人力资源信息系统的应用涉及到灵活的设计特色数据库的可用范围广的特点，以确保顺利实施集成系统（Brewster和下列两项，2012，p. 444）。它们包括能够快速、准确地创建报告和分析信息的能力，以便管理人员更容易地管理劳动力。系统赋予的优势的效率使人力资源管理人员能够管理时间，并允许员工轻松地交换重要信息，正如钱球案中显而易见的那样。通过一个集中的位置设计和访问，轻松地从公司内部的任何位置作为组织内的冗余。一些影响的人力资源管理中的应用，面临的挑战包括劳动力的要求，识别资源，合规性，以及培训需求（Brewster和下列两项，2012，p. 444）。
人力资源信息系统是指利用信息技术和人力资源解决方案的软件人力资源的一个路口（瓦蒂尔与马夸特，2011，p. 211）。该解决方案使人力资源流程以及电子化活动得以开展。同样，人力资源解决方案是指企业或大或小的照顾使用软件活动。这包括与管理、人力资源、薪金和会计有关的活动。人力资源是重要的因为它能使公司的计划、控制和管理其人力资源成本以更有效的方式分配资源，而不必对他们多。人力资源信息系统也导致在制定人力资源决策方面的低效率的提高（瓦蒂尔与马夸特，2011，p. 211）。这些决定应该提高质量，从而提高管理人员和员工的生产力。人力资源信息系统提供了大量的企业采用IT解决方案。一些解决方案包括招聘、培训、人力资源、工资和遵从。HRIS系统大多数是包括灵活的设计，其特征数据库集成与各种各样的访问功能（瓦蒂尔与马夸特，2011，p. 211）。
澳洲管理学assignment代写: 人力资源信息系统
Following the significant advances in management and technology, the HRIS application has been under utilization for the provision of processes to enhance the process of human resource management (Brewster & Mayrhofer, 2012, p. 444). The use of the human resource information systems enables the delivery and administration of the management framework. The creation of a positive experience enhances customer interaction with the systems and its related processes. Organizations consider looking for the vital ways for the management of their internal processes with efficiency while under the integrity preservation of each of the practices. In human resource management, this necessitates process that affects employees and the management system hence tracking of the Hr activities through the application of HRIS is of significance (Brewster & Mayrhofer, 2012, p. 444). The system enables the reliable provision of details on the aspect of administration, recruitment, payroll, and training in an organization. The HRIS tool, when used as seen in the Money ball case, aids the management in making some of the strategic decisions.
The HRIS application involves flexible designs featuring databases integrated with available wide range of features to ensure there smooth implementation of the system (Brewster & Mayrhofer, 2012, p. 444). They include the significant ability to enable the creation of reports and analysis of information quickly with accuracy for the management to manage the workforce easier. The efficiency of the advantages conferred by the system enables the HR administrator to manage time and allows employees exchange vital information easily as evident in the Money ball case. Through a centralized location designed and accessible, easily from any location within the company that serves as the redundancy within the framework of the organization. Some of the challenges that affect the management in the application of the HRIS include the identification of the work force requirements, resources, compliance, and meeting of the training needs (Brewster & Mayrhofer, 2012, p. 444).
Human resource information system refers to an intersection of information technology and human resources using HR solution software (Waddill & Marquardt, 2011, p. 211). This solution enables the HR processes, as well as, activities to take place electronically. Similarly, HRIS solution is the manner in which businesses whether big or small take care of their activities using software. This is inclusive of the activities related to management, human resources, payroll, and accounting. HRIS is essential as it enables a company plan, control, and manages its HR cost in a more effective manner without necessarily having to assign many resources towards them. HRIS also leads to an increase in inefficiency in terms of making HR decisions (Waddill & Marquardt, 2011, p. 211). These decisions should increase in quality resulting to an increase of both managers and employee’s productivity. HRIS offers a number of solutions to companies that adopt it. Some of the solutions include recruiting, training, HR, payroll, and compliance. Majority of HRIS systems are inclusive of flexible designs, which feature databases integrated with a wide variety of accessible features (Waddill & Marquardt, 2011, p. 211).
