmed or the engagement ends.
All HR and payroll terms used in Nepal are defined in the glossary, each with the Act or rate it comes from.
Make Performance a Rhythm, Not a Year-End Event
Set your first period today. Objectives, reviews and 1:1s live in one connected HR system built for Nepali companies.
- No credit card
- Free onboarding
- Cancel anytime