The two major functions of HRIS include data collection and data management (HCA, 2015).
In this project, HRIS will insist HR managers to collect data of the employees who are in need of training and also alert the manager about the performance of employees. As soon as the data is collected, it is analysed by the HR managers to determine the employees who have been performing well and will be exploring new forms of training as a part of appraisal. On the other hand, employees who are underperforming will be categorized separately so that it is easier to handle. Once the data is segregated, it is evaluated and the next steps are taken care by the top/ middle level management.
In the design phase, the actual system along with the parameters is created. For a large company like Qantas Airways, it is important to develop a database that will remove redundancies, retrieve faster and consume lesser space. The idea is to identify suitable employees who can get trained and perform according to the needs (Mukherjee, 2012).
At this stage, a credible HR database should necessarily ensure valid scope for all the HR functions and should also relate to every employee of the organization. For this company, the HRIS database should contain factors such as succession planning, career development, compensation administration, and personnel module, applicant tracking, training and forecasting. The skills inventory is an internal database comprising of the skills of every employee along with the areas that are in need of development.