“The domain in which HR tends to be the weakest is in understanding and applying technology to build HR”
― David Ulrich
As much validity there is in the aforementioned quote, what accompanies this truth is the overwhelming sea of new software constantly being launched. The rapid evolution of technology sometimes makes it difficult to keep pace, especially when it involves understanding new acronyms, software types, and their effectiveness.
In the intricate world of HR technology, we encounter a cocktail of information technology, human resource systems, and cloud computing. The various players in this ecosystem include Human Resources Information Systems (HRIS), Human Resources Management Systems (HRMS) and Human Capital Management (HCM). In this article, we aim to decipher the differences between these systems and elucidate their roles in an organization.
## Tracing the Journey of HR Systems
The pioneering IT professionals who designed the framework for the HR software we use today, did not employ baffling acronyms to describe their products. This is understandable given the fact that the software they created were simplistic incarnations of today’s robust systems. Their creations, including Personnel Software, Human Resources database, and background check systems, are now crucial components of any comprehensive HR system. Therefore, HRIS, HRMS, and HCM incorporate all of the above. But the question still persists – how are these systems different?
## The Nuances of HR Systems
On a superficial level, the differences between HRIS, HRMS, and HCM seem slim to none. However, HR enthusiasts would argue that HRMS is a notch above HRIS and HCM. While HRIS is perceived as a system comprising interconnected databases, HRMS additionally tackles the management facet of the personnel encapsulated within the database, thereby making it more holistic. HCM, on the other hand, closely resembles HRIS with added features including Talent Management, country-specific configuration, and localization.
What is pertinent to understand is that HR marketers nowadays resort to these acronyms to distinguish the seemingly parallel concepts of HR systems. It is critical to recall that HRSM simply capitalizes on the existing HRIS and HCM incorporates talent management. Despite these differences, you will often witness these terms being used interchangeably. With this comprehension, let’s delve into some of the pivotal functions that any of these systems cover.
## Core Functions of HR Systems
Taking into consideration the need for business owners to manage personnel as well as talent, the facets listed below are earmarked as some of the most significant contributors in achieving this objective.
– Tracking contact information (employees, applicants, new hires).
– Reviews of work progress.
– Pay histories (bonuses, overtime).
– Workforce requirements, new positions.
– Employee work hours (telecommuting, consulting, regular, and overtime).
– Tracking benefits.
– Goal tracking.
The subsequent segment provides a brief overview of the three distinct implementation methods of HR systems.
## Three Primary Implementation Methods
While scrutinizing the company that will provide you with HR technology services is crucial, the first step is to determine the method of implementation befitting your organization.
1. Subscription – This option requires your company to pay an initial set-up fee followed by a monthly subscription fee. The system is hosted offsite and maintained by the vendor, generally offering limited customization.
2. In-house – With this solution, you gain more customization features and pay a one-time fee. The company’s In-house IT department handles integration, supported by the vendor.
3. Hosted – This method is the perfect amalgam of the other two. Your HR systems are in-house, but the upkeep and hosting are remotely managed by the vendor.
## Simplifying the Complexities of HR Systems
The realm of HR systems offers a plethora of solutions and options to choose from, emphasizing the need to kick-start your research immediately. The competitive landscape can easily leave one bewildered amidst the influx of information and acronyms. However, fear not, for this technology holds the potential to immensely benefit your organization.
This article was updated in 2025 to reflect modern realities.
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