Employees are able to analyze whether or not they are on schedule to reach their targets and understand exactly which areas of their performance need to be improved owing to performance management software, which facilitates these evaluations. This article's purpose is to study the probable influence that HR analytics may have on employees' levels of performance in the workplace.In order to achieve this, the article analyses a variety of modules inside a performance management system, as well as possible challenges that may develop and the ways in which HR analytics may beutilized to tackle these issues. The research proposes that the application of HR analytics will enhance workers' opinions of the PMS process's correctness and fairness by lowering the impacts of subjectivebias across the review and evaluation system. This would be done by reducing the impacts of subjective bias across the system. Also, this is beneficial to the productivity of the workforce as a whole. Researchers and practitioners working in the field of performance management may have somethingto gain from observing the successes of using HR analytics as a strategic tool to influence the overall performance of their employees throughout the entirety of the performance management system (PMS) process. Using evidence-based data and historical data, as well as HR analyticsin performanceplanning, performance coaching, performance reviews, and career development, the article provides insights into how concerns about subjective bias can be addressed throughout the entirety of the PMSprocess. This includes performance planning, performance coaching, performance reviews, and career development.