HR conquered by MIS
Hr Management System allows different organizations to atomize the various aspects of human resource management, it provides not one but different benefits like reducing the work burden of the HR department and also enhance the efficiency of the department by standardizing HR functions.
We all hear about large companies benefiting from human resources information systems or HRIS and many of us wonder, would such a software package work for small and medium-sized businesses as well? Most small and mid-sized businesses are quite apprehensive about implementing such a software solution, thinking that it is way out of their budget and they would not really be able to maximize their use of such a system. What most of them do not know is there are lots of options available and there are human resources information systems specifically tailored for the size and kind of their business.
t seems like the more simple terms which may have been created by IT people or programmers slowly become replaced by more sophisticated terms created in the marketing world. An example is HR database versus human resources information systems (HRIS) or applicant tracking software versus talent acquisition software.
• HR Software – It used to be enough to say you were looking for HR software. Well, not anymore. Now saying you are looking for HR software is sort of like saying you are hungry but not providing any idea of what you are hungry for. Think of the term HR software as all encompassing. It includes all of the terms used below.
• Personnel Software, Employee Software, HR Database, HR system – These were the common terms used to define what we know today as HRIS, HRMS or HRM software. These were terms likely created by programmers or technical people; in other words, non marketing people. These terms of yesterday seem to perceive smaller less sophisticated systems than the terms more commonly used today in HR software marketing.
• Human Resource Information System, a.k.a. HRIS – This is the type of term you receive from marketing as opposed to terms used above created by an IT staff. Yep, it’s all pretty much the same thing. However, an argument could be made that an HRIS application is more comprehensive in its capabilities than an HR database but this may, or may not, be true as there are no standards for the terms in our industry. In marketing, however, perception is reality.
• Human Resource Management System, a.k.a. HRMS – Again, as far as I can tell, this term means the same as HRIS, or any of the other terms used above or most offered below. Overall, I believe HRMS is perceived as being a more comprehensive HR application than HRIS systems.
• HRIS Software and HRMS Software: Is there a difference?
Webpedia.com defines HRIS as a system used by human resources departments to track employees and information about them. A HRIS is often a database system or a series of inter-related databases.
Webpedia.com defines an HRMS as a software application that combines many human resources functions, including benefits administration, payroll, recruiting and training, and performance analysis and review into one package.
So according to these definitions, HRMS software is more comprehensive than HRIS software. I would love to accept this but, in reality, I can name a dozen HRIS applications that contain all of the features listed in the HRMS application. So now we are back to my original contention that the two terms, and many of the others, mean the exact same thing.
I worked with one HRIS vendor who changed the name of their system to an HRMS. It’s important to note that they only changed the name, not the functionality. They simply believed the perception was that HRMS solutions were more comprehensive than HRIS applications.
• Talent Management Software – A relatively new term to the market, this has replaced the term performance management software.
• Talent Acquisition – Like talent management software, this is a relatively new term to the market which is replacing the terms recruiting software or applicant tracking software.
The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. Normally packaged as a data base, hundreds of companies sell some form of HRIS and every HRIS has different capabilities. Pick your HRIS carefully based on the capabilities you need in your company.
Typically, the better The Human Resource Information Systems (HRIS) provide overall:
Management of all employee information.
Reporting and analysis of employee information.
Company-related documents such as employee handbooks, emergency evacuation procedures, and safety guidelines.
Benefits administration including enrollment, status changes, and personal information updating.
Complete integration with payroll and other company financial software and accounting systems.
Applicant tracking and resume management.
The HRIS that most effectively serves companies tracks:
Attendance and PTO use,
Pay raises and history,
Pay grades and positions held,
Performance development plans,
Training received,
Disciplinary action received,
Personal employee information, and occasionally,
Management and key employee succession plans,
High potential employee identification, and
Applicant tracking, interviewing, and selection.