What is the Difference Between HRIS and HRMS?
To help you understand the key differences between an HRIS and HRMS, we’ve gathered insights from professionals such as Marketing and Outreach Managers to Community Managers. From data storage vs. automation to HRMS providing a more comprehensive HR management suite, explore the top eight distinctions shared by these experts in the field.
- HRIS Data Storage vs. HRMS Automation
- Administrative HRIS vs. Strategic HRMS
- HRMS: A Broader Product
- Quantitative HRIS vs. Qualitative HRMS
- HRIS Data Management vs. HRMS Functions
- HRMS: A More Comprehensive System
- HRIS Data Focus vs. HRMS Functions
- HRMS: Comprehensive HR Management Tools
HRIS Data Storage vs. HRMS Automation
One key difference between an HRIS and HRMS is that HRIS focuses solely on storing and retrieving data, while HRMS goes beyond that by providing options for automating certain processes, such as payroll or recruiting.
In practice, HRMS often provides more comprehensive features, such as employee self-service portals, time and attendance tracking systems, performance management tools, and learning management capabilities. Many HRIS systems have limited functionality compared to an HRMS solution.
It is important to evaluate your business needs when deciding which system best fits your organization’s goals.
Administrative HRIS vs. Strategic HRMS
While these tools are often used interchangeably, there is actually a key difference between them. An HRIS, or Human Resource Information System, typically focuses on the administrative aspects of HR management, like employee data management, benefits administration, and payroll processing.
On the other hand, an HRMS, or Human Resource Management System, takes things a step further, offering more robust functionality for strategic HR planning and talent management, like recruiting, performance management, and learning and development.
Determining which system is best suited for your organization’s needs requires careful consideration of your HR priorities and goals.
HRMS: A Broader Product
An HRMS encompasses more. While they are similar in many ways, one major difference between an HRMS and HRIS is how broadly they’re used. An HRIS, which stands for Human Resource Information System, is a software that stores data about employees.
Their use can vary by organization, but their main purpose is streamlining. An HRIS is often used for tasks related to recruitment, compensation, and workflow. On the other hand, an HRMS, or Human Resource Management System, is a broader product. They often include everything an HRIS can do and then some. These systems are highly customizable and include features for payroll and time, among other things.
Quantitative HRIS vs. Qualitative HRMS
Both HRIS and HRMS systems offer a digital platform to help businesses with their HR needs, which is how they can be compared. However, they still differ greatly from one another in many important ways, and these differences should aid you in making a decision if you have to select one system type over another for your company.
There are more systems than just HRIS and HRMS, so it’s crucial to make sure you pick the right one for your company. If you’re looking for a platform to manage your HR procedures, you should evaluate the unique features of each piece of software and see how it corresponds with your business because not all platforms have the same functionality as standard.
SSNs and schedules are two examples of quantifiable employee data that HRIS systems track. HRMS systems keep track of qualitative employee data, including job satisfaction and performance. Systems for managing human capital cover every aspect of employee engagement, both qualitative and quantitative.
HRIS Data Management vs. HRMS Functions
While both are software used by organizations to manage human resource functions, an HRIS is primarily focused on collecting and managing employee data, such as employee records management, benefits administration, and reporting and analytics.
HRMS offers a wider range of HR functions including recruitment and onboarding, performance management, and talent development. An HRMS tends to be more comprehensive and broader than an HRIS.
HRMS: A More Comprehensive System
One difference between an HRIS (Human Resource Information System) and an HRMS (Human Resource Management System) is that an HRIS is primarily focused on storing and managing employee data, while an HRMS is a more comprehensive system that includes HRIS functionality along with additional features for managing other HR-related processes.
An HRIS typically includes features such as employee records, benefits, reports, and payroll. An HRMS, on the other hand, includes all of these features, as well as additional modules for managing recruitment, onboarding, performance management, and other HR-related processes. It may also integrate with other systems, such as learning management systems and talent management systems, to provide a more holistic view of HR operations.
Overall, while both HRIS and HRMS are software systems that help organizations manage HR-related information, an HRMS is a more comprehensive system that provides a wider range of features and functionality than an HRIS.
HRIS Data Focus vs. HRMS Functions
One difference between an HRIS (Human Resource Information System) and HRMS (Human Resource Management System) is their primary focus.
An HRIS primarily focuses on managing employee data and information, such as personal details, job information, and benefits. In contrast, an HRMS encompasses a wider range of HR functions, including talent management, performance management, and learning management, along with managing employee data.
HRMS: Comprehensive HR Management Tools
The fundamental difference between an HRIS (Human Resource Information System) and an HRMS (Human Resource Management System) lies in their respective focuses and, thus, functionalities.
Typically, an HRIS is geared toward managing human resource data, such as employee records, benefits, and attendance. In contrast, an HRMS provides a more comprehensive suite of HR management tools.
An HRMS typically incorporates HRIS features and additional modules and functionalities, such as performance management, talent acquisition, and succession planning. The primary objective of an HRMS is to support the entire employee lifecycle, from recruitment and onboarding to career development and offboarding. In contrast, an HRIS focuses more on employee data management and administrative tasks.
In conclusion, while both HRIS and HRMS are software systems for managing human resources, an HRMS offers a more comprehensive set of tools and features for managing the entire employee lifecycle.