<h1 style=" text-transform: uppercase; ">HRMS And HRIS, What's the Difference?</h1><div class="se-component se-image-container __se__float-none" contenteditable="false"><figure style="margin: 0px;"><img src="https://bytehrwebjobstorage.blob.core.windows.net/bytehr-admin-web/92a5376e-addd-49ae-9011-4ac1b2b8f08d.png" alt="" data-rotate="" data-proportion="true" data-size="," data-align="none" data-percentage="auto,auto" data-file-name="image1.jpg" data-file-size="70059" origin-size="1429,952" data-origin="," style="" data-index="0" data-rotatex="" data-rotatey="">  </figure></div><p style="font-size: 18px;margin-bottom: 1.5em;">Most businesses today use some kind of software in relation to human resource work, which can involve managing a large amount of data that continues to build with time. HRMS and HRIS are two terms that are often used interchangeably to refer to these systems. While there are some similarities, they are not the same thing. </p><p style="font-size: 18px;margin-bottom: 1.5em;">HRMS stands for a human resource management system, while HRIS is a human resource information system. To better understand how these two differ and overlap, let us define what they are and what they do for organisations. </p><h2 style="margin-bottom: 1em;font-size: 24px; color: #88bd00; font-weight: bold">What is an HRMS?</h2><p style="font-size: 18px;margin-bottom: 1.5em;">An HRMS is a comprehensive software solution that enables organisations to manage the various aspects of human resources. This includes all the features that make up HRIS, alongside other functions that facilitate the management of employees. It tracks various types of data related to employees such as payroll, taxation, sick leave days, vacation days, training, and performance appraisals. </p><p style="font-size: 18px;margin-bottom: 1.5em;">The dynamic data handled by HRMS is continually updated and can be retrieved when and as needed. Besides storing data, these systems can also be used for predictive analysis that can be of value in such areas as recruitment and training decisions.</p><p style="font-size: 18px;margin-bottom: 1.5em;">Some of the common features and tools you will encounter within an HRMS include:</p><ul style=" font-size: 18px; margin-bottom: 1.5em; padding-left: 20px; ">  <li><a href="https://byte-hr.com/payroll">Payroll system</a></li><li><a href="https://byte-hr.com/time-and-attendance">Time attendance management</a></li><li>Benefits administration</li><li>Workflows</li><li>Performance management </li><li>Talent acquisition and retention</li><li>Training and development</li></ul><p style="font-size: 18px;margin-bottom: 1.5em;">HRMS can also be used to store static or master employee data such as employee names, addresses, social security information, addresses and so on. This data is typically stored under the payroll and benefits administration functions. </p><h2 style="margin-bottom: 1em;font-size: 24px; color: #88bd00; font-weight: bold">What is an HRIS?</h2><p style="font-size: 18px;margin-bottom: 1.5em;">HRIS systems deal primarily with static data that often remain unchanged for long periods of time. The focus of this data is to record details associated with the people, procedures, and policies of the organisation. This can include such information as:</p><ul style=" font-size: 18px; margin-bottom: 1.5em; padding-left: 20px; ">  <li>ID names and gender</li><li>Educational qualifications</li><li>Tax status</li><li>Addresses</li><li>Benefits</li><li>Leave balances </li></ul><p style="font-size: 18px;margin-bottom: 1.5em;">Some payroll data can also sometimes be a part of HRIS. All this is still valuable data, but creates a system where it can be easily retrieved without the need to dig into files every time. The data can be analysed to provide helpful insights into employees and the organisation.</p><h2 style="margin-bottom: 1em;font-size: 24px; color: #88bd00; font-weight: bold">What Is the Difference?