The HR technology market can appear like a big soup of acronyms, and being transparent about the prominent types of HR systems is an essential first step in the software buying process.
The human resources technologies that presumably cause the most disorder are some of the foremost to comprehend: human resources information system (HRIS), human resource management system (HRMS), and human capital management software ( HCM).
The differences and similarities of HRIS, HCM, and HRMS
There’s no doubt that Human Capital Management and Human resource management systems are considered to be quite similar to each other.
Most notably, these systems relate to the HR Department, which is the specialized office of a company or business that deals with the workforce or employees.
All related issues and concerns it deals with are employment, orientation, training and development, performance, appraisal, and other job-related services.
Since the workforce or the employees are believed to be the best assets of any corporation or business, a lot of consideration and effort is paid to keep the workers satisfied so that they can perform skillfully in their positions. However, it also concentrates on the workers themselves and their significance to the firm.
There’s another way to look at Human Capital Management that talks about a strategic approach. It contains all the practices, processes, and systems used to manage and develop people.
Few of them have even organized it into the following:
- Leadership approaches
- Employee commitment
- Knowledge base accessibility
- Work optimization
- Learning capacity
HRIS vs. HRMS
Many HR professionals even consider HRIS and HRMS to be the same thing. In simple words, since most of the enterprise has shifted away from distinguishing the two and instead employs them synonymously, HRMS vs. HRIS Software in India now looks more like HRMS = HRIS.
Both HRIS and HRMS are systems that automate HR tasks and processes and act as a single source of workforce information.
An HRIS, or HRMS, has employee master data required by the human resources department to carry out its fundamental human resources processes, such as payroll and benefits administration.
For instance, the system caches, processes, and manages employee work permit information and tax data.
An HRIS or HRMS may also contain other HR functions, such as eliminating repetitive tasks, easing application burden, applicant tracking, and employee and manager self-service options. Still, these systems are predominantly associated with core HR functions.
In short, the HRMS or HRIS operates as the core of HR and workforce data management and transmits this data with numerous HR software applications.
Essential Functions of HCM
The only place where the phrase HRIS has a distinct meaning than HRMS is in the definition of job roles. One of those roles is HRIS administrator. This person is accountable for revising and maintaining the HRIS systems and familiarizing other employees on how to use the software.
HCM vs. HRMS vs. HRIS
- HCM refers to vastly broader suites and providers and delivers more comprehensive functionality than HRMS or HRIS.
For instance, HCM software can generally offer talent management segments that provide ways to manage better and optimize each phase of the employee lifecycle, such as hiring and onboarding.
- HCM software can also furnish learning and performance management. In addition, it can enclose workforce management and optimization, such as budgeting, analytics and compensation, and employee engagement features.
- HCM suites can be on-premises or cloud-based, with the latter becoming increasingly popular. Cloud-based HCM shows several advantages, including easier software upgrades, more reasonable scalability, and the necessity for fewer IT resources.
- The term HCM can also refer to the philosophy of viewing employees as valuable assets that leaders must strategically manage. As a result, HCM practices help HR teams act proactively rather than reactively to get the workforce’s best value.
It is essential to remember that HR merchants, analysts, and consultants may have their distinctions for each HR system. The important thing when buying HR technology is to understand the elements an organization requires and whether a particular vendor’s software can deliver them.