HRIS and Performance Management: Enhancing Productivity and Talent Management

This article discusses the interdependence of HRIS and performance management, and how they can enhance productivity and talent management in a company. It also explores the benefits of implementing HRIS software and talent management strategies, and provides a chart of HRIS needs and benefits. References are included.

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HRIS and performance management
HRIS refers to the combination of human resources and information technology. it is key
enhancing performance management (Alam 2016). Performance management helps create a
conducive working environment for employees. HRIS comes in handy by reducing the
workload.. This can be in either accounting, management, human resource or in payroll.
HRIS ensures smooth operations in various departments and in the company at large (Alam
2016). Performance is thus enhanced in the company. This is because the employees can
easily transact their duties.
HRIS and performance are interdependent. Flexible designs featuring databases in HRIS
increases productivity (Nguyen 2013). Creating reports as well analyzing information is made
easier and more accurate. This is of great help to the employees. It also assists in organization
of data (Alam 2016). Time management will also be enhanced as the software does more
work in less time. Productivity is improved consequently leading to better performance in the
company.
Talent management and performance management
Performance management is also characterized by talent management. Talent management
aims at developing peoples capabilities in line with the visions (Hordes 2018). It focuses at
recruiting, training and rewarding employees. Working opportunities are provided in line
with employees’ strengths and skills. This ensure that every role is administered to the most
competent individual in the said field. (Farzin 2018). Talent management enables the
management to retain high skilled employees. They are up skilled with the recent industry
skills. This improves their performance as they hold relative skills. Doing so increases the
chance of achieving the subject goals aimed at.

A reward program enhances performance management too. They should be in line with goals
of the organization. They serves a motivational role to the employees (Hordes 2018). It also
helps attracting and maintaining employees. It attracts result driven professionals who can
thrive in performance based environment. Reward systems include holidays and pension
plans. The employee’s morale is kept up thus increasing productivity on a daily basis. They
also watch their performance as they know they have been entrusted with key responsibilities.
This programs should be well applied to ensure the success of the company.
As prior stated, Hris is key to performance management. It’s thus essential to come up with
the appropriate vendor for the software (Alam 2016). Experts should also be involved.
Professional touch will help in directing different sectors involved (Nguyen 2013. The
proposed vendor’s relationship should also be reviewed. They will ensure that the vendors are
genuine, accountable and responsible. Vendor consultants will come in handy to vet the
available software in the market (Alam 2013). Consultations will ensure sufficient
information to help in decision making on the HRIS to be used in a company.
In the human resource department is a candidate department for HRIS installation. With the
availabity of many vendors, vetting should be done. BambooHR is one of the vendors
known.it provides services like applicant tracking to help recruit the best candidates.it also
offers time off tracking.it helps create quick, custom and precise reports. BamboHR software
also has e-signature thus reducing paper work .it also enables shorter, more relevant and more
honest performance reviews. Employee database and records are also well kept. Employee
self-onboarding experience increases retention and engagement.
Gusto is another company the offers HRIS software. It majors in handling employee
payments. It’s thus appropriate for the human resource center. It also helps deal with
paperwork necessary when dealing with client companies. It assist client companies comply

with tax, labor and immigration laws. Regardless of this software are being helpful,
bambooHR software is more applicable. It offers more services thus ensuring performance at
a higher level.
Performance management is a sensitive issue in ensuring the success of the company. It
entails creating a conducive environment at work. It aim at enabling the employees to
perform at the best of their abilities (Farzin 2018). It also ensures that the activities of the
employees are in line with the objectives of the company. This is done through linking
individual employee s objective with the goals of the company (Hordes 2018). Having a
practical performance management strategy is a great step in attaining the goals of the
company.
Implementation of the performance management strategy can be done in various ways. The
employee needs to know what they are expected to do (Hordes 2018). Clear performance
expectations will help shape the behavior. The attention will be focused on performing how
they are expected to. They should also be enlightened on the need to do so (Hordes 2018). A
connection should be made between individual employee duties and overall goals. This will
help motivate the employees to play the part. When every employee does their part, the
success of the company is inevitable.
Regular monitoring is also very essential. It includes discussions, feedbacks, status updates
and coaching (Farzin 2018). This greatly fosters performance management. The employee is
able to learn and improve on different aspects. They are also able to identify problems and
mistakes early. Necessary adjustments are done to ensure all actions are in line with the
supposed objectives (Farzin 2018). Annual review should be presented as a report of daily

performances. Performance will thus be perceived as an ongoing thing and not an annual
event. This will ensure that everyone is doing their level best at all times.
Chart of Needs of HRIS
N e e d s / b e n e fi t s increased efficiency and
effectiveness
enhancing productivity and
perfomance
intergrating HR
technologies
centralised information
center
reduced paperwork

References
Alam, G. (2016). Critical factors influencing decision to adopt human resource information
system (HRIS) in hospitals. Volume 11 issue 8, p1-22.22p.
DOL:10.1371/journal.pone.0160366.
Farzin, H. (2018). Role of outage management strategy in reliability performance of multi -
micro grid distribution systems: transactions on power systems. Volume 33, issue 3,
p2359-2369.
Hordes, B. (2018).industrial and systems engineering at work. Volume 50, issue 2, p39-
43.5p.
Nguyen, D. (2013). A conceptual model of HRIS –Trust: an understanding of
suppliers/customer relationship. Volume 15, p 106-116.