</h2><p style="font-size: 18px;margin-bottom: 1.5em;">There are some functions that you may find common to both HRMS and HRIS. HRMS however tends to be more global in its scope. For instance, when it comes to payroll management, an HRMS system is better able to accommodate the varied tax laws that apply to employees working in different countries. This can make it more suitable for multinationals or other businesses that handle cross-border transactions. </p><p style="font-size: 18px;margin-bottom: 1.5em;">While an HRIS can have some common functions and features, its tools and processes are more basic and focus on the more essential human resource management tasks. The local scope makes it suitable for many businesses just starting and getting to grips with what workforce management is all about.  </p><p style="font-size: 18px;margin-bottom: 1.5em;">HRMS is the most comprehensive option that includes all the features offered in HRIS. That said, this does not necessarily mean that it is the best option when it comes to HR management. Organisations need to match their choice of system to their needs, now and in future. For some, many sophisticated HRISs may prove adequate, while for others an HRMS would be preferable. </p><p style="font-size: 18px;margin-bottom: 1.5em;">Organisations need to try and identify the range of functions and tools they want for their <a href="https://byte-hr.com/hr">HR software</a>. This should be used as a guide in choosing the best fit of system as you may find that many vendors will label their product as HRMS and HRISs, without strictly adhering to their definitions and scope. Since the lines can get blurred, less attention should be paid to the acronyms used and more to the capabilities of the software you are considering.</p><p style="font-size: 18px;margin-bottom: 1.5em;">There are human resource management systems that offer a blend of both HRMS and HRIS. By combining the features and functions of both into one system, there is less cost and training required to utilize such contemporary HR systems. When combined, the systems are often simply referred to as HRMS. If you opt to go for the more comprehensive HRMS option, it makes sense to ensure that the broader HRMS features are included, together with whatever more distinct static data analysis HRIS capabilities you desire. </p><h2 style="margin-bottom: 1em;font-size: 24px; color: #88bd00; font-weight: bold">Why You Need HR Software</h2><p style="font-size: 18px;margin-bottom: 1.5em;">The human element is the lifeblood of any organisation. No work can get done without human resources. This makes managing everything from their recruitment to compensation vital to sustaining the improving business performance. The right choice of management software can offer several key benefits that more than compensate for the cost of investment. </p><ul style=" font-size: 18px; margin-bottom: 1.5em; padding-left: 20px; ">  <li><strong>Automation</strong><br>	HR systems make it possible for the most mundane and repetitive tasks required to manage employees to be undertaken with just a few moments spent at the keyboard. When data is correctly entered, there are no errors as would be the case if a human had to keep repeating the work. The speed and efficiency with which employee affairs can be handled make such software highly valuable in reducing workload. </li><li><strong>Productivity</strong><br>	The HR work related to even thousands of employees can now be undertaken by just a few staff members thanks to management software. They allow managing such functions as payroll, benefits, administration and much simpler. This allows HR staff to have more time to attend to other crucial work like recruitment and organising training. </li><li><strong>Better employee experience</strong><br>	Many HR systems are accessible to all employees through some form of company intranet. This allows them to engage with the HR department more easily and provides a user-friendly, clear and transparent system through which their needs can be met. This ease of communication and efficiency in handling tasks can improve employees’ perception of how HR departments work. </li><li><strong>Improved decision making</strong><br>	HR systems store massive amounts of data and offer ways to develop valuable insights through analysis. These can be used to better guide and hasten decision making. By relying on evidence-based reports, management can inspire greater faith in their decisions from other stakeholders including employees and investors. </li></ul>

