Singapore · Performance · Workforce skills
Performance management software for Singapore businesses
Bring appraisals, role expectations, goals and development into one manager workflow. Evaluate CLEAR Talent for a Singapore organisation or a regional team managed from Singapore.
Book a CLEAR Talent demoPlanning for 200+ employees? Bring your role families and rollout scope. Smaller teams are welcome too.
Make appraisals useful between review dates
When goals sit in one spreadsheet and competency ratings in another, managers spend review time reconstructing the year. A consistent role framework gives them a shared starting point; regular feedback and development actions keep it useful after the appraisal is signed.
- 01
Define roles
Set competencies and expected proficiency for each role family.
- 02
Assess with evidence
Compare self and manager ratings; use multi-rater feedback where appropriate.
- 03
Agree goals and KPIs
Connect team priorities to measurable individual outcomes.
- 04
Read the gaps
Compare required and assessed capability by person, team or department.
- 05
Plan development
Assign focused actions and review them in manager check-ins.
- 06
Review progress
Bring goals, feedback and assessment evidence into the next cycle.
Illustrative Singapore operating scenarios
Start with the work, then configure the system
These planning examples are not customer case studies, promised outcomes or approved grant projects.
A 250-person Singapore distributor
Customer service roles are taking on account-development work. HR maps the new competencies, managers assess current capability and team leads agree adoption and customer-retention KPIs. Pilot the framework with one account team before rolling it out across departments.
Work through the role redesign matrixA 350-person regional business led from Singapore
Country managers need comparable review evidence while employees have different role requirements. Agree a shared rating vocabulary, map reporting-line access and pilot review calibration with department heads. Include the DPO in the review of cross-border employee data flows before rollout.
Explore the review workflowSingapore implementation
Make responsibilities explicit
JustHR is CLEAR Talent’s HR partner in Singapore. A project discussion can bring the advisory and software requirements together. Confirm the partner’s role, the implementation owner, manager training, support hours and delivery dates in the written proposal.
Keep your payroll and core HRIS in place. Agree the employee data import and export process, pilot group and success measures before expanding. The integrations page describes the current options.
Meet JustHRA clear procurement conversation
- Which role families, headcount and modules are in the first phase?
- Who owns data preparation, configuration and manager training?
- What are the agreed support hours and escalation arrangements?
- Which currency, taxes and implementation services appear in the quotation?
Use the published pricing page as a starting point. Confirm Singapore-specific commercial terms in your quotation; no separate SGD price or local support SLA is promised here.
Review privacy and access with your DPO
Map which employee data will enter the platform, who can view assessments, how long records should be kept and what happens when a person leaves. Review hosting and any overseas transfers, and request the data processing agreement. These decisions belong in procurement and configuration, alongside the product’s role-based access controls.
A separate project pathway
Considering workforce transformation funding?
WDG(JR+) may support a qualifying workforce project. A normal software purchase is not an automatic grant entitlement. Explore the programme, project requirements and the JustHR partner route before making commitments.
Explore Singapore WDG(JR+) and job redesignQuestions from Singapore employers
Is CLEAR Talent suitable for a team of more than 200 employees?
A useful evaluation for a 200+ employee organisation starts with role families, departments, reporting lines and review cycles. Bring the headcount and rollout scope to the demo so we can show the relevant workflow and discuss a suitable plan. Smaller teams are welcome to enquire too.
Does it include Singapore payroll or a core HRIS?
CLEAR Talent specialises in performance and competency management. Keep payroll and core employee administration in the systems you use today. Review the integrations page for current import, export and connection options; discuss any required connector before buying.
What does implementation involve?
Agree the role and competency structure, prepare employee and reporting-line data, configure an initial review cycle and test it with a pilot group. Confirm the implementation responsibilities, training, support hours and schedule in your proposal; these are not fixed promises on this page.
Are prices and invoices available in Singapore dollars?
The public pricing page shows the published plans and currency. For Singapore procurement, request a written quotation that confirms billing currency, applicable taxes, implementation services and contract scope. This page does not publish a separate SGD price.
How should we assess PDPA requirements?
Review the proposed data flows, access roles, retention settings, deletion process, hosting arrangements and any overseas transfers with your DPO. Ask for the data processing agreement and check the trust centre. Software features alone do not establish an employer’s compliance.
Can the platform be included in a WDG(JR+) project?
It may support the assessment, development and measurement parts of a scoped workforce project. Eligibility and supportable costs need programme assessment. Use the grant page to explore the JustHR partner route and current technology-bundling requirements.
Updated 14 November 2026.
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