School of Human Resource Management

XIM University

COURSE:

Human Resource Information System

(HRIS)

Report:
HRIS Planning to support Performance Management

Presented by:
Shubham Saurav (MBA-HRM, 2022-24)
Roll Number: UH22043
 ACKNOWLEDGEMENT

A project's success is the product of collaboration and teamwork between those who direct the
developers and those who provide ideas, reasoning, and work. I must thank everyone who
contributed significantly to the project after it was complete.

Prof. Francis Thomas Castelino provided us with invaluable information throughout the
project, and for that, I am grateful. He also provided us with assistance and guidance.

In addition, I want to express our appreciation to all of our loved ones for helping us with this
endeavor.
 INDEX

SR. NO TOPIC

1. Introduction
• HRIS Planning to support Performance Management
• HRIS Planning to support Performance Management in India

2. RESEARCH PAPER 1: The role of HRIS in Performance Evaluation

& Decision Making

3. RESEARCH PAPER 2: E-Performance Management Systems and

Organization Performance

4. RESEARCH PAPER 3: Optimizing Employee Performance

Management

5. RESEARCH PAPER 4: Planning and implementation of HRIS to

support change management

6. RESEARCH PAPER 5: The Practice of HRIS Applications in Business

Organizations

7. Summary
 INTRODUCTION

HRIS Planning to support Performance Manageme

We must create a systematic plan and coordination to implement HRIS to support industry
performance management. The followings are step-wise implementation to implement the
same:
Define the performance management process: Before implementing an HRIS system to support
performance management, it's essential to define the organization's performance management
process. This process should include setting goals, regular check-ins, feedback, and
performance evaluation. By doing so, you can ensure that the HRIS system aligns with the
process and supports the organization's goals.

Identify the performance metrics: Identify the performance metrics that need to be measured,
tracked, and evaluated using the HRIS system. This includes both qualitative and quantitative
measures, such as employee productivity, quality of work, and attendance.

Determine the data input sources: Determine the data input sources for the HRIS system,
such as employee self-evaluations, manager evaluations, and feedback from peers. This will
help ensure that the data is accurate, reliable, and comprehensive.

Select the HRIS system: Choose an HRIS system that aligns with the performance
management process, is user-friendly, and has features that support the identified
performance metrics. Also, consider the system's compatibility with other systems in the
organization, such as payroll and timekeeping systems.

Plan the implementation: Plan the implementation of the HRIS system carefully, including
the training of employees and managers, data migration, and system testing. Ensure that the
system is fully functional and that employees are comfortable using it.

Monitor and evaluate the HRIS system: Continuously monitor and evaluate the HRIS system
to ensure it's meeting the organization's performance management needs. Regularly review
the data and adjust the process as needed.

By following these steps, an organization can successfully implement an HRIS system to

support performance management. It can help the organization achieve its performance goals,
improve employee engagement, and enhance the overall performance management process.

HRIS Planning to support Performance Management in India

HRIS (Human Resource Information Systems) is becoming increasingly common in the Indian
HR industry. Many organizations are now using HRIS to manage their human resources and
streamline their HR processes.

One of the main reasons for the growing acceptance of HRIS in the Indian HR industry is the
need for efficient and effective employee data management. With the increasing number of
employees in organizations, it has become difficult to manage employee data manually. HRIS
helps efficiently store, retrieve, and analyze employee data.

Another factor contributing to the acceptance of HRIS is the need for accurate and timely
information for decision-making. HRIS provides accurate and up-to-date information on
employees, such as their attendance, performance, and training, which is essential for effective
decision-making.

When planning to implement an HRIS system to support performance management in India,

there are some specific considerations to keep in mind. Here are some steps that an organization
can follow to plan for HRIS implementation in India:

Understand the legal and regulatory requirements: India has specific labor laws and regulations
that organizations must comply with. Before implementing an HRIS system, it's essential to
understand these laws and regulations related to employee data privacy, security, and
confidentiality. Also, consider the data localization requirements for employee data and make
sure the HRIS system complies with those regulations.

Align performance management with local culture and practices: Indian work culture and
practices may differ from those in other countries. It's essential to align the performance
management process with local cultural practices to ensure that it is effective and accepted by
employees. This may include providing regular feedback, recognizing and rewarding good
performance, and promoting employee engagement.
Consider multilingual support: India has a diverse population, and different regions and
communities speak different languages. When implementing an HRIS system, it's crucial to
ensure that the system supports multiple languages, including the local language in which
employees are most comfortable.