Most businesses today use some kind of software in relation to human resource work, which can involve managing a large amount of data that continues to build with time. HRMS and HRIS are two terms that are often used interchangeably to refer to these systems. While there are some similarities, they are not the same thing. 

HRMS And HRIS, What's the Difference?

hrms-and-hris-whats-the-difference

<h1 style=" text-transform: uppercase; ">How HRM Is Important for Employees</h1><div class="se-component se-image-container __se__float-none" contenteditable="false"><figure style="margin: 0px;"><img src="https://bytehrwebjobstorage.blob.core.windows.net/bytehr-admin-web/b4d4ef90-051e-416b-af3b-19666285e8d8.png" alt="" data-rotate="" data-proportion="true" data-size="," data-align="none" data-percentage="auto,auto" data-file-name="how-hrm-important.jpg" data-file-size="71542" data-origin="," origin-size="1430,893" style="" data-index="0" data-rotatex="" data-rotatey="">  </figure></div><p style="font-size: 18px;margin-bottom: 1.5em;">Organisations rely on their human resource departments to perform various vital functions. Many recognise that their human capital is their most important resource and that they need to have a dedicated section that will take care of managing that relationship and fostering a conducive workplace culture and environment. </p><p style="font-size: 18px;margin-bottom: 1.5em;">There is often confusion on the part of employees concerning what human resource management (HRM) means for them. Some erroneously believe that HRM is representative of the company's interests and are used as gatekeepers who police staff. In reality, HRM acts in the interests of multiple stakeholders including employees. Here is how <a href="https://byte-hr.com/hr" alt="HR systems">HR systems</a> play an important role in ensuring employee wellbeing. </p><h2 style="margin-bottom: 1em;font-size: 24px; color: #88bd00; font-weight: bold">Employee Onboarding </h2><p style="font-size: 18px;margin-bottom: 1.5em;">​<a href="https://byte-hr.com/payroll" alt="HR Payroll" class="on">HR Payroll</a> is the first stop for any new employee joining an organisation. It is the responsibility of the department to undertake employee onboarding that will help familiarise the new team member with various aspects of their new work-life including company culture and policies. They will also need to be trained on existing systems and whatever information they need to perform their duties effectively. </p><p style="font-size: 18px;margin-bottom: 1.5em;">It covers the period between when a job offer is made and an employee becomes a truly productive member of the team. With a streamlined onboarding strategy, HRM sets the right tone in enabling new employees to settle down into their roles comfortably and confidently. </p><h2 style="margin-bottom: 1em;font-size: 24px; color: #88bd00; font-weight: bold">Facilitating Training and Development</h2><p style="font-size: 18px;margin-bottom: 1.5em;">Ensuring that personnel are well trained for their roles is a key role of HRM. Many roles within organisations continually evolve. It could be that new technologies are developed or compliance rules change. For employees to remain competent in their duties, they may require regular job-related training that updates their skills and knowledge. </p><p style="font-size: 18px;margin-bottom: 1.5em;">Development programs seek to nurture talents that will be useful in future endeavours, particularly in leadership roles. HRM manages training and development programs that will better equip employees to perform their duties now and into the future. </p><h2 style="margin-bottom: 1em;font-size: 24px; color: #88bd00; font-weight: bold">Protecting Employee Rights</h2><p style="font-size: 18px;margin-bottom: 1.5em;">Employee rights are designed to ensure that workers are granted fair treatment from their employers. HRM is required to understand employee rights as mandated by law and help ensure they are abided by for their protection. This covers various aspects including contractual terms of employment, minimum wages, data protection, discrimination, rules on dismissals, resolution of disputes, taxation, employee representation, and much more.