Human Resource Management System (HRMS) and Human Resource Information System (HRIS) are the two sides of the same coin, often also treated interchangeable as the same or as another name for the same system. However, there are a few fundamental differences between them.
|Human Resource Management System||Human Resource Information System|
|Focuses on all the HR processes and activities related to an employee from recruitment-to-retirement. This integrates the core HR functioning with candidate or employee tracking. It allows users to perform tasks, analyze critical data trends, create and manage reports. A good HRMS also incorporates the details and functioning of HRIS.||The scope is limited to the entire employee information.|
|Holds dynamic (subject to change regularly) information like attendance, leaves, payroll, ESS, performance, rosters, appraisal, meetings, other schedules, etc.||Holds static (subject to change less often) information like permanent or current residential address, contact information, educational qualifications and credentials, tax information, official ID numbers and details, tax or official benefits and other such details.|
|Benefits the core HR activities with regulated workflows for internal employee activities and performances.||This benefits regular tracking for administration department.|
|HRMS becomes more streamlined with automation, making it an interesting process with every data defined for any decision-making by the management, the HR heads of the company, the managers and the team leaders. Considering employee satisfaction is paramount in sustaining a good HR culture supported with HRMS solutions.||Recruitment management becomes a healthy process with automation- creating job postings, receiving online resumes and applications, hiring workflow, creating and managing candidate resource pool becomes much easy and streamlined.|
1. Sphinx Human Resource Management Professional
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