Train employees and managers: Before implementing an HRIS system, it's important to train
employees and managers on how to use it effectively. This includes providing clear
instructions, conducting workshops, and offering online training resources. The training should
be provided in multiple languages to ensure that all employees can benefit from it.

Select an HRIS system that meets local requirements: When selecting an HRIS system, it's
important to choose one that meets the specific requirements of the Indian market. This may
include support for local tax and payroll requirements, as well as compliance with local labor
laws and regulations.

Integrate the HRIS system with other systems: To maximize the benefits of an HRIS system,
it's important to integrate it with other systems used by the organization, such as payroll and
timekeeping systems. This integration can improve efficiency and accuracy, reduce duplication
of effort, and provide a more comprehensive view of employee data.

By following these steps, an organization can successfully implement an HRIS system to

support performance management in India. It can help the organization achieve its performance
goals, improve employee engagement, and enhance the overall performance management
process while meeting local regulatory requirements and cultural practices.
RESEARCH PAPER 1: The role of HRIS in Performance Evaluation & Decision
Making

About:
This paper presents a human resource information systems (HRIS) model with a primary
objective: To provide a comprehensive framework that advances HRIS research.
These model units consist of organizational vision, strategic integration, personnel
development, communication and integration, records and compliance, knowledge
management, HR analysis, and forecasting and planning.
HRIS aims to merge the different parts of human resources, including payroll, labor
productivity, and benefits management, into a less capital-intensive system than the main frame
used to manage activities in the past.
Implications:
HRIS (Human Resource Information System) plays a crucial role in an organization's
performance evaluation and decision-making processes. Here are some ways in which HRIS
can assist in these processes:

Performance Evaluation: HRIS can provide a centralized platform for gathering and storing
employee performance data, such as goals, objectives, job responsibilities, and performance
ratings. This data can be used to create a performance evaluation process that is more objective
and data-driven. HRIS can also track employee progress, identify skill gaps, and highlight areas
for improvement, making it easier for managers to set goals and create development plans.

Decision Making: HRIS can give managers real-time access to employee data, including
performance metrics, training and development needs, and compensation information. This
data can be used to make informed decisions about promotions, transfers, and other personnel
actions. Additionally, HRIS can help managers identify trends and patterns in employee
performance and engagement, allowing them to take proactive measures to address issues
before they become more significant problems.

Data Analysis: HRIS can provide comprehensive data analytics to help HR managers make
informed decisions. The system can analyze employee performance, demographic, and
compensation data to identify patterns and trends that can be used to make better decisions.
This can include things like identifying the most successful managers or the employees with
the highest engagement scores, which can be used to inform decisions about promotions and
career development.

Fewer HR employment, benefits cuts, and reduced HR services result from the ongoing
demand to save HR expenditures. The current focus of human capital management (HCM) is
on finding ways to lower the ratio of HR staff to employees. Companies can profit greatly from
an all-in-one system that can cut errors, lower cycle times, reduce the turnaround time, and
support management decisions when HRIS is connected with ERP and CRM solutions. This
functionality includes performance management, which enables managers and staff to plan,
monitor, and finish the review process online. The importance of human resources to a
company has increased in the modern corporate environment.

HRIS can play a vital role in performance evaluation and decision-making processes by
providing objective data, improving efficiency, and supporting data-driven decision-making.
By using an HRIS, organizations can create a more data-driven and objective approach to
performance evaluation and decision-making, leading to better outcomes for the company and
its employees.

RESEARCH PAPER 2: E-Performance Management Systems and Organization

Performance

About:
Human resource information system (HRIS) is a concept that utilizes information technology
to manage human resources effectively. Its functions and application in the e-performance
management system are an important component of HRIS, whose effects on organization
performance remains largely unknown. Several local and international studies have
underscored the importance of HRIS.

However, the effects of the individual components of the system, such as E-Performance
Management were largely subsumed. Hence, the exact impact of E-Performance
Management is not known.
Therefore, the purpose of the current study was to examine the effect of e-performance
management systems on organization performance of Saccos in Kenya.
The results showed that E-performance management had a significant effect on the
performance of Saccos.
The study therefore recommended that firms should improve more on data management in
areas of performance assessment to allow for timely and speedy delivery of services to the
employees.
Implications:
It was found that HRIS caused the timely processing of salary and bonus claims, as well as a
high level of adherence to the department's goals and the uniformity of programmes and
performance management processes. The efficient administration of salary as well as employee
performance evaluation and reviews were also handled via HRIS.
This leads to the conclusion that, at the 5% level of significance, there was a relationship
between e-performance management systems and Sacco organisation performance.
Furthermore, the variable had a favourable impact on the firm's market share and human
resource efficiency, but a detrimental effect on the efficiency, timeliness, and speed of the
firm's human resource procedures.