</p><p style="font-size: 18px;margin-bottom: 1.5em;">Most employees may not be aware of the rights they are entitled to. It is for HRM to educate them and ensure these rights are not infringed upon by the employer or other stakeholders. They must develop and enact policies that keep the company in compliance with local employment laws. This may include filing paperwork and undertaking training sessions. </p><h2 style="margin-bottom: 1em;font-size: 24px; color: #88bd00; font-weight: bold">Ensure Employee Satisfaction</h2><p style="font-size: 18px;margin-bottom: 1.5em;">There are many ways that HRM can use to ensure employee satisfaction. From conducting surveys to organising focus groups, every effort must be made to ensure the workforce is satisfied in their jobs and their relationship with the company. </p><p style="font-size: 18px;margin-bottom: 1.5em;">A happy workforce is a productive one. Employers are happy to invest where they know there is going to be a profit. HRM seeking to keep employee satisfaction and morale high is an indirect way of boosting productivity. This can be achieved in various ways such as providing beneficial facilities and amenities, introducing flexible work schedules, and creating a merit-based reward system. HRM works to identify areas of deficiency and develop solutions that will ensure the workplace is more conducive to employee satisfaction. </p><h2 style="margin-bottom: 1em;font-size: 24px; color: #88bd00; font-weight: bold">Managing Compensation, Benefits and Entitlements</h2><p style="font-size: 18px;margin-bottom: 1.5em;">When employees sign on for a job role, they do so on the understanding that they will get certain things in return for their work. This includes compensation that comes in the form of salary and benefits such as health insurance, parental leave, and sick pay. Entitlements like worker’s compensation and unemployment insurance are also often included. </p><p style="font-size: 18px;margin-bottom: 1.5em;">HR managers handle these matters so that employees understand what they qualify for and get it. They are both a source of information for employees and facilitators. Whenever an employee wants access to their salary, benefits or entitlements, the go-to person has to be HRM. </p><h2 style="margin-bottom: 1em;font-size: 24px; color: #88bd00; font-weight: bold">Employee Welfare</h2><p style="font-size: 18px;margin-bottom: 1.5em;">Beyond compensation, there is employee welfare. This refers to whatever is done for the employee to ensure their good health, comfort, and improvement. Welfare seeks to boost the morale and motivation of employees so that they remain loyal to the company and its objectives. Many benefits and entitlements contribute towards welfare. They are often the result of collective bargaining and legal provisions. </p><p style="font-size: 18px;margin-bottom: 1.5em;">HRM is responsible for managing employee welfare to ensure a loyal, healthy, and satisfied workforce. It ensures employees can enjoy a healthy work environment and improved standards of living. The happier and healthier a workforce, the more productive and dedicated they can be. </p><h2 style="margin-bottom: 1em;font-size: 24px; color: #88bd00; font-weight: bold">Rewarding Accomplishment</h2><p style="font-size: 18px;margin-bottom: 1.5em;">Part of HRM duties is evaluating the performance of employees. Whether it is through reviews or reports from supervisors, they can track the contributions of employees and their impact on the success of the organization. Identifying top performers is beneficial to these employees. They may receive rewards such as bonuses or paid vacations. it can be very satisfying and a morale booster to be recognised for a job well done. </p><p style="font-size: 18px;margin-bottom: 1.5em;">Keeping track of performance can also help HRM to identify employees with the strongest potential for leadership and other key roles. Employees can look forward to achieving promotions and added responsibilities based on HRM’s ability to monitor their performance. Merit-based promotions are looked upon more favourably by employees who are more willing to follow the lead of superiors they know have proven their abilities. </p><h2 style="margin-bottom: 1em;font-size: 24px; color: #88bd00; font-weight: bold">Career Planning</h2><p style="font-size: 18px;margin-bottom: 1.5em;">HR managers can help employees to map out their career paths. Most employees have higher ambitions than whatever entry-level job that got their foot in the door. HRM can help employees identify their strengths and weaknesses during performance reviews and other evaluations. They can then guide the employees to pursue a career path that is more attuned to their talents. </p><p style="font-size: 18px;margin-bottom: 1.5em;">Employees can seek advice from HR on what training to undertake that would further their career plans. In some cases, HR may be able to assist with continuing education efforts by recommending employees for tuition reimbursement programs or aiding in admission to certain training programs. These efforts can help employees to achieve greater success while inclining them towards remaining loyal to the employer. </p>

