The BASK names specific systems under HR software and technology, each with a purpose. Questions test whether you can place a system in the right grouping and pick the right system for a described failure.
The systems list
HR software and technology covers ATS, HRIS, LMS, performance management system, plus big data analytics software, collaboration software, blockchain, artificial intelligence and machine learning.
An applicant tracking system is HR software and technology, not self-service, not a data-management control, not a policy. Keep the groupings apart:
- Electronic self-service: scheduling, time-keeping, contact updates, benefits enrollment.
- Data and information management: integrity, confidentiality, security, backups, retention.
- Standards and policies for technology use: BYOD, offsite network access, e-mail, AI policies.
- Social media management: internal platforms, social media policy, branding.
A performance management system is a system in the software grouping. BYOD, offsite network access and social media policy are real BASK terms, but policies, not systems.
Matching the system to the problem
- ATS: applicant and requisition workflow.
- HRIS: the core HR record system.
- LMS: delivering, assigning and tracking training.
- Collaboration software: shared work and communication, not training delivery.
A company grown from 80 to 600 employees, with training completions in four managers' spreadsheets, has a learning-records problem. Implement an LMS so assignment and completion live in one system of record. Standardizing the template keeps four sources of truth; a training tab in the ATS misuses a system scoped to applicants; employee-held certificates leave the employer without reliable data.
Editions
Blockchain, big data analytics software and collaboration software appear in the 2022/2025 edition. Balanced scorecard and KPIs are Structure of the HR Function; mentorship, cross-training and the 9-box grid are Workforce Management; mediation, arbitration and progressive discipline are ELR.
Fix the data before you use it
When an HRIS shows three job titles for one position and conflicting hire dates after a payroll integration, validate and correct the records before the data drives headcount decisions. Exporting for each leader to clean creates divergent versions; proceeding uses unreliable data knowingly; locking the system does not cure the inaccuracy.
Carry this in: LMS for learning, ATS for applicants, HRIS for the record, and integrity before decisions.