Often confused for the other, both HRMS and HRIS are quintessential HR solutions and yet not the same thing. It is important to understand the difference if you responsible for selecting or implementing a new software or productivity system to your company.
Human Resources Management Systems (HRMS) keepÂ track of employee data such as absenteeism, holiday days, employee performance and all aspects of personnel management.Â HRMS stores dataÂ that can help HR professionals manage employees, track targets set and performance reviews.Â A HRMS can help you track crucial dataÂ such as performance improvement measures without shuffling paper. Allowing HR Generalists and Business Partners to track employee initiatives without getting swamped with manual administration, leaving more time for strategic HR planning.
Human Resources Information SystemsÂ (HRIS) keeps track of static information about employees including; addresses, PPS Numbers, tax status, payroll information, which division/department the employee works in and who they report to etc. (Note:Â Payroll can also be part of a HRIS, it does not necessarily have to be a standalone function).Â HRIS Analysts can quickly and easily crunch through simple metrics such as turnover, headcounts and other data for strategic planning purposes.Â With the influx of Shared Service Centers and Global Business Service Headquartersâ€™ it is common to find a team of HR Data Administrators and Data Analysts working exclusivelyÂ with HRIS providing organizational reports on a national and global basis.
How are HRMS and HRIS Integrated?
Most current HR systems combine the functionality of HRMS and HRIS. The best human resources software and applications will streamline HRMS and HRIS tasks into one robust system. Advanced reporting capabilities will allow you to track and manage information at various levels from individuals to departments to business units to company-wide.
Additionally, the combined power of HRMS and HRIS software allows for real-time collaboration functions so that data can be accessed with pre-set permissions by the manager or director when they need it,Â without having to contact the HR department.
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