Final answer:
The primary reason for compiling data in HR management systems is to facilitate information-based HR decision-making (true). Developing complete employee records or strengthening competitive standing are not the primary reasons (both false), nor is the retention of HRMS in-house rather than outsourcing (false).
Step-by-step explanation:
The major reason for compiling data in HR management systems is indeed to facilitate information-based HR decision-making. This is true. By having comprehensive data at their disposal, HR professionals can make more informed decisions that align with the strategic goals of the organization. For instance, data can reveal insights into the hiring process that may help in reducing bias and improving diversity, which is particularly important in light of research showing discrimination against Asian-sounding names in Canada. Additionally, while complete records about each employee are important, this is more of a byproduct of good HR practices rather than the primary objective. Therefore, this statement is false as the main reason.
Strengthening the organization's HRMS in comparison to competitors could be a beneficial outcome, but it is not the primary reason for compiling data. This suggests that the statement is false if taken as the 'major reason'. Lastly, whether to retain the HRMS function in-house or to outsource it is a strategic decision that might be influenced by HR data; however, this is not the primary reason for the collection of such data either, making this last statement false.