Answer:
a) Enterprise Resource Planning (ERP) system: An ERP system is a comprehensive software application that automates and integrates all aspects of a business, including finance, accounting, purchasing, inventory, human resources (HR), manufacturing, and customer relationships. The key characteristics of an ERP system include integrated data management, automated processes, and real-time reporting. ERP systems are used to manage and streamline HR operations such as recruitment, onboarding, payroll, performance management, and benefits administration. By automating these processes, ERP systems can help reduce manual errors, streamline processes, and improve data accuracy and visibility. However, the implementation of an ERP system can be complex and costly, requiring substantial resources, including time, money, and training.
b) Group Decision Support System (GDSS): A GDSS is a computer-based system designed to assist groups in making complex and subjective decisions. The key characteristics of a GDSS include the ability to analyze complex situations, model scenarios, and provide support for group decision-making. GDSS can be particularly useful for HR functions by providing tools for talent management, succession planning, and performance evaluation. By using a GDSS, HR teams can analyze and assess employee data, identify trends, and make evidence-based decisions about employee development and performance. However, the effectiveness of a GDSS depends heavily on the quality of the data used in the decision-making process, and the buy-in and commitment of the group members.
c) Expert system: An expert system is a computer-based system that uses artificial intelligence techniques to model the knowledge and experience of human experts in a particular domain. The key characteristics of an expert system include the ability to recognize patterns, make predictions, and provide recommendations based on specific scenarios. Expert systems can be useful for HR functions, such as talent acquisition, recruitment, and performance management. By using an expert system, HR teams can get recommendations on the best candidates for a particular job, assess employee performance, and identify areas for development. However, the effectiveness of an expert system depends heavily on the quality of the data used in the decision-making process, and the ability of the system to adapt to changing situations and decisions. Additionally, the expert system may require significant resources, including time and money, for development and maintenance.