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A human resource management system is only as good as the information it receives, retrieves or otherwise accesses. This may seem utterly obvious to anyone born in the "information age", but it must be noted that in the living memory of many people-including those who have yet to retire-there once was a time when a "personnel manager" had access to much less and much worse information than his HR counterpart does now.

The difference between the two eras and their HR information systems-pre-information age and now-is like the difference between a paleolithic stone wheel and a modern NASCAR tire: an exponential growth in traction, speed, reliability, efficiency and ease of replication-attributes that stand out prominently in modern human resource information systems as defining and essential aspects of them.

As a reinvention, the modern HRIS moves recruiting along faster, more smoothly and more reliably than its precursors ever did.

Human Resources Information Systems (HRIS) and the software that is connected to such systems are very popular in the recruiting world because of the functionality that the system and software provides to hiring organizations, recruiters, employment agencies and other organizations associated with recruitment operations. Recruitment encompasses a variety of functions and activities that can be straightforward or elaborately integrated depending on the organizations involved, advertised positions, salary structures, terms of employment, hours worked and many more details that can be connected to employees and job positions. There is a lot of information that needs to be tracked as new job opening emerge and job applicants begin to respond to advertised jobs vacancies.

To properly manage the human resource functions associated with job opening, adequate information should be collected and managed in an appropriate manner. This is where HRIS and related software solutions are essential. These systems are information technology methods that can organize job information as well as associated job applicant information. The system also continues to collect and monitor the work-related information of every employee of the organization.

In addition to being able to adequately store job applicant and employee information, these systems may also manage other aspects human resource operations or related operations including benefits information, payroll information and work-style data such as data about full-time workers, part-time workers, flexible workers, workers who operate from different locations and workers who are close to retirement. Some systems may store employee performance information, employee training progress and human resources self-service options for employees including links to relevant human resources forms and policies.
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