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Performance · PMS & OKRs
Performance management software (PMS) for India
SKILWI.ai links goals, OKRs and reviews to a live skill graph, so a performance rating stops being a number on a form and becomes a specific development decision — priced as upskill or hire, in rupees.
The annual appraisal is the most disliked ritual in most Indian companies, and it rarely changes anything. A performance management system should do more than produce a rating once a year — it should tell you what to do next. That is the gap SKILWI closes.
What is a performance management system?
- Performance management (PMS)
- How you set goals, run reviews, and track people against them through the year.
- The common failure
- A score on a form, disconnected from skills, pay or development — forgotten a week later.
- The SKILWI difference
- Reviews are linked to the skill graph, so a weak area becomes a specific, costed development decision.
How SKILWI runs performance
- Goals and OKRs. Set objectives at company, team and individual level, with continuous check-ins instead of one annual scramble.
- Skill-linked reviews. Each review maps to the skill graph, so feedback points to specific skills, not vague traits.
- From rating to action. A weak area becomes a named skill gap, and that gap is priced as upskill-versus-hire in rupees.
- Feeds development. Performance data flows into TNA and career pathing, so reviews actually drive growth.
Annual appraisal vs continuous, skill-linked PMS
| Traditional annual appraisal | SKILWI performance | |
|---|---|---|
| Cadence | Once a year | Continuous goals and check-ins |
| Basis | A rating on a form | Goals and OKRs linked to skills |
| Output | A number, then nothing | A costed development decision |
| Connection | Stands alone | Feeds TNA and career pathing |
Where it fits
Performance sits on the same skill graph as the rest of SKILWI, which is what lets a review turn into a development decision rather than a filed form. Pricing starts at ₹250 per employee per month and scales by tier — see the full pricing.
Common questions
- Is this just an appraisal form?
- No. Reviews link to the skill graph and turn into specific, costed development actions.
- Does it do OKRs?
- Yes — goals and OKRs with continuous check-ins, not a single annual review.
- How does it connect to training?
- Weak areas become named skill gaps that flow straight into TNA and career pathing.