An HR system should be smart enough to process payroll, performance management, hiring, and attendance. For this age, we have digital HR systems that perform all these activities.
We often hear from clients about the confusion between these two terms HRMS and HRIS. Actually, there are very few differences between both of them, but these terms are used a lot in the industry. Let’s have a look at both of them.
Whats an HRMS or Human Resource Management System?
1.HRMS Focuses on all the HR processes and activities related to an employee from recruitment-to-retirement. This incorporates the core HR functioning with a candidate or employee tracking. It allows users to perform tasks, analyze critical data trends, create and manage reports. A good HRMS also incorporates the details and functioning of HRIS.
2.HRMS becomes more streamlined with automation, making it an interesting process with every data defined for any decision-making by the management, the HR heads of the company, the managers and the team leaders. Considering employee satisfaction is paramount in sustaining a good HR culture supported by HRMS solutions.
3.Advantages of the core HR activities with regulated workflows for internal employee activities and performances.
Whats an HRIS or Human Resource Information System?
- A big disadvantage in HRIS is that the scope is limited to the entire employee information.
- Recruitment management becomes a healthy process with automation- creating job postings, receiving online resumes and applications, hiring workflow, creating and managing candidate resource pool becomes much easy and streamlined
- This benefits regular tracking for the administration department.
With this, we hope the concept of both has been made very clear.