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Boost Employee Performance Throughout Your Organization

Incentivize your employees to meet their goals with pay-for-performance software that connects performance to compensation. HRSoft ensures cross-functionality and intelligent data management, allowing you to test processes and reinforce company standards.
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Pay-for-Performance Software
AIG
DaVita
USI
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Why Use HRSoft for Pay-for-Performance?

HRSoft transforms pay-for-performance into a seamless experience where results and rewards are always connected. Employees gain clarity into how their contributions translate into recognition, managers spend less time on admin and more time developing their teams, and leadership has the insight to make confident, data-driven decisions. The result is a culture where top performers feel valued, compensation is equitable, and the business moves forward with greater focus and impact.

Align Pay with Performance

Connect performance outcomes directly to compensation decisions with a unified platform. By integrating goals, reviews, and analytics with pay processes, you ensure top performers are recognized, rewards are data-driven, and compensation is both strategic and equitable.

Complete Performance Management

Our all-in-one platform combines goal setting, real-time feedback, flexible reviews, compensation alignment, and powerful analytics – so you can track progress, reward impact, and make data-driven decisions at every level. One system. Every performance need. Total visibility.

Maximize Impact, Minimize Effort

Streamline every step of performance management – from setting goals to delivering compensation – with a platform built for efficiency. Automate workflows, scale processes across teams, and eliminate manual work, so HR and managers can focus less on admin and more on driving results.

Pay-for-Performance Software Features

HRSoft brings every part of performance management together in one place. Set clear goals, foster meaningful conversations, and connect achievements directly to rewards.

Features

GOAL TRACKING & MANAGEMENT

Drive Results with Smarter Goal Management

Unlock your team’s full potential with HRSoft’s performance management software built for focused, aligned, and accountable goal setting.

Empower every employee with clear performance targets, set clear goals, track progress in real time, and stay connected to what matters most. Boost engagement, transparency, and performance – all in one intuitive platform.

FLEXIBLE PERFORMANCE REVIEWS

Rethink Performance Conversations

Say goodbye to rigid review cycles. Pay-for-performance makes it easy to run flexible, continuous check-ins and reviews that fit your workflow.

Whether it’s weekly touchpoints or quarterly deep-drives, empower managers and employees to stay aligned, give feedback in the moment, and foster real growth.

DYNAMIC SCORECARDS

Clear Metrics. Smarter Decisions.

Turn performance into progress with dynamic scorecards that bring key metrics to life. Volume scorecards help managers and employees track goals, competencies, and KPIs in one simple view.

No guesswork, just data-driven performance at every level.

PERFORMANCE-TO-PAY ENGINE

Integrated Performance Intelligence

Enhance performance with a system that directly links employee results to compensation outcomes.

By connecting goals, reviews, and analytics with pay decisions, our platform creates a transparent, motivating process where great work is consistently recognized and rewarded.

DASHBOARDS & ANALYTICS

Turn Insights Into Action

Unlock the full power of your performance data with dashboards and analytics.

From individual progress to company-wide trends, get the clarity you need to make smarter talent decisions, identify high performers, and spot issues before they grow. Visual, actionable, and built for impact.

AUTOMATION & EFFICIENCIES

Performance at Scale, Made Simple

Easily assign goals, competencies, responsibilities, and reviews across entire teams or departments with just a few clicks.

Our platform automates bulk assignments based on roles, levels, or locations – saving time, reducing errors, and ensuring every employee gets what they need, when they need it.

PIECE-RATE PERFORMANCE

Precision Performance for Piece-Based Work

Manage high-volume, output-driven roles with confidence.

Our platform supports piece-rate performance by linking production metrics directly to goals and pay, giving managers clear oversight and employees instant visibility into how their output translates into earnings.

Related Resources

Simplify Complex Compensation Strategies

Give your team the tools they need to make better compensation decisions from day one.

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Frequently Asked Questions

Pay-for-performance plans are a kind of pay strategy where an employee is compensated based on their individual performance and the organization’s overall performance. The better the performance, the higher the reward. A pay-for-performance plan typically involves clear objectives, a comprehensive performance process and software to keep track of performance.
The pay-for-performance model incentivizes employees to meet their performance goals by offering a monetary reward, such as a spot bonus. Some models involve benchmarks so that employees earn a higher reward as they reach certain goals. A pay-for-performance model often includes evaluation forms, clear communication, and ongoing coaching and training.
Performance management is a tool corporations leverage to make sure goals are met efficiently and effectively. For example, managers use performance management to measure employees’ performance. In addition, managers provide frequent feedback and communication to help employees reach their goals.
Performance management systems are necessary because they help organizations meet their goals. Organizations can reach their objectives when employees, resources, and systems are properly aligned. But to accomplish this, managers need to communicate the goals to employees so everyone knows their part in the process.
The performance management process is the system in which a manager and employee collaborate to determine how the employee’s objectives contribute to the organization’s overall goals. The process includes planning, tracking and assessing the employee’s work goals. Through this approach, the employee feels empowered and engaged with their work.
To successfully introduce a performance management system to an organization, start from the top down. First, educate your managers about the system’s purpose and tell them when to expect the rollout to employees. Then inform employees about the solution and explain how it benefits them. Throughout this process, make sure to allow for questions and concerns so you can adequately address them before rollout.
Performance management software is a solution that aims to boost an organization’s performance by fostering employee productivity. It allows teams to manage feedback, goals and performance collaboratively. The result is that employees feel valued and heard, which drives engagement and productivity.
Performance management is important because it helps organizations remain profitable and retain employees. An organization can only meet its goals and objectives when employees are on the same page and work together to achieve desired outcomes. That’s why organizations incentivize employees to meet their individual goals. And when employees are recognized for their hard work, they are happier and more engaged, which increases the likelihood of them staying with the organization.
There are various methods for measuring performance management: a numeric rating system, self-evaluations and peer reviews. Implementing a numeric rating system gives managers and employees an easy way to score how an employee is performing. Self-evaluations allow employees to reflect on their individual performance. And peer reviews give insight into how fellow workers view an employee’s performance.