The Role of HRIS in Integrating Performance Management with T&D and C&B Management

Ravi Rajasinghe

Consultant/Corporate Trainer

Any system is as good as its components. Even if all components are good, that does not ensure good performance. It is the integration of the components to derive synergy that makes it a great system. HR systems are no exception. Even when the respective components are good enough, an HR system will not be good enough unless this integration happens. In complex organizations of today, this integration will be possible only through Human Resource Information Systems (HRIS) or Human Capital Management (HCM) Systems.

The HRIS plays a crucial role in integrating ​Performance Management with ​Training & Development and ​Compensation & Benefits Management. By leveraging the capabilities of an HRIS, organizations can create a unified approach that aligns employee performance, training and development initiatives, and compensation and benefits strategies. Now, let us explore how HRIS could integrate these three areas:


1. Performance Management and Training & Development Integration:

  • Training Needs Analysis: An HRIS can analyze performance data to identify skill gaps and training needs. This helps in designing targeted training programs that address specific performance deficiencies identified through performance evaluations.
  • Training Program Management: HRIS streamlines the management of training programs by automating tasks such as scheduling training sessions, managing enrollments, and tracking employee participation. It ensures that training programs are aligned with performance goals and development needs identified during performance evaluations.
  • Performance-Based Training: HRIS links training programs to specific performance goals or competencies. It enables HR professionals to design training modules that directly address the skills or behaviors required for improved performance.
  • Training Evaluation: HRIS captures feedback and evaluations from employees regarding the effectiveness of training programs. It helps HR professionals measure the impact of training on performance outcomes and supports data-driven decision-making for future training initiatives.
  • Individual Development Plans: HRIS facilitates the creation and tracking of individual development plans (IDPs) for employees. These plans outline the learning and development activities required to address performance gaps identified during evaluations. HRIS integration ensures that performance discussions are connected to development opportunities and progress-tracking.
  • Key Outcomes: HRIS integration of Training & Development with Performance Management ensures a cohesive approach to employee development. It enables HR professionals and managers to align training programs with performance goals, track training effectiveness, facilitate individual development plans, and provide targeted coaching and feedback. This integration promotes continuous learning and improvement, leading to enhanced employee performance and organizational success.


2. Performance Management and Compensation & Benefits Management Integration:

  • Performance-Based Compensation: HRIS links performance evaluation results with compensation management. It enables HR professionals to define compensation structures and rules based on performance ratings or the achievement of performance goals. HRIS automatically calculates and adjusts employee compensation based on their performance.
  • Incentive Programs: HRIS supports the implementation and management of incentive programs tied to performance outcomes. It tracks individual or team performance metrics and calculates incentive payouts based on predefined formulas. HRIS streamlines the administration of incentive programs and ensures accuracy and efficiency in rewarding high-performing employees.
  • Performance-Related Benefits: HRIS connects performance management data with employee benefits administration. It enables HR professionals to define eligibility criteria for performance-based benefits, such as merit-based salary increases, bonuses, or additional vacation days. HRIS automates the process of updating employee benefits based on performance, ensuring fairness and consistency.
  • Performance Improvement Plans (PIPs): HRIS facilitates the integration of Performance Improvement Plans with Compensation & Benefits Management. It allows HR professionals to track employee progress on PIPs and link performance improvements to compensation adjustments or benefits eligibility. HRIS ensures that performance improvement efforts are appropriately recognized and rewarded.
  • Real-Time Performance Data: HRIS provides real-time access to performance data, enabling HR professionals and managers to make data-driven decisions regarding compensation and benefits. It allows them to analyze performance metrics, identify high-performing individuals or teams, and align compensation and benefits strategies accordingly.
  • Key Outcomes: HRIS enhances the efficiency, accuracy, and fairness of the compensation and performance management processes in an organization

When Performance Management is integrated with Training & Development Management and Compensation & Benefits Management through an HRIS, organizations can create a cohesive and strategic approach to maximize employee performance, enhance their skills and competencies, and align their compensation and benefits with their contribution and development efforts. It has been proved across industries that this integration leads to improved employee engagement, employee commitment, productivity, and organizational success.