How performance works here
Worth seeing
You are in HR. This page shows, step by step, how the company gets from figures to scores.- Everyone’s scores Each person’s score on its levels, and who went up or down since last month.
- The scorecards What a score is made of and how much each part counts, in plain words.
- Signals Who may need attention: a falling score, overdue training, an expired health and safety check.
- The same screens, with your own company’s people, indicators and rules. Create your own company — 30 days free
From a number to a score, in five steps
Each step builds on the one before it. The highlighted one is what to do next.-
Metrics
Decide what you measure
A metric is a number you track for each person or unit — sales, a quality score, days absent.
12 metrics so far.
-
Enter values
Bring in the numbers
Type the values in, import them from a spreadsheet, let managers evaluate people on an evaluation form, or let Harmoniq collect the ones it already knows (training, audits, attendance).
Values are coming in.
-
Scorecards
Build a scorecard
A scorecard says which metrics count, how much each one weighs and what the levels are. Start from a ready-made one or build your own.
One scorecard published.
-
Assign
Choose who it applies to
Everyone, a position, a unit, a department or one person — the most specific choice wins.
One scorecard is assigned.
-
See the scores
Close the period
When a month or quarter ends, close it: the scores are calculated, kept as they were, and people can see theirs.
6 periods closed so far.
The words, in plain language
Four words are enough to find your way.- Metric
- A number you track, with one value per person or unit for each period.
- Scorecard
- The recipe that turns several metrics into one score.
- Level
- The name a score gets — for example “Good” from 80 up.
- Period close
- The moment the scores of a month or quarter are calculated and kept.
An example
Sales count for 70 % and quality for 30 %. With 90 for sales and 80 for quality, the score is 87 — “Good”.