· HRIS TYPE COMPARISON · Available HRIS Applications There are three main types of HRIS applications. These are Core HR, Workforce Management, and Strategic HR or Talent Management (Westfall, 2015). The Core HR covers the day-to-day HR functions of any scale and type of business operation, i.e., administration of salaries and benefits, tax filing compliance and personnel tracking. Workforce management offers software solution to aid in scheduling and tracking workforce. This is suited for organizations with employees that work on shifts, which makes tracking of time and attendance critical to comply with labor laws. Strategic HR, on the other hand provides a more advance and strategic tool for recruitment, training and development, and performance management. It is aimed at maximizing human resources and retaining them (Appendix A). The choice of appropriate HRIS solution may depend on the company’s current situation. Appendix B shows the differences among small, medium, and large scale enterprises that may serve as determinant on what HRIS solution would be appropriate for each one (Institute Empowering Medium Business, n.d.). For smaller (<100 employees) to medium size businesses (100-999 employees) struggling to manage growth, such as the case of Castle’s Family Restaurant, it is advisable to prioritize the immediate need of eliminating paper and manual driven process, and getting employee records and basic compensation and benefits right. This will help the business owners and management to concentrate on their strategic plan to grow the company, and at the same time ensure compliance with labor laws. Capital may also be limited at this stage that investment in IT technology such as HRIS would have to be rationed in proportion to other business priorities. Given this, if management have to prioritize their choice, the Core HR, specifically Payroll software application (Figure 2) could be the best solution for them in the meantime. Figure 2 Source: http://www.softwareadvice.com/ca/hr/payroll-software-comparison/ It should be noted however that as the company continues to grow into the category of large scale companies with access to more capital, the concerns would be more for the long term sustainability of the business’ success. In people terms, this means ensuring that recruitment of/existing employees are fit for their positions, continually trained, kept happy, and are retained to achieve company goals. This is where Strategic HR application of HRIS is best suited to address these considerations. With this in mind, when beginning to choose any HRIS system, it is advisable to consider factors such as scalability and flexibility of the system to accommodate expansion of the organization and integration of current system to other HRIS softwares should the company pursue purchasing Strategic HR applications later on (Westfall, 2015). · Acquiring HRIS vs. Outsourcing When deciding to automate HR payroll processes to ensure m.