$.....$ Applications of HRIS Systems

Due to the efficiency of HRIS, the systems are able to produce more effective and faster outcomes than

can be done on paper. Some of the many applications of HRIS are: Clerical applications, applicant search

expenditures, risk management, training management, training experiences, financial planning, turnover

analysis, succession planning, flexible$-$benefits administration, compliance with government regulations,

attendance reporting and analysis, human resource planning, accident reporting and prevention and

strategic planning. With the many different applications of HRIS, it is difficult to understand how the

programs benefit companies without looking at companies that have already benefited from such

programs.

One such company is IBM. IBM has a paperless online enrollment plan for all of its employees. Not only

has the online enrollment saved the company $1\mathrm{.}2$ million per year on printing and mailing costs, the

employees enjoy working with the online plan. "Since we began offering online enrollment, we've learned

that employees want web access," Donnelly $[$Senior Communications Specialist$]$ says, so they can log

on at home rather than through the company intranet. So$,$ the company has been working to put in place

a web$-$based enrollment system that employees and retirees can access from anywhere $($Huering$,2003).$

By utilizing the flexible$-$benefits application HR management software has to offer, IBM was able to cut

costs and give employees the freedom to discover their benefits on their own time and pace.

Another company that has taken advantage of HRIS applications is Shaw$$s Supermarkets. In order for

Shaw$$s to better manage its workforce, the company decided it was time to centralize the HR operations.

After looking at different options, Shaw$$s decided to implement an Employee Self Service $($ESS$)$ system.

The use of self$-$service applications creates a positive situation for HR$.$ ESS gives HR more time to focus

on strategic issues, such as workforce management, succession planning, and compensation

management, while at the same time improving service to employees and managers and ensuring that

their data is accurate. With this solution, employees have online access to forms, training material,

benefits information and other payroll related information $($Koven$,2002).$ By giving employees access to

their personal information and the ability to update or change their information as needed, HR was given

more time to focus on other issues. Understanding the different applications HRIS has to offer will give

companies the chance to increase employee efficiency and reduce costs.

$2\mathrm{.}1$ Organisations that use an HRIS system for selection will consider the term $$test$,$ which refers to

the different types of selection procedures and tools. These are job$-$related, decision$-$making tools that

provide information about the applicants, information the organisation can use in selection. Describe

some of the major tests and assessment instruments that may be used.