Global Journal of Management and Business Research, A: Administration and Management, Volume 22 Issue 4

nurture the organizational culture needed to support the new HRIS, (Nikhal 2013). Previous studies investigated the Analysis of HRIS impact on Employees in order to determine the manner in which HRIS are being utilized. Weeks (2013) conducted research where data has been gathered concerning what type of HRIS is in use, the length of time that the HRIS has been in service, which person/department utilizes the HRIS, has the implementation of the HRIS increased efficiency within the organization, and if the HRIS is used in the strategic planning processes of the organization. The absence of strategic or operational functionality has been a recurring problem with current HRIS. Inadequate integration with other systems within the organization, complication of the system, inflexibility, and lack of a user-friendly interface are also mentioned as ongoing problem the main burden being the financial situation of the firm,(Weeks 2013). Awan and Sarfraz (2013), in their research paper made contributions in the field of H.C by targeting the telecom sector of Pakistan. The paper used quantitative data to conduct the research and test the various hypotheses. The results indicated the evidence that there is a significantly strong link between H.C investment and O.P. Furthermore, the study indicates that the variable of employee's satisfaction plays a significant role of a mediator between the two variables. The higher the H.C the better the firm performance therefore it is concluded as a result from the study that companies should strive to develop and train their employees to be able to perform better so it can attain its goals in an efficient way with a more rapid pace. AncaDraghici et al. (2014) presented a proposed model for the organizational performance management (focus on the evaluation, analysis and monitor activity) in the context of the actual trends in the field. The proposed framework takes into consideration three organizational determinants: objectives, resources and results. The relation between them defines three important organizational characteristics: efficiency (described in our approach from the perspective of intellectual capital management), effectiveness and pertinence (diagnosis from the perspective of organizational and manager/leader behavior). The proposed model is considered a general one, because the methods and tools, considered for the organizational performance measurement were mostly defined based on introductory observations and reference studies. Further research had been conducted on the relationship amid organizational HC and Organizational Performance. It's Questionnaire has been used to collect the data from a sample of 237 employees working at executive positions in different organizations. For exploration purpose, several regression techniques were used. Researchers concluded that organizational HC has positive impact on organizational performance, (Mahmood et al. 2014). The potentiality of Information Technology is highlighted and well understood through the findings that those who were most fruitful in using Information Technology made additional system and organization development investments. He concluded by stating that actual value addition done by the use of HRIS can be possibly estimated through solid measures of benefits and costs in the organization and the long term advantage it allows the organization to handle the challenges in the competitive scenario, stated by Nath and Naidu (2015)in “HRM, IT and the competitive advantage” research. Khashman, and Khashman (2016), attempted to build a more complete framework of the factors which impact the O.P in their Research Paper. Their paper showed the role of HRIS Applications that affected on achieving organizational performance by providing the members of the organization with real information which enable them to take correct decisions to enhance O.P. Their research contributes to the understanding of the HRIS applications and O.P in the literature. It describes an integration of HRIS applications and O.P. Savalam and Dadhabai (2018), attempted in their research paper to empirically measure the effectiveness of Integrated HRIS in Mind tree Solutions. As proposed by Recent Research, the mostly accepted is Success Model, which is based on HRIS Effectiveness. User Satisfaction determines HRIS Effectiveness. Additional Study tried to explore various aspects of HR Analytics and how it influences the functioning and performance of an organization. A methodical review of available literature has been done to investigate into various facets of HR Analytics. The investigation of previous studies has leaded in the direction of how repeatedly HR Analytics that used for improving the performance of an organization, (Lochab, et al., 2018). Organizations to expand their effectiveness and efficiency must go ahead to two facilitators: HRM and IT (Talebi & al; 2014). The Technology evolution has encouraged organizations to adopt HRIS. A critical aspect of financial development investigated the HC and their collaborating term on economic growth from the perspective of emerging economies. In emerging countries, HC also has a positive impact on economic growth. Financial development and HC interactively affect economic growth for emerging economies positively and significantly, (Sarwar et al. 2020). McCartney, Murphy, and Mccarthy (2020), added in their research to the developing and fast- growing field of HR Analytics literature by presenting evidence supporting a set of six distinct competencies required by HR Analysts including: data analysis, Human Resources Information System Impact on Organization Performance: The Roles of Human Capital and HR Analytics 58 Global Journal of Management and Business Research Volume XXII Issue IV Version I Year 2022 ( ) A © 2022 Global Journals