HR platform for Uzbekistan
Performance Review & Appraisal System
Talantiq Performance runs the review cycle from goal-setting to results: 360° feedback, goals and OKRs, 9-box calibration, 1:1 meetings and individual development plans — on shared data with the rest of your HR processes.
- Fairer ratings thanks to 9-box calibration
- 360° feedback and 1:1s in one review cycle
- From goals to growth: OKRs and IDPs connected
- No double entry: appraisal → learning → goals
Review cycles and 360° feedback
Review cycles with configurable stages: self-assessment, manager review and 360° feedback from peers. Goals and OKRs cascade down the org structure, and progress stays visible throughout the cycle.
9-box calibration and fair ratings
9-box calibration plots performance against potential on a shared grid to reduce rating drift between managers. Granular roles define who can see and change ratings at each stage.
Growth: 1:1 meetings and IDPs
1:1 meetings capture agreements and feedback between an employee and a manager, while individual development plans (IDPs) link goals to concrete steps. AI hints help draft feedback and goals; the final wording stays with the human.
Shared data across all of HR
Performance runs on the same data as org structure, learning and goals — no double entry, no separate spreadsheets. Access rights (RBAC/ABAC) and data scopes are shared across the platform.
FAQ
How is Talantiq Performance different from spreadsheet surveys?
A single review cycle with stages, 360° feedback, 9-box calibration and IDPs instead of scattered spreadsheets — all connected to org structure and learning on shared data.
How does 360° feedback stay objective?
360° gathers feedback from the manager, peers and the employee, while 9-box calibration reduces rating drift between managers. Granular roles limit who can access ratings.
How does AI help in the review?
AI hints help draft feedback and goals from the cycle data; the human makes the final wording and decisions. AI defaults to Claude and can be self-hosted.