360-Degree Performance Review Software for Indian Teams

Indian HRM runs your appraisal cycle end to end. Self-appraisal, manager review, peer feedback, skip-level, and optional customer input flow through one workflow with reminders, calibration, and a signed PDF at the close. Performance review software sits in the Growth plan at ₹99 per employee per month. The Foundation plan at ₹49 does not include it. Three months free, no credit card.

Review Cycle Setup, Not One-Size-Fits-All

Sales runs monthly. Engineering runs quarterly. Support runs half-yearly. The board runs annually. Indian HRM lets you run all four at once, with different forms, raters, and rating scales per role family. Each cycle template carries the questions, the weight per question, the reviewers, the deadlines, and the calibration step.

Custom cycles when you need them

Probation reviews at 30, 60, and 90 days. Project closure reviews. Mid-year recalibration after a reorg. Spin a one-off cycle for a single team without disturbing the regular calendar.

A Form Designer Your HRBP Can Actually Use

Drag in a 5-point or 10-point rating scale, a custom scale, a competency block, an open-text question, or a behaviour-anchored rubric. Set a weight on each question so the final score is computed correctly. Templates ship for engineer, sales, support, and manager role families. Behaviour anchors are written out at every rating level so reviewers know what a 3 looks like versus a 4. Vague ratings drop, comparable ratings rise.

360 Feedback Collection With Real Anonymity

Peer feedback works here because the rules are explicit. Manager picks five peers. Employee picks five. The system optionally adds a random sample. Skip-level and report-out feedback flow through the same form. For client-facing roles, you can pull in customer feedback too.

Peer responses are anonymous to the employee and the line manager. HR can see who said what for audit and dispute handling. Reviewers know that going in, so the feedback stays honest without becoming a free-for-all.

The Cycle Runs Itself

Self-appraisal opens first. The employee fills it. Manager review opens next, with the self-appraisal visible side by side. Peer feedback aggregates in the background. Once all inputs are in, the manager sees the full pack on one screen and writes the final review. Auto-emails chase pending reviewers at intervals you set. The HR dashboard tracks completion percentage by manager, department, and cycle, so nobody has to call a status meeting.

Calibration Without the Spreadsheet

Before ratings finalise, HR opens calibration. Managers see a bell-curve view across their team or department, line up similar performers next to each other, and adjust outliers with a comment. Rating distribution analytics show drift by manager and by cycle, so the "every report is a 5" pattern stops being invisible.

Output: A Signed Review Document

When the cycle closes, every employee gets a review PDF that combines the self-appraisal, manager review, 360 summary, the rating, comments, an action plan, the increment band, the bonus percentage, and any promotion recommendation. The employee signs it electronically and can append a written response if they disagree. Every form change and every reviewer comment is timestamped in the audit trail.

Compensation flows to payroll automatically

Pre-configure increment bands and bonus tiers against final ratings. The cycle closes, payroll picks up the changes, and the next salary run reflects them. No parallel sheet, no re-keying, no version mismatch between HR and finance. Reviewers who travel can finish forms on the native Android or iOS app instead of letting a single delayed input block the whole cycle.