Introduction

Technology in Human Resources Management plays a very important role in the efficient management of workforce operations. Among the varied technologies, two stand out in particular: HRIS (Human Resource Information System) and HRMS (Human Resource Management System). While both are meant to help organizations streamline their HR-related processes, they are in effect and scope quite distinct and different. Choosing the best HRMS systems or the right HRIS software depends upon a business entity’s scope of work and addressing of needs.

Scope of HRIS?

The primary focus of HRIS is on storing and managing employee data making it a database that assists the HR department to keep records, track attendance, and process payroll efficiently. HRIS providers in the Philippines, who are there in adequate numbers offer solutions catering to needs of businesses of all sizes.

Scope of HRMS?

While HRMS includes all the essential functions and features of HRIS, its scope goes way beyond basic record-keeping. The same extends to encompass and integrate payroll, employee perks and benefits management, tracking performance, and a dedicated employee self-service portal. The best HRMS systems can thus include advanced analytics and automation tools for further efficiency.

Key Differences Between HRIS and HRMS

• Scope and Features
  HRIS systems in the Philippines has its scope firmly set on data management and storage about every aspect of employee existence and work. On the other hand, HRMS, as a system, includes in its scope the activity of managing payroll, talent management, and performance tracking.
• Functionality they address
  HRIS HR software in the Philippines is the need for companies that look for basic HR functionalities including the likes of record-keeping and compliance tracking. HRMS in the Philippines on the other hand deals with a complete, independent suite of HR solutions whose scope extends to including automation of payroll and benefits management.
• Employee Engagement functionality:
  The best HRMS systems invariably provide services that include self-service portals, training modules, and engagement tools. HRIS providers in the Philippines on the other hand deal with more data-driven activities that do not concern themselves with employee development or training. The latter thus provides very basic needs.
• Automation and Analytics
  HRIS companies in the Philippines offer solutions focusing on HR-related data collection and storage. HRMS on the other hand includes within its scope- besides HR-related data, predictive analytics, AI-driven automation, and workforce planning features.

What to choose: HRMS or HRIS?

Making a choice between an HRIS and HRMS system depends upon a company’s size and HR needs. Where the organization is in need of simple record-keeping, HRIS systems in the Philippines are the best choice. For those wanting a comprehensive HR solution, the best HRMS systems available in the market, as a rule, provide (among others) automation, analytics, and employee engagement features.

Trends in the Philippines for HR-related Software 

With industrial activity in the Philippines on the upswing, business houses are looking for solutions in the HR domain that are flexible, scalable, and secure while meeting evolving workforce needs. With demand for cloud-based HR solutions increasing, HRIS providers in the Philippines today offer integrated software systems that ideally can be called a bridge between HRIS and HRMS. 

Conclusion

It’s important to understand the difference between HRIS and HRMS in order to make the right HR technology product choice. While HRIS software does its job well in the domain of HR data management, HRMS provides a wider range of functionalities. That being the case, it’s pertinent that businesses assess their needs and explore solutions from trusted HRIS companies in the Philippines. It would help them make an informed decision that would help them grow for the longest time.