Research Literature The researchers reviewed different literature and related studies conducted by different persons with different insights and thoughts that are significant to the present study. As stated by Garfin (2021) in his article entitled “Human Resource Management: 201 Files”, the employee 201 file usually housed records or data pertaining to the employee's personal information, financial information, employment contract, duties, job grade, performance, and employment history in preparation for future employment requirements. This includes the three major phases of the employment life cycle: the hiring process, the employment period, and the separation process. These 201 files can be hard-copy documents stored in cabinets or folders or soft-copy documents. The latter part of the process is typically handled by an in-house automated HRIS (Human Resource Information System). It is the human resources administration's role and responsibility, as an administrative function, to manage all documents pertaining to an employee's work history within the organization. One of the key roles of 201 file management is to assist in keeping track of employee records; to provide post-employment information and employment certifications; and to support or document defenses, such as legal cases filed by an employee at the Department of Labor and Employment. Maintaining accurate data on any record changes and staff movement in/out of the organization aids in understanding demographics and statistics of the manpower structure, resulting in an accurate picture and value of the overall organization's human resources. Navarro (2019) indicated in his study entitled “Human Resource Information Management System” that Employee records are among the most vital pieces of information for an organization. Resources within a company with an increasing number of its personnel, record keeping has never been so simple. Problems such as organizing records, tracking educational and professional information, and sharing information with the management. The data processing and filing can be time and effort consuming for the personnel in charge. It is already difficult to manage these individual records, not to mention the summarizing and planning of employees' records based on specific criteria. In the article of Enadoc, (2021) entitled “6 Reasons Why You Should Digitize Your HR 201 Files” she discussed that when it comes to compliance, most HR departments don't consider digitizing 201 files, but the reality is that employee files and other associated documents are subject to audits, rules, restrictions, and certain retention periods. Learning how to store and handle digital information rather than paper files significantly reduces the compliance burden. Likewise, Enadoc mentioned about the six reasons why the HR 201 File shall be digitized. First is for the scalability and efficiency, using a competent document management system to digitize employees' 201 files can have a big impact on company's scalability. Human Resources will be able to better manage their time instead of wasting it in sorting employee files, the system will do it for the company, allowing them to focus on other important activities. Second is geography wherein they can access the 201 files anytime and anywhere given that there is an internet connection. Third is security. Users can select multiple degrees of protection in the system and may allow access but restrict tasks like editing or printing. The system will take care of the essential security for digital files, limiting access to specific levels and keeping note of recent activities that may be reviewed. It provides a critical digital backup for corporate papers and records, allowing the organization to comply with applicable privacy laws and industry standards even if physical copies of these documents are not available. Fourth is the integration with other platforms. Automated integration of employee 201 files ensures that your document management system has the same information as your HR system. Such collaboration demonstrates the system's flexibility and ability to adapt to many forms of prospective integration. Fifth, it gives the personnel confidence. Digitizing papers is pointless if the process makes retrieving documents more difficult. The purpose of the system is to reduce the time it takes to obtain data and information. The system shall have a robust search function that can quickly locate the papers you're looking for. It comes with a variety of search features that allow users to choose the type of search they want to do or how they want to get their documents. This also allow the system to handle the worrying by ensuring that employee files are complete and up to date through effective workflow and monitoring procedures. Lastly, record retention, where in the files and documents are kept overtime and disposed properly if necessary. Citations: 1. https://www.linkedin.com/pulse/human-resource-management-201files-john-garfin#:~:text=An%20employee%20201%20file%2C%20usually%20contained%20records%2Fdata%20 pertaining,What%20does%20an%20HR%20201%20personnel%20file%20include%3F 2. https://www.researchgate.net/publication/333992827_Human_Resource_Information_Manage ment_System 3. https://www.enadoc.com/6-reasons-why-you-should-digitize-your-hr-201-files/