TACTICAL AND STRATEGIC HUAMN RESOURCES

is a type of information system that supports HR managers in handling aspects of the acquisition, allocation, and

maintenance of an organization's workforce. This includes the creation of jobs for a specific goal/purpose/process, employee

acquisition, training and capacity-building, and budget allocations for jobs and positions.

• Tactical Human Resource Information System?

• Labor Negotiation System

• Strategic Human Resource Information System

• Recruiting Systems

These systems create jobs or positions required by an organization. They involve

tasks such as writing job descriptions, designation of purposes, tasks, duties, and responsibilities for a job or position,

specifying the conditions and performance standards that are required to qualify for these jobs or position

• Succession Planning Systems

• Recruiting Systems

• Job Analysis and Design System

• Compensation and Benefit Systems

These systems handle functions that provide an organization with a pool of qualified applicants

hat may fill vacant positions identified by position control systems and/or job analysis and design systems

• Succession Planning Systems

• Job Analysis and Design Systems

• Recruiting Systems

• Norkforce Planning Systems

These systems allow HR managers to support the creation of compensation

and benefit plans for employees

• Compensation and Benefit Systems

• Job Analysis and Design Systems

• Recruiting Systems

• Succession Planning Systems

These systems handle decisions for employee development, usually

via capacity-building. Capacity-building for employees is facilitated by finding potential employees that meet certain

riteria and creating training and development plans that will allow interested and qualified individuals to benefit

from these plans.

• Succession Planning Systems

• Job Analysis and Design Systems

• Employee Training and Development Systems

• Norkforce Planning Systems

These systems ensure that replacements for key positions in the organization are

available at all times. This is to ensure that these positions do not become vacant in the event of death, debilitating

injury, retirement, promotion/demotion, or other reasons.

• Job Analysis and Design Systems

• Recruiting Systems

• Compensation and Benefit Systems

• Succession Planning Systems

It is a type of information system that manages the organization's workforce as a whole. It allows an HR manager to formulate

workforce plans and labor negotiations to ensure that the enterprise has the appropriate conditions for the appropriate

personnel.

• Strategic Human Resource Information System

• Tactical Human Resource Information System

• Employee Training and Development Systems

• Job Analysis and Design Systems

These systems facilitate strategic long-term workforce planning and management

using relevant data, such as those from other information systems

• Workforce Planning Systems

• Succession Planning Systems

• Employee Training and Development Systems

• Compensation and Benefit Systems

These systems gather data from other HR information systems, as well as information

rom financial accounting systems and external sources, in order to help create negotiating terms between the

organization and labor unions.

• Labor Negotiation Systems

• Succession Planning Systems

• Recruiting Systems

• Job Analysis and Design Systems