What are the differences among HRMS, HRIS and HCM? What are the similarities? What are the strengths or weaknesses of each with regard to providing HR with data to support evidence-based decision making? What sort of questions would you have for a vendor?
Measurements
Levenson, A. R. (2014). Employee surveys that work: Improving design, use, and organizational impact. San Francisco, CA: Berrett-Koehler Publishers.
These chapters provide an overview of providing measurements to process.
Chapter 4, “Good Survey Practices: Don’t Reinvent the Wheel,” pages 31–38.
Chapter 5, “Anonymity vs Insights: Confidentiality and Organizational Data Matching,” pages 39–44.
Human Resource Information System (HRIS)
Leonard, K., & Seidel, M. (2019). Advantages and disadvantages of human resource information system. Retrieved from https://smallbusiness.chron.
The reading covers information and analysis on HRIS.
Foxall, D. (2019). HRMS vs HRIS vs HCM: What’s the difference? Retrieved from https://www.hrmsworld.com/
Requirements: 150
Answer preview
Human resource management systems (HRMS), human resource information systems (HRIS), and human capital management (HCM) improve HR functions. Based on this similarity, these systems increase productivity due to automating several HR functions, including the management of recruitment of processes (Foxall, 2019). However, due to distinct features, the HRMS informs on workplace trends impacting productivity based on the employee lifecycle data gathered. On the other hand, the HCM provides data to promote workforce initiatives such as talent optimization strategies and attractive compensation packages for workforce management. Further, the HRIS organizes and manages employee-related data, including their contact,
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