Central to HR management is therefore performance management, which is predominantly about getting the most out of the organisations human assets. To achieve this the most important aspect of effective HR management is having easy access to information about the knowledge, skills, and the expertise required to effectively fulfill their roles. To ensure that performance is enhanced through development HR management needs personal assessment system, processes and HR management information systems for role and role holder gap analysis linked to personal development planning and career mapping.

Many companies don't realise they have the basis of HR management and HR management development already in place as they recognise the need to ensure that their employees are recruited and trained in the skills they need. They also recognise that as the organisation changes due to, for example, market forces and technology, people need preparing for different roles within an organisation. They also recognise the need to look ahead at future manpower requirements and plan succession, recruitment and development. Yet all this and more represents HR management and HR management development functions.

HR management information systems can be expensive, however if HR management practices are not implemented and maintained properly then it can have a negative effect on staff. However must organisations have learnt from other change initiatives and have invested wisely in HR management training and supporting assessment and information management systems to underpin HR management processes.

Most organisations will have several employee-driven HR management and HR management development databases scattered throughout the organisation. These could include everything from accident recording to payroll systems. It should not therefore be contentious or represent a culture shock for HR management systems designed to help promote employees welfare.

Unlike other employee related information systems, for example the monthly payroll where the data is constantly being replenished, HR management information systems is an historical record of change and development. Consequently HR management information needs to be kept for the duration of the employees employment and beyond.

The ideal is to have all employee-related HR management information data in one system database. With business coping with constant change the ideal HR management system could integrate other personal and company information to satisfy a growing multitude of people related applications. Living in an age of information technology the insatiable demand for data means that HR management is growing in complexity.