Tactical Systems: Training Effectiveness, Career Matching.Strategic systems: Succession planning, P.A planning.HRIS Supports the area of training and development at all three levels:.Operational systems: Recruiting, workforce planning/scheduling.Tactical systems: labor cost analysis and budgeting, turnover analysis.Strategic systems: HRP, Labor force tracking.HRIS Supports the function of staffing at the three levels:.Analyze the use of personnel in business operations.

To produce paychecks and payroll reports.

Originally Computer based information systems supports:.Control of all personnel, policies and programs.Development of employees to their full potential.Planning to meet the personnel needs of the business.HRIS supports the strategic, tactical and operational use of the human resource of an organization.Some of them include training management, risk management turnover analysis, succession planning, flexible-benefits administration, compliance with government and legal requirements, attendance reporting and analysis, HRP, Accident reporting and prevention, strategy planning, and other related areas The areas of application of HRIS are many.But computerization has its own advantage of providing more accurate and timely data for decision making. The HRIS needed not be complex or even computerized. The HRIS is usually a part of the organization’s larger management information system. A human resource information system is a systematic procedure for collecting, storing, maintaining, receiving, and validating data needed by an organization about its human resources.HRIS A Human resource information system is also called Personnel Information system, and is concerned with activities related to previous, current and potential employees of the organization.

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