Probation, semi-annual and annual reviews. 360° feedback from peers, managers and reports. Team OKRs with visual progress.
Without a structured review system, feedback becomes subjective, promotions arbitrary, and talent leaves for competitors with clearer processes. 4softhr brings performance reviews out of Excel and email into a digital workflow: HR configures the review cycles (probation, semi-annual, annual), defines competencies and objectives per role, and sends the forms automatically. The employee self-assesses; the manager completes the review; peers and reports add 360° feedback. Results are aggregated visually — HR and the director see the score distribution per department and identify top performers and those who need a development plan.
The Labour Code allows a probation period of up to 90 days for execution roles and 120 days for management roles. At its end, the employer must decide: confirmation, extension (where the CIM allows it) or termination. 4softhr automatically sends the review form to the manager 10 days before the probation deadline; collects structured feedback; and generates the decision document (confirmation or termination notice per art. 31 of the Labour Code).
Each quarter, the director sets the company OKRs; department managers derive the team OKRs; individual employees set aligned key results. 4softhr visualises the top-down alignment and real-time progress (updated weekly by each employee). At the end of the quarter, the OKR-achievement score feeds the semi-annual or annual review — linking performance objectives to pay and promotion.
The probation-period review is linked to the hiring file created in the recruiting module — the job description and objectives defined at hiring become the basis of the review. The annual performance score can be used by HR as input for salary reviews or bonuses — exportable to the payroll module or to the partner ERP.
| Feature | What 4softhr offers |
|---|---|
| Review cycles | Probation, semi-annual, annual or custom — configurable |
| 360° feedback | Self + manager + peers + reports, optionally anonymous |
| OKRs | Company / department / individual, with visual progress |
| Probation review | Triggered automatically at -10 days, with a decision document (art. 31) |
| Development plan (IDP/PIP) | Generated automatically with actions, owner and deadline |
| Aggregate reports | Score distribution per department, outliers, year-over-year comparison |
| Archived in the file | All reviews in the HR file, PDF/Excel export for audit |
| 4b2b ecosystem integration | Recruiting (objectives at hire), 4notify.net (reminders) |
For a company that wants promotions and salary revisions based on data, not impressions, 4softhr brings reviews and OKRs into a single documented flow. The first cycle can start in 48h; the real value comes from consistent use, not one-off setup.
About 2–3 hours: defining competencies per role, configuring criteria weighting, creating the forms and setting the deadlines. 4softhr ships with standard templates for common roles (sales, IT, operations) that you customise.
The system automatically generates an improvement plan (PIP) with actions, an owner and a deadline. If the employee still doesn't meet the threshold at the next review, the termination documents (art. 63 of the Labour Code) are pre-filled.
No. 360° feedback is anonymous to the employee (if HR configures it that way). The manager and HR see every review; the employee only sees the aggregate score and the development notes.
Yes. Every review is archived in the employee's HR file and can be exported as PDF per employee or Excel per department/review cycle.
Configurable: company and department OKRs are public by default (transparency); individual OKRs can be public or private, at HR's choice.
We set up the review templates and OKRs together with your HR team. The first cycle can start right away.
