A good human resources information system (HRIS), serves many functions. Foremost among them is the ability to thoroughly examine and verify the information that comes in with relation to HR resources (people). It is also the means though which HR plan performance/effectiveness can be measured through statistical analysis of the HR Plan, as well as the means through which key reports are generated (the brains of HR). These reports may include information concerning employee compensation, recruiting information, worker classification, training, legal compliance, liability areas, compensation, as well as special issues such as affirmative action.

In addition to the immense functionality of the human resources information system, it can also function as a link between key HR staff, allowing them to be on the same objective page with regard to any specific issue. This can be of particular use when weighing difficult staffing decisions. After all, when information can be broken...
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