I think this is interesting relationship to test. My speculation is "more an organizational processes will be easier with the help of technology, more employees will be happy and satisfied". It is just like students satisfaction in a university. If a student's data is completely on some software or IS, it is easier for him to go through all university procedures and it affect his satisfaction with the university. Same applies to the organizations.

Yes, employee performance metrics are readily collected and analyzed for the purpose of increasing productivity. Inventory management software ensures that stock is at optimal levels. Accounting processes in just about every category are enhanced. These are just a few examples....

There stands a clear correlation between HR technology and organizational performance. The emergence of the “New Economic” system in global arena has a lion share of “E-enabled and E-businesses”. Most of the organizations are organizing work around technology. HR technology augments the capability of an organization to create and develop new knowledge through software customized for their needs and embed it in products, services and systems.

HR technology is disrupting the HR function and the marketplace, and some of that is happening through inorganic activities, including consolidation. For example, you have SAP acquiring SuccessFactors and Oracle acquiring Taleo. In addition to acquisitions, you have ADP releasing its Vantage software and Workday going public via an IPO. All of these marketplace shifts show that the SaaS business model is here to stay.

Once you cross the first hurdle of having access, the next challenge is knowing what to do with the data. That’s a skill that many organizations are rapidly building. People from HR, Finance and Marketing will need to sit down together and have a  conversation about the trends they’re seeing, and the implications for each of their functions. So there are governance, collaboration, skill set and access components that are worth thinking about.

Thanks Hassan, Daryn, Muhamma & Krishnnan for your valuable inputs. 

i am also wondering about establishing the relations (in research terms) between HR Technology and HR Transformation. Does HR Technology impacts the HR Transformation in organization which leads to organizational performance ?

There is a trend toward using technology to implement training initiatives or collect client/employee survey data. Both effect organizational and individual behaviour and thus are drivers of change. One facilitates or supports the other, these are just two simple examples.

Data is available in plenty, but depends on the Big Picture and their connects to sustainability.

• What to use
• Upon whom to use (Subjective selection and preferences on performance)
• Is your organization really "worrying on HR"

Yes, there is a positive relationship between HR technology and organization performance. For example, it is well-known that HR information system can be of immense help in many ways. It may help in reducing uncertainty, promoting knowledge about company working and its policies; making formal communication faster; resolving grievances more effectively; etc.   

PMS Characteristics

• Are fair, consistent, and reliable performance measures
• Supported by managers and executives Communicate performance expectations regularly
• Hold employees accountable for their actions and  Promotes continuous employee development
• Align individual goals to the department and organization and maximize employee performance
• Link performance to compensation, rewards, and recognition

Responsibilities of Superiors

• Review the employee's performance in a timely manner fo that employees are accountable for completing the process on time
• Provide feedback to the employee and  recognize for contributions

Well, it can help the performance, but no always and not only . Other factors as leadership, corporate culture and HR politics should add for a superior performance. A attention only on IT may be not result in best performance.

Yes for sure there are a positive relationship, particularly, if we have HRIS then we can retrieve all the information we need then it will be easier to take the right decision and reduce the cost and time west.

Which are measurable variables we can have to measure the impact of HR Technology on HR Transformation leading to Organization performance ?

Measurable variables could be number of support calls to HR services team about the routine enquiries and the satisfaction level of internal customers. Also, the HR dashboards customized for department Heads and CEO should lead to better decision making for improving productivity levels. 

Thanks Shaveta,Islam and Prof. Saini

Your input is valuable. 

Yes, there is positive correlation between HR Technology and Organization Performance. HR Technology in the form of human resource information system (HRIS) is helpful by way of:

1. Gathering, organizing, processing, and communicating HR information to quarter concerned for decision making,

2. Fast decision making,

3. Less time consuming,

4. Economic,

5. Efficient working, and

6. Effective work culture.

Dear Mr. Kundu,

Thank you for your inputs.

Ashutosh

Also request to all for help for any idea / experience/ suggestion / literature on 

"How we can measure the HR Transformation through HRIS Implementation"

Please check my papers on HRIS on research gate. Three papers are available.

To judge the impact of information technology (IT) on the effectiveness of the HR organization is by the relationship between the degree of IT use and HR effectiveness. The average overall effectiveness rating of organizations with different degrees of HR process automation shows a pattern in the direction of more automation leading to greater effectiveness. Comparing the components of effectiveness across companies with different levels of IT process capability, the areas of effectiveness that are most enhanced by increasing IT process automation are providing HR services, tailoring practices to fit business needs, and operating shared service units. The HR function can indeed be a more effective service deliverer, can leverage service across business units, and can tailor services more easily if there is good process automation. Process automation currently does not, on the other hand, appear to significantly impact the ability of the organization to provide strategic business support in such areas as change consultation, developing business strategies, and being a business partner, presumably because it depends more on responsive support from knowledgeable HR professionals

http://ceo.usc.edu/pdf/G0016389.pdf

Dear Sir(s) (Mr. Subhash, Mr. Krishnan, Mr. Debi),

Thanks a lot for your valuable inputs. I am really grateful to you and looking forward for your continuous guidance during journey of being Phd Scholar. 

Conceptually there is congruence between organization performance models such as the BSC (Kaplan and Norton) and modern HR infrastructures. Theoretically all dimensions mentioned in the BSC model can be translated in KPI which may be integrated into an HR digital IS. Operationalizing something like this will not just entail a change within systems but also a culture shift which requires careful management.

Yes, there is a positive correlation between the deployment of eHRM, HR Technology, or HRIS and its impact on employee satisfaction and organizational performance. Research has shown that the effective use of these technologies can streamline HR processes, improve access to information, enhance communication, and ultimately contribute to higher employee satisfaction and improved organizational performance.