What is the role of "HRMIS" in small to medium enterprises for performance management ?

1. Benefiting Administration: This function deals with the benefit policies of employee in an organization like, perks, special allowances, insurance, profit sharing and retirement benefits. The HRIS helps in keeping track of employees who are taking part in it and are actually eligible for these benefits. 
2. Payroll Handling: This is the foremost function of HRIS as people are there with you for the “Pay” itself and handling the Payroll is in itself a complicated task which are filled with conditions and company policies, so HR managers have to perform this task every month on each individual basis after calculating his leaves, holidays, late hours, overtime and many other aspects which effects his monthly salary credit. The complexity and the nature of Job has also opened a new type of business which says “Payroll Service provider”. These are third party service providers who does the Payroll function for the organization, so in large organization sometimes this function is not managed by HR department. The HRIS system helps in maintaining the attendance and generating the payroll according to it and also in the preparation of pay slips. 
3. Employee Record Handling: This is a simple function; all you need to do is to maintain the records of each employee but it’s very important and a single error can be very harmful for the organization and the individual itself. This function describes about keeping the employee records from his past organization, personal details and details of current company. Here we also need to manage all the documents related to the individual like offer letter, appointment letter, appraisal letter, relieving letter from the past company and many other documents and need to be managed correctly with exact working dates. HRIS helps it by providing a feature like document generation and document management so HR managers can control this activity with higher number of people as well.
4. Recruitment: This is a critical function to perform for HR Department, as, having good Human Resource can take your company to heights and failing to do this can take your company down. So most of the time HR decides to do the Internal Reference Hiring first in which employees are asked to give reference of the people who they know, and companies also pay for the reference,. If they did not able to find out the perfect job match, then they decide to chose from outside by publishing a job opening on their website, newspaper, job sites and other places, or may be paid services for resume access or a contact to third party consultancy company. HRIS system helps in organizing the recruitment activities properly like resume management, interview panel making, selection criteria, number of interview rounds and many other activities which needs to be performed as the recruitment process.
5. Training: It is a most often activity in an organization which is required to nurture the talent and remove the “Can’t do and Don’t Know” kind of words from the company. The HR department is responsible for organizing training session for its employee. Trainers can be from within the company itself and on some occasions, may be from outside. HR sees to it that appropriate training sessions and seminars should happen frequently on time to get improved performance of employees. Sometimes these training can be of motivation, manners or behavior as good employee is the combination of everything. HRIS helps in maintaining all these records, keeping appointment filtering of employee list based on their knowledge, weakness and other criteria, through which a session can be organized and proper identification can be done for employee while managing the trainings.  
6. Appraisals & Performance Management: This function is not only independent to HR but dependant on other functional departments. It needs score from various other departments and people as well like from Project Managers about the team leaders and team members, Sales Managers, Branch Manager and other people. In other words we can say from all those individuals who are the boss of one or the other in the hierarchy. Collecting these reports and other relevant information like extra-curricular activities & participations, learning reports, are joined together for analysis and comes out with the appraisals, incentives and promotions. HRIS supports these activities in analyzing the reports and works as a decision support system for the HRs. 
7. Attendance Record Management: HRIS is majorly used here in an automated fashion mostly and if not, at least in a semi-automated fashion where HR keeps the record of all the employees’ attendance, leaves- paid or non paid, holidays granted or not granted one and of course timely reporting. Although there are smart machine and system now-a-days which manages attendance with a card swipe or a finger print reader, so in modern world it’s not a core HR function but often at some places, specially in small organizations, it is still a function of HRs and we can say that HRIS include attendance management. 
8. Grievance Handling: Its typical to call this just a HR function because it comes under HR in theory but when we need to handle such things, lot of people can gets involved in this; from lower level staff to VP level key people. Grievance can be of multiple nature, at multiple levels; some can be handled at HR level but some cannot be handled by HR level. So grievance handling is a function of HR Department but not in complete sense. HRIS are not able to provide much help in these cases except keeping a log file of it.

This is in addition to the answer already present for this question :) 

I am not a guy from HR but I am from Finance background still I will reply to best of my knowledge which I possess.

HRMIS, have quite significant role in small to medium enterprises for performance management.

Below points are listed:

1. Benefiting Administration
2. Payroll Handling
3. Employee Record Handling
4. Recruitment
5. Training
6. Appraisals & Performance Management
7. Attendance Record Management 
8. Grievance Handling 
9. Manpower performance record in many cases.