E-Performance Management Systems (e-PMS) are digital platforms that enable organizations
to manage and track the performance of their employees in a systematic and efficient manner.
These systems typically use software applications that allow managers to set goals, provide
feedback, and evaluate employee performance.

When implemented effectively, e-PMS can have a positive impact on organization

performance. Here are some ways in which e-PMS can contribute to overall organization
performance:

Aligning employee goals with organizational objectives: e-PMS allows organizations to set
clear, specific, and measurable goals for their employees that are aligned with the overall
objectives of the organization. This alignment ensures that employees are working towards the
same goals and objectives as the organization and are contributing to its overall success.

Improving communication and feedback: e-PMS provides a mechanism for regular and timely
feedback between managers and employees. This improves communication, promotes
transparency, and helps to build a culture of continuous learning and improvement.

Enhancing employee engagement and motivation: e-PMS can help to enhance employee
engagement and motivation by providing regular feedback, recognition, and rewards for high
performance. This can lead to improved employee satisfaction, retention, and productivity.

Supporting development and learning: e-PMS can also help to support employee development
and learning by identifying skill gaps and providing opportunities for training and
development. This can lead to improved employee performance and a more skilled and capable
workforce.

Facilitating performance evaluation and decision-making: e-PMS can provide managers with
real-time data and insights into employee performance, enabling them to make informed
decisions about promotions, performance improvement plans, and other key human resource
decisions.

Overall, e-PMS can help organizations to create a more efficient and effective performance
management system, which can contribute to improved organizational performance. However,
it is important to note that e-PMS is only one component of a comprehensive performance
management system and should be used in conjunction with other performance management
practices and policies to achieve the best results.

RESEARCH PAPER 3: Optimizing Employee Performance Management

About:
Employee is the most valuable asset of any business organization who has the ability to make
organization to reach the heights, that’s why employee is termed as Human Resource (HR).
By means of newly emerging sophisticated software termed as Human Resources Information
System (HRIS) is a most efficient, diligent and trusted way to get access and analyze all
information pertaining to employees, the information so retrieved can be used in effective
decision making process for business organizations, This article will review the major
components of a Human Resource Information System, paper will bring forward , how HRIS
can optimize employee performance management .
Implications:
Employee performance management is a critical aspect of managing a successful organization.
It involves setting clear goals and expectations for employees, providing regular feedback and
coaching, and measuring progress towards those goals. Here are some tips to optimize your
employee performance management process:
Set clear goals and expectations: Make sure your employees understand what is expected of
them and what success looks like. Be specific and measurable, and align their goals with the
overall goals of the organization.
Provide regular feedback: Don't wait until the end of the year to give feedback on employee
performance. Provide regular feedback, both positive and constructive, so employees know
where they stand and can improve.
Use technology to automate the process: There are many tools available that can help automate
the performance management process, including performance management software and 360-
degree feedback systems.
Create a culture of continuous learning: Encourage employees to continually learn and develop
their skills through training, coaching, and mentorship. This will help them grow and improve
their performance.
Reward and recognize good performance: Recognize and reward employees who are
performing well to encourage them to continue their good work. This can include bonuses,
promotions, or other forms of recognition.
Be transparent and fair: Be transparent about the performance management process and ensure
that it is fair and unbiased. This can help build trust with employees and improve overall
performance.
Continually assess and improve the process: Regularly assess the performance management
process to identify areas for improvement. Solicit feedback from employees and use that
feedback to refine and improve the process.
Due to regulatory requirements, traditional HRIS applications in HRM were initially
computerised. Managers and staff believed that "technical and strategic HRM," "performance
and reward management," and "corporate communication" were all "advanced" HRIS
programmes that were being used relatively heavily in Indian firms. In India, the range of HRIS
applications has increased. Although the most common HRIS applications, such as employee
records and payroll, are still in use today, there has been a growth in the usage of HRIS in
complex tasks and decision-making.
Now due to advancement of IT and internet, any business organization can manage their men-
force (HR) and business managers can optimize any of HR attribute of each employee with the
implementation of Human resource information system (HRIS) in business organizations.
HRIS plays an important role in optimizing employee performance management by collecting
and analysing different information about employee Feedback from Peers, goal setting,
performance tracking, and performance reviews etc.
Information so collected can be used by mangers for taking effective, correct and decisive
decision for business organization to achieve business targets.
By implementing HRIS in business organization the span of control of managers over
employees has increased because of quick reporting of any information about any employee.
In India because of MNCs Indian business companies get acquainted with HRIS but in India
service organization apply more HRIS then manufacturing, manufacturing in organizations are
more traditional and tedious.
RESEARCH PAPER 4: Planning and implementation of HRIS to support
change management

