Due to the efficiency of HRIS, the systems can produce more effective and faster outcomes than can be done on paper. Some of the many applications of HRIS are Clerical applications, applicant search expenditures, risk management, training management, training experiences, financial planning, turnover analysis, succession planning, flexible$-$benefits administration, compliance with government regulations,

attendance reporting, and analysis, human resource planning, accident reporting and prevention, and strategic planning. With the many different applications of HRIS, it is difficult to understand how the programs benefit companies without looking at companies that have already benefited from such programs.

One such company is IBM. IBM has a paperless online enrollment plan for all of its employees. Not only has the online enrollment saved the company $1\mathrm{.}2$ million per year on printing and mailing costs, the employees enjoy working with the online plan. "Since we began offering online enrollment, we've learned that employees want web access," Donnelly $[$Senior Communications Specialist$]$ says, so they can log on at home rather than through the company intranet. So$,$ the company has been working to put in place a web$-$based enrollment system that employees and retirees can access from anywhere $($Huering$,2003).$

By utilizing the flexible$-$benefits application HR management software has to offer, IBM was able to cut costs and give employees the freedom to discover their benefits on their own time and pace.

Another company that has taken advantage of HRIS applications is Shaw$’$s Supermarkets. For Shaw$’$s to better manage its workforce, the company decided it was time to centralize the HR operations.

After looking at different options, Shaw$’$s decided to implement an Employee Self Service $($ESS$)$ system.

The use of self$-$service applications creates a positive situation for HR$.$ ESS gives HR more time to focus on strategic issues, such as workforce management, succession planning, and compensation management, while at the same time improving service to employees and managers and ensuring that their data is accurate. With this solution, employees have online access to forms, training material,

benefits information and other payroll related information $($Koven$,2002).$ By giving employees access to their personal information and the ability to update or change their information as needed, HR was given more time to focus on other issues. Understanding the different applications HRIS has to offer will give companies the chance to increase employee efficiency and reduce costs.

Detail the FOUR $(4)$ administrative approaches that have opened paths to efficiency and effectiveness, together with the advantages and disadvantages.