Human Resources Systems: Systems that maintain employee records; Track employee skills, job performance, and training; and support planning for employee compensation and career development.

Examples
System Description Organizational Level
Training and development Track employee training, skills, and performance appraisals operational
Career pathing Design career paths for employees knowledge
Compensation analysis Monitor the range and distribution
Of employee wages, salaries, and benefits Management
Human resources planning Plan the long-term labor force needs of the organization Strategic

Types of HR information systems:
The function of human resources (HR) departments is generally administrative and common to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Efficient and effective management of "human capital" progressed to an increasingly imperative and complex process. The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized human resource management systems.
1. The Payroll Module:
It automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. Data is generally fed from the human resources and time keeping modules to calculate automatic deposit and manual cheque writing capabilities. This module can encompass all employee-related transactions as well as integrate with existing financial management systems.
2. The time and attendance module :
It gathers standardized time and work related efforts. The most