About:
Now due to advancement of IT and internet, any business organization can manage their men-
force (HR) and business managers can optimize any of HR attribute of each employee with the
implementation of Human resource information system (HRIS) in business organizations.
HRIS plays an important role in optimizing employee performance management by collecting
and analysing different information about employee Feedback from Peers, goal setting,
performance tracking, and performance reviews etc.
Information so collected can be used by mangers for taking effective, correct and decisive
decision for business organization to achieve business targets.
By implementing HRIS in business organization the span of control of managers over
employees has increased because of quick reporting of any information about any employee.
In India because of MNCs Indian business companies get acquainted with HRIS but in India
service organization apply more HRIS then manufacturing, manufacturing in organizations are
more traditional and tedious.
Implications:
Planning and implementing a Human Resource Information System (HRIS) to support change
management in India can be a complex and challenging task, but there are a few key steps that
can help ensure success:

Identify the goals and objectives of the HRIS: The first step is to determine what you hope to
achieve by implementing an HRIS. This could include improving employee data management,
streamlining HR processes, or better tracking and analyzing performance metrics.

Conduct a needs assessment: Before selecting an HRIS, it's important to assess the needs of
your organization. This will help you determine the features and functionality that are most
important, as well as the level of customization required to meet your unique needs.

Select the right HRIS: Based on your needs assessment, select an HRIS that meets your
requirements. Look for a solution that is user-friendly, flexible, and offers robust reporting and
analytics capabilities.

Develop a change management plan: Implementing an HRIS will likely involve changes to
your organization's processes, workflows, and policies. To ensure a smooth transition, develop
a change management plan that outlines how you will communicate the changes to employees,
train them on the new system, and address any concerns or issues that arise.

Ensure data security and privacy: When implementing an HRIS, it's essential to ensure that
employee data is secure and protected. This means implementing appropriate data security
measures, such as encryption and access controls, and ensuring that the system is compliant
with relevant data privacy laws and regulations.

Provide ongoing support and training: Once the HRIS is implemented, it's important to provide
ongoing support and training to ensure that employees are comfortable using the system and
understand how to get the most out of its features and functionality.

By following these steps, you can help ensure that your HRIS implementation supports your
organization's change management goals and drives meaningful improvements in HR
processes and performance management in India.

RESEARCH PAPER 5: Influence of HRIS Effectiveness on Employee’s Performance

About:
The utilisation of data has made it possible to support decision-making and corporate strategies
since the twenty-first century. A great example of using administrative cost reductions and
tactics that can help businesses or organisations by acquiring, processing, and exchanging
information is the human resource information system (HRIS). This study aimed to understand
the impact of HRIS efficacy on employees' performance at Brankas. This study used a
quantitative methodology with a mechanism for collecting data through the distribution of
questionnaires. With the data analysis, descriptive analysis, simple linear regression,
determination coefficient, and hypothesis testing were employed. The analysis type used was
descriptive and causal. The findings of this study demonstrated that HRIS significantly affects
workers' performance.
Implications:
Human resource information systems improve organisational performance by, among other
things, supporting strategic decision-making operations, programme and policy assessment, or
day-to-day operational matters; by providing information about employment and retention
strategies that enable management to make informed decisions; by developing and expanding
HR operations; and by accelerating information dissemination.

Human Resource Information Systems (HRIS) are designed to manage and track various HR
functions, such as employee recruitment, payroll management, performance evaluation, and
training and development. The effectiveness of HRIS can significantly impact an employee's
performance in several ways, including:

Efficient and Timely Processes: HRIS can automate routine administrative tasks such as data
entry, processing of new hires and terminations, leave and attendance management, and salary
calculations. This leads to a reduction in errors and faster completion of tasks, allowing
employees to focus on their core responsibilities, improving productivity and performance.

Access to Information: HRIS provides employees with easy access to important information,
such as company policies, benefits, training, and development programs. This empowers
employees to make informed decisions and take ownership of their career development, leading
to improved performance.

Feedback and Recognition: HRIS can track and provide feedback on employee performance,
allowing managers to recognize and reward employees for their achievements. This recognition
helps to increase employee motivation, job satisfaction, and performance.

