作业代写：人力资源信息系统(HRIS)
此外，Body Shop还获得了分析的好处，这有助于为经理招聘职位提供洞见。通过对依赖于以往招聘、当前业绩和营业额数据的数字数据进行回顾，有可能对相关性获得更高的洞见，进而使美体小卖部能够做出更好的招聘决策(Kovach et al.， 2009)。当美体商店作为一家公司承诺优化招聘中的分析使用时，那么该公司就有能力提高保留率、完全效率和生产力水平，以及管理职位。
另一个特点是优化所选管理人员的满意度。有了这一特点，HRIS的招聘流线化使得Body Shop的招聘流程变得非常方便，求职者作为员工也非常喜欢。在管理岗位的招聘中，美体店有可能聘请到最好的经理。
另一个特性是在内部简化促销。当人力资源信息系统(HRIS)被用于招聘过程时，任何公司都会打破许多壁垒，Body Shop就是其中之一。Body Shop有简化招聘岗位需求的能力，这样就可以通过现有员工和外部候选人来查看招聘岗位需求(Tansley et al.， 2011)。这就消除了一些偏爱美体小铺的问题，当经理只告诉特定的员工一个空缺职位时，这些问题就会突然出现。此外，员工还可以查看和申请没有竞争水平的职位，而竞争水平在以前的环境中经常出现。
HRIS的未来用途
从未来的背景来看，美体小铺将继续合并HRIS进行招聘。该公司将参与这一过程，因为这不仅为公司节省了很多时间，还有助于公司雇佣尽可能最好的管理人员(Ngai et al.， 2016)。在澳大利亚Body Shop的大部分地区，该公司雇佣了使用该软件的最好的管理人员。管理者有责任处理各种各样的责任，但这些责任不是每个人都能处理的。在未来，HRIS将进一步修改，这将使公司获得以下能力和能力:
简化员工的入职和入职流程。
在评估过程中或没有评估过程中对员工的确认(DeSanctis, 1986)。
通过一个关键的系统框架管理整个公司的角色参与者和集群。
跟踪一段时间内的薪酬和薪酬细节。
员工的分离。
作业代写：人力资源信息系统(HRIS)
Furthermore, Body Shop gains the benefits of analytics which help in providing insights for the position of manager recruitment. Through numerical data reviewing dependent upon previous hiring, current performance and data of turnover, it becomes possible to gain higher insights into correlations which might in turn allow Body Shop to make better decisions of hiring (Kovach et al., 2009). When Body Shop as a company undertakes to optimize the analytics usage within recruitment, then the company has the ability of increasing rates of retention, complete efficiency and productivity levels as well with regard to the position of managerial.
Another feature is optimizing the satisfaction of the selected managerial employee. With this feature, HRIS recruiting streamlining makes the process of hiring to be highly convenient for Body Shop and it is much enjoyed for candidates as employees. In the managerial position recruitment, it becomes possible for Body Shop to undertake the best manager.
One more feature is simplifying the promotion internally. When HRIS is utilized for the processes of recruitment, many walls are broken down by any company and Body Shop is one of them. Body Shop has the ability of simplifying post needs of hiring so that they can be viewed through present employees along with external candidates (Tansley et al., 2011). This results in removing several issues of favouring for Body Shop that result in cropping up, when managers only tell specific employees over an open position. Employees further have the ability of viewing and applying for positions available without the competition level which was often present in the previous context.
Future Usage of HRIS
From the context of future, Body Shop will continue to incorporate HRIS in order to recruit. The company will engage in the process because it not only saves much time for the company but also helps the company to hire the best managers possible (Ngai et al., 2016). In Australian Body Shop, across most of the regions, the company employs the best managers with this software. The managers are responsible to tackle diverse responsibilities but these responsibilities are not something that everyone can handle. In the future, HRIS will further modify and this will allow the company to gain the following abilities and capabilities:
Simplified joining and induction process of employees.
Confirmation of employees within or without the process of appraisal (DeSanctis, 1986).
Managing role players and clusters across the company from a key system framework.
Tracking pay and details of compensation over a period of time.
Separation of employees.
