Selecting the right Human Resources Information System (HRIS) is fundamental within any business. Your company will need to make sure that they can customize the system to meet its specific and unique requirements. And that the system will be scalable with the business. Before deciding between what HR software system to implement into your company you must first understand the different choices that are available.
If you are wondering whether or not to implement a HR platform into your business, here are the advantages to doing so:
- It is eco-friendly as it is all online therefore no need for lots of paper
- It is organised – meaning all the information can be easily found, rather then having to spend days looking for the right paperwork and therefore reduces administration time
- It is self-serviced – meaning that employees are able to update their own personal information and manage their own absences, with the ability to request an absence from anywhere at anytime
Human Relationship Information System (HRIS)
HRIS is designed to manage people, policies and procedures for your company. This option is perfect for small to mid-sized businesses. It will help to automate and manage a companies HR and payroll.
By implementing HRIS within your company you are able to plan more effectively, and improve employee productivity. This in turn will result in a better quality of work output by employees, plus they will be happy as they are being provided with training as they develop within their career.
HRIS typically provides: Recruiting / Applicant Tracking Systems, Core HR, Benefit Admin, Absence Management, Compensation, Training, Workflow, Self-Service Portals, Reporting abilities
Human Capital Management (HCM)
A HCM system has the same capabilities as HRIS, with some additional features. These additional features are Talent Management and global capabilities. This means that the system can be implemented in a multi-lingual and multi-currency set up – which is great for companies with offices in various countries.
Human Capital Management has a more people-centered approach. It allows for the career development of employees and allows a way to track this thoroughly and provide analytical statistics to back up any discrepancies.
HCM typically provides: HRIS, Onboarding, Performance, Position Control, Succession, Salary Planning, Global, Analytics
Human Relationship Management System (HRMS)
HRMS generally covers all elements of HRIS and most of HCM, dependent on the platform in which you use. Plus it also has the additional features of payroll and TLM (Time and Labour Management). This system stores and tracks data that can help companies to better manage employees.
HRMS typically provides: HCM, Payroll, Time & Labour
Whether you are an SME or Global Enterprise, it is clear that managing employee relationships has now been taken to whole new level, and goes beyond yearly appraisals and pay reviews. So whichever type of software you decide to go for, it will undoubtedly bring you one step closer to a happier and more motivated workforce!