Increasingly, organizations are making use of human resource information systems (HRIS). An HRIS is typically software that manages employee data across all human resource functions (e.g., recruitment and selection, compensation and benefits, and training and development). In addition to HRIS, there are three related acronyms: HRMS (human resource management system) is basically synonymous with HRIS.
Alternatively, a company may choose to use an HCM (human capital management) system.

Finally, an organization may have a specialized LMS (learning management system) that is focused on training and development and may be either a stand-alone system or integrated within a larger HRIS. HRIS provides organizations with access to large amounts of data to facilitate and promote employee training and development. While an organization can customize an HRIS to meet its needs, basic data fields are typically included.

At the most general level, an HRIS should include all employee qualifications (e.g., formal degrees and certifications). It could also list the individual skills and competencies that an employee possesses. Further, these systems contain a range of potentially useful information, from basic biographical data, to attendance records and performance evaluations.

Starting with just the historical information, an HRIS can be useful for identifying and tracking employees. Information on completed training and development activities provides a handy checklist on who still needs to participate. Information on when such activities and/or certifications were completed can be important to make sure that an employee remains up-to-date and in compliance. In addition to historical data, employees can be sorted easily in terms of their performance, with those at the lower level of the spectrum being targeted for remedial training, while higher performers are scouted for further development.

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