What is the difference between HRD HRM and HRIS?

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Human Resources

Human resources is a set of people who come together as a team and make up the workforce of an organization, business sector, industry, or economy.

Human Resource Management (HRM) is a branch of management that handles an enterprise’s human resources, by providing better working conditions and flexibility to the employees. The major responsibility of the HRM is arranging and coordinating the human resources of that organization. The number one Purpose or aim of the HRM is to maintain good relations at the various levels of management.

The major difference between HRD and HRM is the fact that HRD focuses all its attention on the growth and development part of the organization’s manpower. Lots of people usually think that HRD and HRM are the same things, which is not true.

In this article we’d be telling the difference between HRD, HRM, and HRIS, so read carefully.

What is HRIS?

HRIS is often mistaken to be HRMS, but they are totally different. HRIS stands for human resource information system. It is the smallest sector of Human resource software. Human resource information system (HRIS) platforms are mostly designed in order to Forster pro-activeness and also provide the important Human resource systems, applications, and functionality most companies/ organizations may require or need. 

This HRIS software is a perfect one as it helps most companies to manage and organize employee-related data such as demographic data, job information, benefits information, performance reviews, and leave balances. 

HRIS software comes in different kinds of varies according to the organization but most companies tend to include the following applications or features in it:

  • Application tracking systems:
  • These systems are in charge of activities like improving recruiting efforts such as post jobs, receiving and tracking applications, and creating a resume repository.
  • Onboarding:
  • HRIS may also include software to automate onboarding tasks, such as checklists and workflows, to improve the new hire experience. 
  • Leave and absence management:
  • HRIS helps to manage employee time off, unplanned absences, and other forms of leave.
  • Workflow management:
  • Helps to create and manage business workflows, functionality, etc in order to boost productivity.
  • Benefits administration:
  • Helps to manage employee health insurance, and also helps employees track relevant information.
  • Compensation management:
  • HRIS allows You to set up salaries, paid time off, overtime compensation, and other forms of compensation.
  • Training:
  • Set up seminars, internal and external training, orientations, etc, and provide continuing education and development programs for all staff.
  • Self-service:
  • HRIS allows things to be made easy with the self-service program. Employees can log into a portal, use E-Sign to complete forms, and manage their information. 
  • Personnel tracking:
  • Manage all relevant employee information in a single repository.

What is HRM

Human Resource Management, also known as HRM short, refers to a functional branch of management that is concerned with managing employees, their well-being, and progress so that they can give the best results to the organization.

It is the application of management principles to the people working in the organization. Its objectives are clearly stated and it aims at improving the performance and productivity of the organization by finding out ways to improve the human factor( the employee)

HRM is the art of placing the right person in the right place in order for them to offer more productivity and to ensure the best possible use of an organization’s manpower.

The HRM  process involves certain activities that often begin with the recruitment stage, then selection stage, orientation & induction stage,  training & development stage, performance appraisal stage, incentives & compensation, motivation, maintaining workplace safety, health & welfare policies, managing relationship with the organization, and managing change.

What Is HRD

The HRD is quite closely related to the HRM but they are still different. The HRD is a term in Human Resources used to determine the development of people working in an organization.

It aims at improving the skills, knowledge, competencies, attitude, and behavior of employees of the organization. 

The main purpose of the HRD is to empower and strengthen the abilities of the employees so that their performance will improve and by doing so they become more productive.

Human Resource Development involves providing such opportunities to the employees that will prove beneficial in their all-round development in life and add up to their resume for future purposes.

An example of activities in HRD includes training & development, career development, performance management, talent management, coaching & mentoring, key employee identification, succession planning, and so on. 

In today’s world, many organizations work for the human resource development of employees from the day they join the enterprise, and the process continues, until the end of their employment term.

What is the difference between HRIS and HRMS, and how can you choose the right system for your organization?

here’s what HRIS and HRMS stand for:

HRIS: Human Resource Information System

HRMS: Human Resource Management System

Many people use these acronyms interchangeably, and for good reason, since both of them provide solutions and also help companies manage their workforce using a variety of specific, specialized HR-focused applications and systems. 

By definition HRD, HRIS and HRIS are Different Let’s take a closer look. 

Differences Between HRM and HRD

  • Human Resource Management refers to the application of principles of management to manage the people working in the organization while Human  Resource Development means a continuous development function that intends to improve the performance of people working in the organization.
  • HRM is a function of management but  HRD Is a sector in HRM.
  • HRM is a reactive function as it attempts to fulfill the demands that arise while HRD is a proactive function that meets the changing demands of the human resource in the organization and anticipates it.
  • HRM is a routine process and a function of administration. While on the other hand, HRD is an ongoing process.
  • The basic objective of HRM is to improve the efficiency of employees. While HRD aims at developing the skill, knowledge, and competency of workers and the entire organization.
  • HRD is an organizationally oriented process; that is a subsystem of a big system, but in HRM  there are separate roles to play, which makes it an independent function.
  • Human Resource Management is concerned with people only. Unlike Human Resource Development, which focuses on the development of the entire organization.

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