Read on to learn how these systems can benefit you in the world of HR!
What Is An HRIS?
Human resource professionals use Human Resources Information Systems (HRIS) software to managecore HR functions like storing employee data. The system provides easy-to- access, streamlined information. By storing all employee information in one place, it removes the stress of multiple spreadsheets, databases, and paperwork overload.
An HRIS system benefits human resource teams by providing:
Remote schedule management
The main benefit of HRIS software is that it allows your HR team to access employee data in one location. This removes the need to juggle competing systems to track various aspects of information your HR specialists need to make business decisions.
*For even more information as to how an HRIS can benefit your business, read this article.
Streamlining with an HRIS translates to more productivity and increased cohesiveness across your entire business.
HRIS systems utilize these seven key tools to take HR management to the next level:
Time Tracking and Leave
HRIS Quick History
In the 1960s and 1970s, large businesses began managing their employee data with HR software. At the time, their main goal was to aid in records management and meet legal documentation requirements.
Early HR software focused mainly on payroll and was produced on mainframe computers that served as central data stores with little ability to process or interact with the system.
HRIS then became more popular in the 1980s when Enterprise Resource Planning (ERP) systems gained momentum in the business world. This began a shift from mainframe systems to client-server technology.
Businesses were now able to visualize the big-picture of their company needs, and leaders began to understand thatrelationships with people– employees and customers – made a big difference in the level of their success.
What Is HCM Software?
Human Capital Management (HCM) utilizes the same processes of HRIS andincludes talent and workforce management. An HCM solution puts an emphasis on a strategic approach to managing employees.
In addition to the benefits of an HRIS, HCM software provides data and analytics that can be used for planning long-term goals in your business. Some areas HCM software covers include:
In the 1950s and 1960s, the term “Human Capital” emerged as business leaders began to understand the value of employees.
Employees across industries began to be seen by management as valuable team members with skills and abilities to help fuel the growth of their companies – rather than just bodies on a production line or employees who could be easily replaced.
When use of the internet began to rise in the 1990s, so did the need for leaders to transform their practices. Everything from recruitment, talent management, engagement, and employee retention had to be re-evaluated and updated.
Enter HCM systems to manage these HR needs in a streamlined way.
How Are HRIS and HCM Similar?
Both HRIS and HCM are Human Resource Management Systems and allow for many of the same cloud-based HR functions, such as:
Storing employee demographic information
Recording performance management information
Providing self-serve options
Maintaining employee training records
The Difference Between HRIS and HCM Software
While there are many similarities, the core capabilities of HRIS and HCM solutions do differ.
HRIS helps with all basic HR functions, while Human Capital Management solutions include HRIS features but are more complex and comprehensive than HRIS.
HCM software gives you the ability to engage fully on an employee-specific level in areas like employee performance, analytics, and onboarding – while HRIS provides more basic-level employee data.
How Do You Choose Between HRIS and HCM Solutions?
The decision of which of these solutions to choose depends on your specific business needs.
Ask yourself these questions to help determine which is best for you:
What are your main HR function needs?
What’s the current status of your HR technology?
Is employee engagement a valid need in your business?
What areas of your business could be streamlined?
How do you manage employee data?
What does your onboarding process look like?
Is talent management needed in your business?
Is there a need for succession planning?
It can be a relatively long process choosing what’s best for you, but putting in the time and research will ensure you make the right decision for your HR professionals.
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