Performance Management: Review Cycles and Weighted Goals

Performance in ZeniaHR starts with the basics many Indian companies need: a review cycle for the period, a clear set of goals for each person, and a weight on each goal so everyone knows what matters most. HR creates cycles from annual to probation, sets goals typed as KPI, OKR, KRA, competency or task, each with a weight, and follows every cycle's summary. Managers rate new joiners' probation from 1 to 5 in My Team.

Who uses it

HR teamCreates review cycles, activates and closes them, sets each employee's goals for a cycle with a type and a weight, and reads the cycle summary of goals and reviews.

ManagersAgree goals for their team with HR at the start of a cycle, and rate each team member on probation from 1 to 5 with a comment in My Team.

Company headSees how many goals each cycle holds and the review roll-up, and follows probation reviews that are due on the HR dashboard.

How cycles and goals fit together

A cycle fixes the period and the kind of review: annual for the financial year, quarterly for a sales team, monthly for fast-moving roles, probation for new joiners and ad hoc for a project. Each goal belongs to one person and one cycle, so the same employee can hold annual goals and quarterly goals without them mixing. A cycle starts as a draft while goals are set, becomes active when the period begins and is closed at the end. Weighted progress rolls each person's goals into one figure, with heavier goals counting more.

What ZeniaHR covers and what stays with your managers

ZeniaHR holds the structure of performance: cycles, goals with types and weights, the weighted roll-up and the cycle summary, plus the probation rating managers give in My Team, which feeds the probation and confirmation queue. The appraisal conversation itself, and any self-assessment your company asks for, happen in your own review meetings and formats. The goals and weights agreed in ZeniaHR give that conversation a fixed, shared starting point, so nobody argues at year end about what was expected in April.

Performance features

Performance review cyclesCreate annual, quarterly, monthly, probation or ad hoc review cycles, move them from draft to active to closed, and see each cycle's goals and reviews.KPI, KRA and OKR goalsSet goals per employee per cycle as KPI, OKR, KRA, competency or task, give each a weight, and roll progress up into one weighted figure per person.Probation goals and ratingsSet goals for new joiners in a probation review cycle, then have managers rate each probation from 1 to 5 with a comment before HR confirms.

See performance on your own data

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Frequently asked questions

What types of review cycles can I create?

Five: annual, quarterly, monthly, probation and ad hoc. Each cycle has a name you choose, such as FY 2026-27 Annual or Q3 Sales, and moves from draft to active to closed. You can run several cycles at once, for example an annual cycle for everyone and a quarterly one for the sales team.

Which goal types does ZeniaHR support?

KPI, OKR, KRA, competency and task. KPIs are measurable indicators such as sales or defects, KRAs are areas of responsibility, OKRs pair an objective with key results, competencies describe skills or behaviour, and tasks are one-off deliverables. Every goal also carries a weight in percent.

Can employees write a self-appraisal in ZeniaHR?

Not in the web app. ZeniaHR Performance covers review cycles, goals with types and weights, the weighted roll-up and the cycle summary, and managers rate probation in My Team. Companies that use self-appraisals collect them in their own format and use the goals set in ZeniaHR as the base for the discussion.

How is weighted goal progress calculated?

Each goal's weight is multiplied by its progress, the results are added, and the total is divided by the sum of the weights. Goals weighted 50, 30 and 20 at 80, 60 and 100 percent progress give 78 percent. Dropped goals are left out of the calculation.