Set monthly KPI targets, auto-score employee achievement from CRM & project data, generate performance rankings, and push incentives to payroll. Built for Indian SMBs.
Avani Business OS ships with pre-built KPI templates tailored to common Indian SMB roles — sales executives (revenue closed, calls made, leads converted), support agents (tickets resolved, response time), engineers (tasks completed, sprint points), and field staff (client visits, collections). Instead of HR spending days designing a KPI framework from scratch, managers simply pick the relevant template and assign it to their team. Templates are fully editable, so a Delhi trading company can adjust units (in ₹ crore) while a Bangalore SaaS startup tracks ARR and demos. Starting from a proven template reduces the most common failure mode: poorly defined KPIs that nobody tracks seriously.
Every employee in Avani can be assigned a distinct set of KPIs with individualised monthly targets. A senior sales manager might have a ₹15 lakh revenue target while a junior BDR has a ₹4 lakh target — both tracked on the same platform under a consistent framework. Managers set targets at the start of each month through a clean assignment screen; employees see their targets immediately in their self-service portal. The target-setting step takes under 15 minutes per team and creates a documented paper trail that replaces the informal verbal goal-setting that most Indian SMBs rely on, which leads to disputes during appraisals.
At the end of each month, Avani calculates each employee's KPI achievement score as a percentage of their target. For sales KPIs, achievement data is pulled directly from the CRM module — deals closed, calls logged, leads contacted — so there is no manual data entry and no risk of inflated self-reporting. For task-based KPIs (engineering, operations), achievement is drawn from the project management module's task completion data. Scores are stored permanently, creating an audit-ready performance history for every employee. When it is time for an annual appraisal or promotion decision, HR has 12 months of objective monthly KPI data rather than relying on recollection.
Avani auto-generates employee rankings at month end using a configurable composite score: KPI achievement (primary weight), task completion rate from the project management module, and attendance consistency from the attendance module. The ranking calculation runs automatically — no HR manual review, no spreadsheet, no manager lobbying. The leaderboard can be published company-wide to create healthy competition or kept visible to leadership only. Indian companies in retail, distribution, and financial services report that transparent monthly leaderboards lift performance consistently — when employees know exactly how they rank, they manage their own effort more deliberately.
Department heads and team leads get a dedicated KPI dashboard showing the entire team's progress against targets in real time — not just a snapshot at month end. A sales manager can see on the 18th of the month that three reps are below 40% achievement and intervene before the month is lost. An operations manager can spot that two team members have not submitted their EOD reports this week. The dashboard aggregates individual KPI scores into a team-level view, making it easy to identify which sub-teams are on track and which need attention. For multi-location businesses with offices in cities like Mumbai, Pune, and Hyderabad, each city manager sees only their team's data.
Avani stores every month's KPI scores, enabling trend analysis over time. HR and managers can view a rolling 6-month or 12-month trend line for any employee, making it easy to distinguish a one-off bad month from a persistent performance decline. An employee whose KPI achievement has dropped from 95% to 70% to 55% over three consecutive months is showing a clear downward trend that warrants a conversation — and Avani surfaces this automatically. This trend visibility transforms annual performance reviews from a surprise to a structured conversation backed by a full year of data, which is particularly valuable for Indian companies managing large field sales teams across multiple geographies.
Avani closes the loop between performance and compensation. Incentive rules configured in the payroll module can reference monthly KPI scores — for example, employees achieving 100% of target receive a ₹8,000 variable bonus; 80–99% achievement gets ₹4,000; below 80% gets no variable pay. When payroll is processed, Avani automatically applies the correct incentive for each employee based on their KPI score for the month. This eliminates the common Indian SMB problem of HR collecting performance data, handing it to finance in a spreadsheet, and the finance team manually adjusting salaries — a process that takes days and introduces errors.
