(self-service portal) need help figuring out how to do this

Chief Human Resources Officer (CHRO) Marcia Jackson realized that enhancing each HR Coordinator's responsibilities meant they would ultimately be able to foster greater employee effectiveness, but it would also mean they would have less time to answer routine questions and handle routine requests for employees. Currently eGS has a modest Human Resource Information System (HRIS) that includes basic information about each employee for payroll and government reporting purposes. In order to maintain and even improve HR responsiveness to employees, Marcia knew it was necessary to expand the database to include a broader range of information and to make it accessible to employee queries on a self-service basis. That way, employees could obtain answers 24/7 without waiting for normal business hours, while the HR Coordinators could better focus on delivery of more strategically relevant services. Each Coordinator made suggestions about additions to the database Marcia asked your team to review possible additions to the HRIS. Since the budget has constraints, however, your team will need to consider each suggestion's likely impact on KPIs and BRs. The cost of each suggestion includes installation and maintenance option 1 Cost: $0.00 Choose none of the self-service portal options. Option 2 Cost: $25,000.00 Staffing Coordinator Cheryl Robbins suggested the addition of (a) all open positions with job requirements, and (b) a directory of current employees' knowledge, skills and abilities. This would help with employment planning, succession planning, job rotations, and decisions about internal promotions and skill-based pay raises. Option 3 Cost: $25,000.00 Allen Selby, Training Coordinator, suggested the addition of (a) records of employees' learning days, including training and management development. (b) the current schedule of available learning programs. (c) employee access to an application process for job rotations, transfers, and promotions, and (d) employee access to online career planning resources Option 4 Cost: $25,000.00 Compensation Coordinator Leslie Stone suggested the addition of (a) employees' current salaries, (b) records of performance-related raises, (c) records of profit sharing, (d) records of past performance appraisals, and (c) information on benefits such as an employee's share of costs for health insurance and how many vacation or sick days remained in his/her account. Employees could access their own records, while managers could access the records of those in their department or those seeking to transfer into their department Option 5 Cost: $25,000.00 Dave March, Employee Relations Coordinator, suggested the addition of (a) the employee handbook so that employees could access the fully updated version any time they had a question: (b) employee access to policies and an application process for grievances, telecommuting, flex-time, and child care; and (c) records of employees' business travel days. Option 6 Cost: $10,000.00 Leave the current HRIS as is. Cost covers maintenance