Appraisals backed by real data, not just opinion
KPIs, cascading OKRs, and 360° feedback, tied to real attendance and task-completion data, so performance reviews reflect what actually happened, and AI surfaces retention risks before they become resignation letters.
Performance Management turns appraisal season from a guessing game into a data-backed process. KPIs, cascading OKRs, and 360° feedback from peers, managers, and direct reports all live in one system, alongside real task-completion and attendance data that a purely subjective review would miss.
Every promotion and salary increment is logged with full history, so managers and HR can see exactly how a performance decision was reached, not just what it was. AI performance insights surface strengths, retention risks, and trends across the team automatically, giving leadership an early warning system instead of finding out about a flight risk after the resignation letter arrives.
Most performance reviews in growing companies are still built on a manager's memory of the last few months, filled out on a form once a year. StreamHCM's performance management system keeps a running, connected record all year, so the review, when it happens, is a summary of documented reality rather than a reconstruction from memory.
Everything in StreamHCM's performance management system
Goals, feedback, and data, connected in one place.
KPI
Define and track role-specific KPIs.
OKR
Cascade objectives and key results company-wide.
Goals
Set, track, and review individual goals.
Appraisals
Structured, scheduled performance appraisals.
Performance Reviews
Manager and self-review workflows.
360 Feedback
Feedback from peers, managers, and reports.
Employee Rating
Consistent rating scales across teams.
Promotions
Track promotion decisions with history.
Increment History
Full salary increment timeline.
Task Performance
Performance scored from real task delivery.
Productivity Monitoring
Objective productivity data feeding reviews.
Screen Activity
Optional screen activity as a performance signal.
Screenshot Monitoring
Evidence-based productivity tracking.
Attendance Score
Punctuality and attendance factored into reviews.
AI Performance Insights
AI-surfaced strengths, risks, and trends.
Why growing companies in Pakistan switch to StreamHCM
KPIs and OKRs, together
Run either framework, or both, without switching between disconnected goal-tracking tools.
Reviews backed by real data
Attendance and task-completion data feed directly into appraisals, not just subjective notes.
AI flags risk early
AI performance insights surface retention risks and trends before they show up in a resignation.
Performance management in Pakistan, frequently asked questions
Yes. You can run KPI-based performance tracking, cascading company-wide OKRs, or both together, depending on how your organization prefers to set and measure goals.
Yes. Appraisals can factor in real attendance scores and task-delivery data alongside manager and 360° feedback, instead of relying purely on subjective review notes.
It analyzes attendance, task, and review data across your workforce to proactively flag performance trends, strengths, and retention risks, surfacing issues before they show up in a resignation letter.
StreamHCM ties KPIs, OKRs, and 360° feedback directly to real attendance and task-completion data, so appraisals in Pakistani companies reflect what actually happened during the review period, not just manager impression.
Yes. Companies can run KPI-based tracking, cascading OKRs, or both together, depending on how leadership prefers to set and measure goals across teams.
Run your next review cycle in StreamHCM
See how goals, feedback, and real data come together, start your 14-day free trial today.