本文将对人力资源信息系统技术在企业人力资源两大功能中的应用进行批判性分析。这个概念已经应用到组织中(Tansley et al.， 2011)。人力资源选择的两个功能是招聘、培训和发展。这两个是任何组织执行的关键功能，通过使用HRIS，它们变得更加简单。
HRIS是一种系统化的方式，为每一位员工存储信息，支持计划、决策、提交报表和提供外部代理报告的流程。这也是一种公司能够收集、分析和报告个人及其任务信息的方法(Ngai et al.， 2016)。这方面的目标在于提供关于个人及其工作的全面和持续的资料，同时以最合理的价格提供最新的数据。
任何公司的经理都有不同的职责。在美体小铺，责任变得多种多样，因为公司的品牌名称遍布澳大利亚。人体信息系统在招聘人体工场经理时具有多种特点。它利用的关键特征是申请人跟踪系统(DeSanctis, 1986)。然而，该公司利用了HRIS中涉及的各种新功能。首先是远程招聘的便利性。通过对招聘过程的数字化，公司可以很容易地在澳大利亚甚至海外的各个国家找到合格的员工。这使得Body Shop在招聘Body manager时能够吸引大量的候选人，这样公司就有能力找到高层人才。从来没有理由满足于一个最低限度合格的候选人(Hendrickon, 2013)。通过制定招聘要求和公司数据使其具有透明度，候选人作为员工有能力发现他们需要承认的所有方面，从而成为Body Shop作为经理的一个重要组成部分。
Body Shop作为管理者使用的人力资源管理系统的另一个重要特征是提高了合作性质的招聘。Body Shop认为，公司的招聘经理是一种协作性的措施，但这一过程有时会很困难，尤其是在以传统方式完成的时候(Kossek et al.， 2014)。当Body Shop利用HRIS进行招聘时，Body Shop的HR专业人员很容易参与到招聘过程中，采取直接的行动。该公司有能力审查管理职位的资料和他们的候选人申请。然后，公司就有能力从面试中添加反馈，公司就有可能迅速过渡到下一个招聘流程步骤。
This research paper will critically analyse the way in which technology that is human resource information system is used in 2 functions of HR in a company. The conception has been applied to the organization (Tansley et al., 2011). The two functions of HR selected are recruitment and training and development. These two are the key functions that any organization performs, and by using HRIS, these become much more simplified.
HRIS is a systematize manner to store information for every individual employee to support the process to plan, make decisions, submit returns and provide external agency reports. This is also a method through which a company can have the ability of collecting, analysing and reporting information on individuals and their tasks (Ngai et al., 2016). The objectives for this lie in offering enough information of comprehensive and ongoing nature on individuals and their jobs along with supplying updated data at the most reasonable price.
Body Shop Australia and HRIS application in selected HR functions
Recruitment of Body shop Manager
Current Usage of HRIS
A manager of any company has varied responsibilities. At Body shop the responsibilities get multi-varied because of the brand name of the company across Australia. There are various features of HRIS that Body Shop utilizes in order to recruit its Body shop manager. The key feature that it utilizes is Applicant tracking system (DeSanctis, 1986). However, the company has made use of various new features involved in the HRIS. The first is the ease of remote recruitment. Through digitizing the process of recruitment, it becomes easy for the company to find employees who are qualified that are across Australia or even across various countries that is overseas. This allows Body Shop to appeal towards wide pool of candidates when recruiting body manager so that the company has the ability of finding the talent at the top. There never is a reason of settling for a candidate who is qualified minimally (Hendrickon, 2013). Through formulating hiring requirements and company data to have transparency, candidates as employees have the ability of finding out all aspects that they require to acknowledge so as to be an essential component at Body Shop as the manager.
Another essential feature of HRIS that Body Shop uses as a manager is improving hiring of collaborative nature. Hiring managers at the company is recognized by Body Shop as a collaborative measure but this process can at times be difficult especially when done in a traditional manner (Kossek et al., 2014). When Body Shop makes use of HRIS to hire, it becomes very easy for professionals of HR at Body Shop to be involved within the recruitment process to take up actions of the immediate nature. The company has the ability to review the profiles for managerial position and their candidature applications. The company then has the ability of adding feedback from interviewing and it is possible for the company to quickly move over to the next hiring process step.