Organisations rely on their human resource departments to perform various vital functions. Many recognise that their human capital is their most important resource and that they need to have a dedicated section that will take care of managing that relationship and fostering a conducive workplace culture and environment. 

How HRM Is Important for Employees?

how-hrm-is-important-for-employees

<h1>DECIDING THE BEST CLOUD BASED HR AND PAYROLL SOFTWARE FOR YOUR COMPANY</h1><div class="se-component se-image-container __se__float-none" contenteditable="false"><figure style="margin: 0px; width: 269px;"><img src="https://bytehrwebjobstorage.blob.core.windows.net/bytehr-admin-web/735573c2-4938-4392-a9ad-b2e988742dd9.png" alt="" data-proportion="true" data-align="none" data-file-name="735573c2-4938-4392-a9ad-b2e988742dd9.png" data-file-size="0" data-origin="269px,304px" data-size="269px,304px" origin-size="265,300" style="display: block; margin-left: auto; margin-right: auto; width: 269px; height: 304px;" data-index="0">  </figure></div><p><br></p><p><br></p><p style="font-size: 18px;"><span style="font-family: Montserrat, sans-serif;">Managing your HR and Payroll data can be a challenge especially if you have a large number of employees. A cloud based HR and payroll software would help eliminate the hassles of managing additional IT infrastructure and personnel allowing you to concentrate solely on improving your <a href="https://byte-hr.com/hr" alt="HR management">HR management</a> practices. The below points should be kept in mind when choosing software for your business.<br>﻿<br>﻿</span></p><p style="font-size: 24px; color: rgb(136, 189, 0); font-weight: bold;">1. SCALABILITY</p><p><span style="font-family: Montserrat, sans-serif; font-size: 18px;">HR &amp; </span><a href="https://byte-hr.com/payroll" alt="Payroll software" class="on" style="font-family: Montserrat, sans-serif; font-size: 18px;">Payroll software</a><span style="font-family: Montserrat, sans-serif; font-size: 18px;"> must be scalable as it deals with employee data. If your business grows in the future, you need to ensure that your systems can handle the growth with ease by allocating additional resources to manage increased loads and data processing. With cloud infrastructure, additional hardware resources can be allocated as needed without affecting performance of the system.</span><br></p><p><br></p><p><span style="color: rgb(136, 189, 0); font-size: 24px; font-weight: bold;">2. FLEXIBILITY</span><br></p><p><span style="font-family: Montserrat, sans-serif; font-size: 18px;">Most HR and payroll software have similar base functions. However, every business has its own unique policies on bonus and overtime payments, diligence allowance, late and absent deduction, leave accrual etc. Flexibility ensures that your application can handle all your specific requirements and reduce manual work.</span><br></p><p><br></p><p style="font-size: 24px; color: rgb(136, 189, 0); font-weight: bold;">3. SECURITY</p><p><span style="font-family: Montserrat, sans-serif; font-size: 18px;">HR and Payroll data is very sensitive and losing or leaking of this data could be catastrophic both for your company and employees. Daily backups with long retention and quick restore times ensure that you reduce the risk of losing data. High encryption of all data travelling to and from the cloud database prevents data leakage.</span></p><p><br></p><p style="font-size: 24px; color: rgb(136, 189, 0); font-weight: bold;">4. DASHBOARDS &amp; REPORTS</p><p><span style="font-family: Montserrat, sans-serif; font-size: 18px;">You need to have complete control and visibility over all your HR and payroll data at all times. A strong reporting &amp; dashboard module will help you to represent your data in a way that you want to see it. Dashboards provide a great way for management to get a holistic view of data while reports can provide more detailed views. Ensure that your dashboards and reports can be customized to suit your specific needs.</span></p><p><br></p><p style="font-size: 24px; color: rgb(136, 189, 0); font-weight: bold;">5. SUPPORT</p><p><span style="font-family: Montserrat, sans-serif; font-size: 18px;">HR and payroll software is never 100% error free. You need to ensure that support teams are available to assist you with all queries on the system when needed, especially during the time of payroll processing. Automatic upgrades &amp; enhancements to the system will ensure that you are up to date with government regulations as well as have access to the latest features.</span></p>

5 critical points to keep in mind when selecting a cloud based HR and Payroll software for your company to ensure best results.

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HRMS And HRIS, What's the Difference?

How HRM Is Important for Employees?

Deciding The Best Cloud Based Hr And Payroll Software For Your Company