Performance, Appraisals and merit increments system

General system requirements

-software that’s available via a third-party over the Internet.
- SaaS software that is licensed and centrally hosted on the basis of a subscription.
⇒Multi-tenancy model;
⇒System design provisioning;
⇒Role based permission at field level;
⇒Automated provisioning;
⇒Digitalization provisioning
⇒Single sign-on;
⇒Subscription-based billing;
⇒High availability;
⇒Elastic infrastructure;
⇒Data security;
⇒Application security;
⇒Reporting and analytics module;
⇒Rate limiting/QoS;
⇒Integration center and APIs
⇒Audit.
⇒ modern design and attractive design, ability to customize
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Etc
Example and some brainstorming:

1. performance management system should blend goals, feedback, and check-ins in their process. Goals set direction, feedback ties goals to the day-to-day, and check-ins provide space for long-term performance discussions.
2. Review Cycles and Timing - There should be exhaustive options for review cycle design and timing. You should be able to decide who reviews whom when and in what sequence. 
3. Form Question Types - The software needs to accommodate questions you want to ask your employees, not just commonly asked questions.
4. Goal Options - Effective software allows you to choose the type of goals you want to set like KPI’s, S.M.A.R.T. goals, long term, or any others.
5. Feedback Flexibility - Good software makes it easy to provide downward, upward, peer, or external feedback and edit visibility settings so reviewers choose who sees their feedback and when.
6. Self-Serve Administration - HR should be able to track the progress of reviews and goals at a glance and customize the software on their own.