Personalization: HRIS can help tailor employee experiences, by customizing development

plans and training programs based on individual employee needs and career goals.
Personalization creates a sense of value and belonging for employees, leading to higher
engagement, job satisfaction, and better performance.

In conclusion, HRIS effectiveness plays a crucial role in employee performance. It not only
streamlines HR processes but also empowers employees with access to important information
and personalized development opportunities. This leads to improved productivity, job
satisfaction, and overall performance, which ultimately benefits the organization.

SUMMARY

Human Resource Information Systems (HRIS) are computer-based systems that organizations
use to manage their human resource activities. In recent years, HRIS has become increasingly
popular and widely used in the field of performance management. This research paper will
examine the use of HRIS in performance management, focusing on its benefits and limitations,
and the key factors that contribute to its success.

Benefits of HRIS in Performance Management

• Improved Data Accuracy: HRIS can significantly improve data accuracy by automating
manual processes, reducing the likelihood of human error, and providing real-time data
updates. This improved data accuracy enables organizations to make informed
decisions about employee performance.
• Enhanced Communication: HRIS can facilitate communication between employees,
managers, and HR professionals, making it easier for organizations to collect and share
feedback and performance information.
• Increased Efficiency: HRIS automates many performance management processes,
reducing the time and resources required to complete these tasks. This increased
efficiency enables organizations to focus on more strategic initiatives.
• Standardization: HRIS can help organizations standardize their performance
management processes, ensuring that all employees are evaluated using consistent
criteria and procedures.
• Better Record Keeping: HRIS provides a centralized repository for employee
performance information, making it easier to store and retrieve records, and track
employee performance over time.

Limitations of HRIS in Performance Management

• Cost: Implementing an HRIS system can be expensive, requiring a significant
investment in hardware, software, and training.
• Technical Challenges: HRIS can be complex and difficult to use, particularly for
employees who are not technically savvy.
• Data Privacy and Security: The centralized nature of HRIS systems can raise concerns
about data privacy and security, as sensitive employee performance information is
stored in a single location.
• Resistance to Change: Some employees may resist the use of HRIS in performance
management, as they may feel that it undermines the personal touch and face-to-face
interaction that are important elements of the performance management process.

Key Factors Contributing to the Success of HRIS in Performance Management

 • User Acceptance: User acceptance is critical to the success of HRIS in performance
management, as employees must be willing to use the system and trust that their
performance information will be handled securely and confidentially.
• Training and Support: Effective training and support are essential to ensure that
employees understand how to use the system and are able to take full advantage of its
capabilities.
• Integration with Other Systems: HRIS must be integrated with other systems, such as
payroll, to provide a comprehensive view of employee performance and compensation.
• Regular Evaluation and Updating: Organizations must regularly evaluate and update
their HRIS systems to ensure that they are meeting the evolving needs of the business
and its employees.

Human Resource Information Systems (HRIS) have become an essential tool in the
Performance Management System (PMS) of Indian organizations. HRIS can automate and
streamline several aspects of the PMS, making the process more efficient, objective, and
transparent.

Here are some ways in which HRIS can be applied in the Indian PMS:
• Goal Setting and Tracking: HRIS can automate the process of setting and tracking
individual employee goals, aligning them with the organization's overall objectives. It
allows managers and employees to regularly review progress, provide feedback, and
make necessary adjustments.
• Performance Reviews and Appraisals: HRIS can standardize the performance review
and appraisal process, ensuring fairness, objectivity, and consistency across the
organization. It can also facilitate 360-degree feedback, allowing employees to receive
input from peers, subordinates, and superiors.
• Training and Development: HRIS can identify employee skill gaps and training needs,
and provide personalized learning and development opportunities. It can track
employee progress and certifications, ensuring that employees are equipped with the
necessary skills and knowledge to perform their jobs.
• Rewards and Recognition: HRIS can track employee performance and provide data for
rewarding and recognizing high performers. It can also facilitate the distribution of
bonuses, promotions, and other incentives based on employee performance.
• Succession Planning: HRIS can identify key organizational positions and create a
succession plan for potential successors. It can track the performance and development
of high-potential employees, ensuring that the organization is prepared for future
leadership transitions.

HRIS is a valuable tool for Indian organizations to enhance their PMS. It can provide a
systematic and objective approach to performance management, leading to improved employee
engagement, productivity, and retention. By automating and streamlining PMS processes,
HRIS can enable HR professionals and managers to focus on more strategic and value-adding
tasks.