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AI-first performance management, built for the GCC

Performance management that runs
all year, not once in December

KRAs, KPIs, and OKRs in one framework, with continuous check-ins, 360 feedback, and appraisal cycles that draw on a year of real evidence instead of last month's memory. Connected to your HRMS, so ratings, increments, and promotions flow straight through to payroll.

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3
Goal frameworks supported
360°
Multi-source feedback
6
GCC markets covered
<6wk
Go-live guarantee
Features

Everything you need,
built in from day one

🎯
KRA & KPI Libraries
Role-based key result areas and measurable KPIs, defined once and reused across every appraisal cycle.
🧭
OKR Cascading
Company objectives cascading to department, team, and individual level, with alignment visible in one tree.
💬
Continuous Check-Ins
Weekly or monthly one-to-ones recorded against goals, so the annual review reads a year of evidence.
🔄
360° Feedback
Manager, peer, subordinate, and self input collected in one cycle with anonymity controls.
📋
Appraisal Cycles
Configurable mid-year and annual cycles with weighted scoring, calibration, and multi-level approval.
📈
Ratings to Increments
Final ratings driving increment and bonus recommendations that flow into payroll with an approval trail.
🧠
AI Review Assistance
Amal AI drafts balanced review summaries from the year’s check-ins, goals, and feedback, and flags rating bias.

The complete feature list

Everything included — no hidden tiers, no per-module surprises.

Goal Setting
  • KRA libraries by role and grade
  • Quantitative and qualitative KPIs with weightings
  • OKR objectives with measurable key results
  • Cascading alignment from company to individual
  • Goal approval workflow with manager sign-off
  • Mid-cycle goal revision with change history
Ongoing Tracking
  • Weekly and monthly check-in cadence
  • Progress updates against each KPI or key result
  • Private notes and shared action items
  • Automatic nudges for overdue check-ins
  • Achievement log built through the year
  • Goal progress visible to employee and manager alike
Feedback
  • 360° feedback: manager, peer, subordinate, self
  • Anonymous peer input with minimum-group protection
  • Continuous feedback requests outside formal cycles
  • Recognition tied to values and competencies
  • Feedback templates by role family
  • Feedback history on the employee record
Appraisal Cycles
  • Configurable mid-year and annual cycles
  • Weighted scoring across KRAs, KPIs, and competencies
  • Self-appraisal followed by manager assessment
  • Calibration view across a department or grade
  • Multi-level approval with HR review step
  • Locked cycle records for audit
Development
  • Individual development plans linked to gaps
  • Competency frameworks by role and grade
  • Training needs generated from appraisal outcomes
  • Promotion and succession readiness flags
  • Probation reviews inside the same framework
  • Performance improvement plans with review dates
Reporting & Outcomes
  • Rating distribution by department, grade, and manager
  • Goal completion rates and overdue check-in reports
  • Increment and bonus recommendation summaries
  • Nine-box talent grid
  • Low-performer and high-potential registers
  • Every export audit-logged
Amal AI · Built Into AmalOps Performance

AI that does the work,
not just the dashboards

Amal AI reads a year of check-ins, goals, and feedback, then drafts the review, spots the bias, and tells you who is drifting before the cycle closes.

📝
AI Review Drafting
Balanced review summaries generated from the year’s actual check-ins and goal outcomes, in English or Arabic.
⚖️
Rating Bias Detection
Managers rating consistently high or low, or showing recency or gender skew, flagged before calibration.
⚠️
Goal Drift Alerts
Objectives with no progress or no check-in surfaced mid-cycle, while the quarter can still be saved.
📊
Natural-Language Reports
“Show rating distribution by department” answered instantly, with no report builder.

What Amal AI actually does here

Not a chatbot bolted on — intelligence wired into the workflows themselves.

📝
Evidence-based review drafts
The AI assembles each review from the year’s check-ins, completed goals, and peer feedback, so managers edit a draft rather than starting from a blank form the night before.
⚖️
Calibration support
Rating distributions compared across managers and departments, with outlier raters and clustered scores flagged ahead of the calibration meeting.
🧩
KPI quality checks
Goals written vaguely or without a measure are flagged at approval, so the cycle does not begin with objectives nobody can assess.
⚠️
Overdue check-in detection
Managers falling behind on one-to-ones identified by team, which is the earliest reliable signal that a cycle is going to fail.
🔮
Performance and attrition together
Low engagement paired with strong performance is the most expensive combination in any workforce, and the AI surfaces it explicitly.
💬
Ask about performance
“Who has no goals set?”, “Which teams missed mid-year?”, “Draft the calibration summary” — answered from live data.
Just ask, in plain English or Arabic
“Who has no goals set this cycle?”“Draft Priya’s annual review”“Rating distribution by department”“Which managers are behind on check-ins?”
See Amal AI Live in Your Demo →
Use Cases

Built for how GCC
teams actually work

🏢
Multi-Entity Groups
One performance framework across entities and countries, with local grades and cycles respected.
🏭
Operational Workforces
KPI-based appraisal for site, plant, and shift staff, assessed on output rather than a desk-based template.
💻
Technology Teams
Continuous OKRs with quarterly cycles, matching how engineering and product teams actually plan.
🏦️
Service Businesses
Competency and behaviour assessment alongside numeric targets, for roles where how matters as much as what.
Comparison

AmalOps Performance vs. generic appraisal tools

CapabilityAmalOpsGeneric Appraisal ToolSpreadsheets
KRA, KPI and OKR in one framework✓One model only✕
Continuous check-ins feeding the review✓Annual form✕
AI review drafting and bias detection✓ Native✕✕
Ratings flowing to increments and payroll✓ One platformManual export✕
Arabic RTL interface✓Partial—
Calibration across managers and grades✓Limited✕
Further Reading

Before you decide,
worth understanding

Running in more than one Gulf market? See how this works in the UAE, Saudi Arabia, Qatar, Bahrain, Oman and Kuwait — or try the free GCC calculators.

Common Questions

Frequently asked
questions

Can we use KRAs and OKRs together?+
Yes. Many GCC organisations run KRA and KPI-based appraisal for operational roles while using OKRs for corporate or technology teams. Both frameworks are configured in the same platform and roll up into one rating distribution.
Yes. Cycles are fully configurable: quarterly, mid-year, annual, or a combination, each with its own weighting, participants, and approval chain.
Peer and subordinate feedback is aggregated with a minimum-group threshold, so individual responses cannot be identified. Managers see themes and scores, not attributable comments.
Yes. Final ratings generate increment and bonus recommendations, which route through approval and then flow into payroll as salary revisions with a full audit trail.
Yes. The interface is fully available in Arabic with right-to-left support, and AI-drafted review summaries can be produced in Arabic or English.
Overdue check-ins are flagged automatically by team and escalated, and the AI reports which managers are behind, which is the earliest signal that a cycle will not produce reliable ratings.
Book a demo

See AmalOps
built for your team

A live walkthrough on your own data in under 45 minutes. No pitch, no commitment.

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