How long does NavoraHR take to set up?

Most companies are fully set up within one day. Our onboarding team handles data migration and configuration.

Is there a free trial?

Yes. NavoraHR offers a 14-day free trial with full platform access. No credit card required.

What modules does NavoraHR include?

NavoraHR includes Payroll, HRMS, Leave & Attendance, Employee Self Service, Appraisal, Training, Grievance, E-Separation, Travel & Expense, Letters, Recruitment, and a Mobile App.

Does NavoraHR handle compliance automatically?

Yes. Tax tables, PF, ESI, TDS and jurisdiction rules update automatically. You never miss a deadline or pay a penalty.

Employee Performance Appraisal Management Software

What’s included

Everything you need,
nothing you don’t.

360°

framework

360° Appraisals

Fair, structured appraisals with peer, manager, and self-reviews.

100%

tracked

KRA Tracking

KRA-based performance tracking with live dashboards.

0

biases

Bell Curve Analysis

Objective analytics for fair distribution of ratings.

1 click

bulk

Increment Workflows

Promotion and increment workflows fully automated each cycle.

Custom

cycle control

Flexible Appraisal Cycles

Set annual, half-yearly, or quarterly cycles. Different cycles for different departments or roles.

100%

transparent

Feedback Visibility

Employees see their own feedback (what you allow). No black-box reviews — increases trust and engagement.

Auto

mapped to salary

Increment Automation

Approved increments automatically update the salary structure and flow into the next payroll cycle.

Live

performance data

Appraisal Analytics

Team performance distribution, completion rates, and rating patterns — all visible to HR and leadership.

See it live

Calibrate the whole team on one grid.

Click any box to see exactly who sits there — performance across, potential up. Your stars, your steady hands, and where to coach.

Talent · 9-box calibration71 employees placed

Potential →

Enigma

3

Growth

9

Stars

7

Dilemma

4

Core

21

High impact

11

Risk

2

Effective

8

Specialist

6

LowMeetsExceeds

Performance →

Stars

Top talent — stretch and retain

The review cycle

Everyone knows what’s next.

Self-review, peer feedback, manager rating and calibration — one cycle on a clock, nobody chasing forms.

6stages, one clock

1

Goals set

2

Self-review

3

360 feedback

4

Manager rating

5

Calibration

6

Shared

Rating distribution

A fair curve, not a rubber stamp.

See how ratings spread across the org — calibration keeps the distribution honest, so a 4 means the same in every team.

2%

8%

32%

41%

17%

1Needs work

2Below

3Meets

4Exceeds

5Outstanding

Goal cascade

Every goal rolls up to one.

Objectives flow from the company down to the individual, so effort everywhere points the same way — and ladders back up.

Company

Grow ARR to ₹50 Cr this year

Team objectives

Ship 4 flagship features

Cut churn to 4%

Individual goals

Launch the mobile app

Mentor 2 new hires

Lift NPS by 12 pts

Who it’s for

Works for everyone in the review.

Employees, managers and HR each get clarity and fairness.

For employees

See behind the score

A rating you can trace to goals hit and feedback gathered.

For managers

Cycles that finish

Structured stages and reminders keep reviews moving without the chasing.

For HR

Calibrated & defensible

Fair ratings across the org, with a full audit trail behind every one.

For managers

Reviews without the dread.

Cleargoals

Vague targetsFuzzy

Cascaded goalsSharp

Direction

Know what good looks like.

Goals flow from the top so you always know what you’re measured on.

CascadedMeasurable

Realfeedback

Once a yearRare

ContinuousOften

Growth

Feedback while it still matters.

Peers and managers weigh in through the year, not just at review time.

360 feedbackContinuous

0recency bias

Last month onlySkewed

Whole-year viewFair

Fairness

Judged on the full year.

Logged wins and feedback mean the whole year counts, not just the end.

Full yearEvidence-led

Showsits working

Black-box scoreOpaque

Traceable ratingClear

Trust

A rating you can see behind.

Every score traces to goals hit and feedback gathered — no mystery.

TransparentTraceable

A pathforward

Rating, then nothingDead-end

Linked to learningGrowth

Development

A review that grows you.

Gaps flow straight into a learning plan, not just a number.

Dev planLinked to L&D

For your team

Growth they can see.

Onefair grid

Rate in silosInconsistent

9-box calibrationAligned

Fairness

Calibrated across teams.

The 9-box places everyone on one scale, so ratings mean the same.

9-boxCalibrated

100%on-time cycles

Chase formsLate

Auto remindersOn time

Efficiency

Reviews that actually finish.

Stages, nudges and deadlines keep the whole cycle moving itself.

Auto-nudgeOn schedule

Spotyour talent

Gut feelMissed

Data-placedClear

Insight

See stars and risks early.

The grid surfaces high-potentials and flight risks at a glance.

Talent mapFlight risk

Goalalignment

Everyone rows apartDrift

Cascaded OKRsAligned

Alignment

The whole company, one direction.

Objectives cascade and roll up, so effort points the same way.

OKRsRoll-up

Auditready

Notes in inboxesScattered

One recordDefensible

Governance

Decisions you can stand behind.

Every rating, comment and calibration retained and traceable.

One recordTraceable

Compliance coverage

Performance compliance that protects the company.

A structured, documented appraisal process protects the company legally and ensures every increment and promotion decision is defensible.

Labour Law

Documented performance records

Every appraisal cycle produces a documented performance record per employee. Critical in dispute resolution and wrongful termination claims.

Contract Law

Increment letters with legal terms

Increment and promotion letters generated with legally valid terms. Changes to compensation are documented and acknowledged by the employee.

Factories Act

Non-discriminatory rating process

Bell curve analytics and structured rating frameworks ensure appraisals are objective and defensible against discrimination or bias allegations.

Labour Law

PIP documentation

Performance Improvement Plans documented within the system with timelines, goals, and outcomes. Creates a clear paper trail before any disciplinary action.

Data Privacy

Confidential review data

Peer reviews, manager feedback, and rating data stored with strict access controls. Only authorised stakeholders can view individual performance data.

Payroll

Increment-to-payroll audit trail

Every salary change triggered by an appraisal is linked back to the approved rating and increment letter — creating a complete audit trail from review to payslip.

Common questions

Everything you need to know.

Does it support 360 feedback?

Yes — self, manager, peer and skip-level input, rolled into a single fair view.

Can we calibrate across teams?

Calibration tools compare ratings across teams to keep them consistent and bias-aware.

How long does a cycle take?

Most teams run a full cycle in days, not weeks — the flow does the chasing.

Connects with

Works better together.

Appraisal reads from HRMS and feeds growth into training and letters.

HRMS

Training

Letters