Avani's KPI module is designed for Indian SMBs that do not have a dedicated HR tech team. Onboarding takes one session: import your employee list (already in the system if you use Avani for payroll), pick role-appropriate KPI templates, set targets for the current month, and publish. Employees receive a notification in their portal. There is no complex configuration, no consultant engagement, and no weeks-long implementation. The module works within the same Avani platform as payroll (PF 12% employer, ESI up to gross ₹21,000, TDS Section 192), attendance, and CRM — so the data required for composite performance scoring is already present from day one.
KPI software (Key Performance Indicator software) is a tool that lets companies define measurable performance targets for employees, track progress against those targets, and score achievement at the end of a period. Avani Business OS includes a built-in KPI module where managers can assign role-specific KPI templates to individual employees, set monthly numeric targets, and let the system calculate achievement scores automatically from integrated data sources (CRM for sales KPIs, project module for task KPIs, attendance module for punctuality scores). The result is an objective, audit-ready monthly performance record for every employee — generated without manual data collection.
Standalone KPI and OKR tools are disconnected from your operational systems — they ask employees to manually update their progress, which creates self-reporting bias and administrative overhead. Avani's KPI module is embedded inside the same platform as your CRM, project management, attendance, and payroll systems. Sales KPI achievement is pulled directly from CRM deal data. Task KPI achievement comes from the project management module. Incentive payouts flow automatically to payroll. No data export, no spreadsheet handoff, no duplicate entry. For Indian SMBs that cannot afford a dedicated HR tech team, this integration is critical.
Yes. Avani supports multiple KPI types across roles. Sales teams track revenue closed (₹), leads contacted, calls made, and deals converted — all pulled from the CRM module. Engineering and operations teams track tasks completed and sprint points delivered from the project management module. Support teams track tickets resolved and response time. Field teams track client visits and collections. Each employee type gets the appropriate KPI template, and all scores roll up into a single consistent ranking framework using configurable weights for each KPI component.
Avani calculates a composite performance score for each employee at month end. The score combines three components: KPI achievement percentage (the primary driver, typically weighted at 60–70%), task completion rate from the project management module (20–30%), and attendance score from the attendance module (10–20%). Weights are configurable per company. The composite score determines the ranked leaderboard, which is auto-generated without any manager input. This makes rankings objective and bias-free, which is particularly important for Indian companies where appraisal subjectivity is a common employee grievance.
Yes. Avani's KPI module integrates directly with the payroll module. HR configures incentive rules once (for example, 100% KPI achievement = ₹10,000 bonus; 80–99% = ₹5,000; below 80% = ₹0). At month end, when KPI scores are finalised, Avani automatically calculates the variable pay amount for each employee and adds it to their salary for the current payroll run. This closes the loop between performance and compensation without any manual handoff between HR and finance — a workflow that typically takes several days in Indian SMBs using disconnected tools.
Yes. Every employee in Avani has access to a self-service portal where they can see their current month's KPI targets, their live progress against each KPI (updated as CRM or task data comes in), their composite performance score so far, and their rank on the team leaderboard (if the company makes it visible). This transparency eliminates the common complaint of 'I didn't know what I was supposed to achieve' during performance reviews, and it motivates employees to manage their own progress rather than waiting for a manager to intervene.
For a company already using Avani for payroll and attendance, KPI setup takes one session of 30–60 minutes for a 50-person team. Employees are already in the system, so there is no data import needed. Managers select the relevant KPI template for each role (pre-built templates are available for common Indian SMB roles), set monthly targets for each employee, and publish. Employees receive a notification in their portal. The module is designed for non-technical HR teams and requires no configuration from an IT team or implementation consultant.
Yes. Avani stores every month's KPI score permanently, creating a 12-month (and beyond) performance history for each employee. During annual appraisals, HR and managers can pull up a full year of monthly KPI scores, see trend lines (improving, stable, or declining), and compare an employee's performance trajectory against their peers. This data-driven appraisal process replaces the subjective recall-based reviews common in Indian SMBs, makes promotion and increment decisions defensible to employees, and reduces the risk of high-performer attrition driven by perceived unfairness in the appraisal process.
Get free access to Avani Business OS →