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All-in-one HR platform · v2.0
14-day free trial · No credit cardhello@HrMagix.com
All-in-one HR platform · v2.0
14-day free trial · No credit cardhello@HrMagix.com
OKRs, KRAs, review cycles, calibration, the 9-box, PIPs, 1-on-1s and recognition.
Most Indian companies tie reviews to the financial year, with increments effective from April. The calendar below assumes that pattern; shift it if your cycle runs differently.
01
Goals are agreed in the first weeks of the cycle, as KRAs for ongoing responsibilities, OKRs for shorter-term priorities, or a mix. Each goal needs a measure and a source of evidence, agreed by both the employee and the manager, so that the review later is about results rather than recollection.
02
03
Near year end, employees complete a self-assessment and managers rate against the agreed goals. Calibration then compares ratings across teams so that the same rating means the same thing in every department. Tools such as the 9-box grid help discuss potential alongside performance and feed succession planning.
Ratings then inform increments and promotions, which are confirmed in letters and reflected in payroll from the effective date. Keeping the review record, the letter and the salary revision consistent avoids disputes later.
04
HRMagix includes modules for objectives and OKRs, KRAs and the 9-box, improvement plans, recognition, and one-to-ones, so goals, check-ins and reviews sit in one place through the cycle.
Twelve modules run on one platform: attendance and shifts, leaves and holidays, payroll, objectives and OKRs, KRA and 9-box, PIPs and growth, recognition, 1-on-1s and meetings, onboarding, documents, succession, and analytics. Your plan decides which are switched on, and switching one on later is a setting rather than a migration.
Yes. The Starter plan covers attendance, leaves, the employee directory and documents; payroll, performance, OKRs, recognition and analytics arrive with Growth. Because every module reads the same record, switching one on later is a setting rather than a migration.
Quarterly and annual OKRs cascade from leadership to individual contributors with live progress sliders, milestone weighting and confidence scores. KRAs, the 9-box talent matrix and calibration dashboards read the same data, so reviews reference the quarter rather than a separate form.
Yes. Structured 1-on-1s carry shared agendas, running action items and the manager's own notes, so progression becomes a documented conversation rather than an annual surprise.
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