Difference between EHRM and HRIS

 

Introduction

Organizations have made significant investments in information and communication technology (ICT) in recent years to support a wide range of corporate operations and processes. Similarly, the human resources (HR) activities of companies are not immune from this. Combining the need to work more effectively and efficiently on the one hand with the capabilities of contemporary ICT on the other, the fast development of electronic human resource systems and applications has resulted in the rapid development of electronic human resource systems and applications (Marlene and Carlos 2017). Organizations are using information and communications technology to manage their most significant and valuable assets, their human resources, via various systems such as e-HRM and HRIS. In this blog, I've explored the significance of these two human resource systems, as well as their differences.

What is e-HRM?

There are numerous definitions of e-HRM, ranging from those that focus on system functionality to those that consider it to be an overall approach to human resource management. For the purposes of this blog, e-HRM will be defined as the administrative support of the HR function in organizations through the use of information technology, with the goal of creating value within and across organizations for the targeted employees and management (Deshwal 2015). Human resource management (e-HRM) is the use of information technology to network and assist at least two individual or collective actors in the performance of HRM tasks that they share. In e-HRM, technology acts as both a connecting medium, bringing together geographically dispersed players, and a task fulfillment instrument, assisting actors by substituting for them in the execution of human resource management operations (Strohmeier 2007).

                                                          Figure 1:Types of e-HRM, Source: (Devika and Prakash 201

 
 
Figure 2: Goals of HRM, Source: (Swaroop 133-139)
   

 

What is HRIS?

A human resources information system (HRIS) is a software solution that keeps track of, manages, and processes specific personnel information as well as human resources-related rules and procedures for an organization. As an interactive system of information management, the human resources information system (HRIS) standardizes human resources (HR) duties and procedures while simplifying accurate record keeping and reporting for organizations (Boateng 2017). HRIS systems are essentially "two-way streets," in that information on workers is provided into the organization and, conversely, is returned to the employees who use them. Employees and the organizations for which they work benefit from the elimination of paper-based and manual HR-related procedures. HR professionals’ benefit from the elimination of paper-based and manual HR-related processes since it allows them to focus on more strategic and high-value work (Rand, Obeidat and Almajali 2015).

Differences between e-HRM and HRIS

HRIS (human resource information system) and e-HRM vary fundamentally in that HRIS are geared at the HR department itself, whilst e-HRM are directed towards the whole organization. The majority of these systems' users are members of the human resources department. It is the goal of these sorts of technologies to enhance the procedures that take place inside the HR department. It is not the HR professionals who are the intended audience for e-HR; rather, it is those outside the department, such as workers and management. Human resource management services are being made available to workers over an intranet. HRIS and e­HRM vary in that they shift the emphasis away from the automation of HR services and toward the technology support of information about HR services. e-HR is the technological unlocking of an organization's human resource information system (HRIS) for all of its workers (Alshibly 2011).

Conclusion

The electronic human resource management system (e-HRM) is the technological unlocking of HRIS for all workers of a business. Transactional HRM, traditional HRM, and transformational HRM are the three distinct areas of human resource management where firms may choose to 'provide' HR services face-to-face or via electronic means: transactional HRM, conventional HRM, and transformational HRM. e-HRM is a method of implementing human resource strategies, policies, and practices in businesses via the deliberate and purposeful support of, and/or the full use of, web-technology-based communication and collaboration channels. As is the case with any new systems and ideas, electronic human resource management (e-HRM) has its own set of obstacles and concerns that must be thoroughly examined before being implemented and implemented in any business (Alshibly 2011).

 

References

Alshibly, H H. 2011. "Human Resources Information Systems success Assessment: An integrative model." Australian Journal of Basic and Applied Sciences 157-169.

Boateng, A A. 2017. " The Role of Human Resource Information Systems (HRIS) in Strategic Human Resource Management (SHRM."

Deshwal, P. 2015. "Role of E- HRM in Organizational Effectiveness and Sustainability." International Journal of Applied Research 605-609.

Devika, A, and H Prakash. 2018. "E-HRM: Opportunities and challenges." International Journal of Applied Research 129-133.

Marlene , S A, and G Carlos . 2017. "The Role of Information Systems in Human Resource Management." Management of Information Systems. May 18. Accessed November 18, 2021. https://www.intechopen.com/chapters/62362.

Rand, R A, B Y Obeidat, and D A Almajali. 2015. "The Practice of HRIS Applications in Business Organizations ." European Journal of Business and Management 37-52.

Strohmeier, S. 2007. "Research in e-HRM: Review and Implications." Human Resource Management Review 19-37.

Swaroop, R K. 133-139. "E-HRM and how it will reduce the Cost in Organisation." Asia Pacific Journal of Marketing & Management Review 2012.

 

 

 

 

 

 

 

 

 

 


 

 
 

                                    

Comments

  1. HarshaDecember 11, 2021 at 7:41 AM

    Both E HRM and HRIS systems aims to improve the processes within the HR Department it Self and these systems are the result of heavily invested ICT for the support of different business functions in HR. You have clearly stated the uses of those systems for the smoothness of people managing .

    ReplyDelete
  2. Vishwa GunarathnaDecember 14, 2021 at 8:54 PM

    HRMS is a invisible structure which includes policies, systems , processes & HRIS that are followed in HR domain of an organisation

    ReplyDelete
  3. Asitha DDecember 17, 2021 at 4:30 PM

    IT is useful for understanding the intricacies of the system while HRM helps understand the processes that the HRIS is supporting. Combining both enables you to make better decisions when it comes to system implementation and operation.

    ReplyDelete
  4. Shanaka herathDecember 17, 2021 at 10:29 PM

    HRIS & E-HRM both are help to maintain system and process more perfectly in HRM. Article define very clearly both Differences between e-HRM and HRIS. It is learning article. Thanks for sharing.

    ReplyDelete
  5. KAMAL C. DIVITOTAWELADecember 18, 2021 at 6:03 AM

    The eHRM literature shows that overall, the four goals of introducing eHRM are to reduce administrative costs, improve HR services, speed up response times, and improve decision making, thus helping HRM becomes strategic, flexible, profitable and customer-oriented. EHRM technology supports HR activities that comply with an organisation's HR needs through web-based channels.

    ReplyDelete
  6. Thushara WattegedaraDecember 18, 2021 at 8:20 AM

    E-HRM applications to be a valuable tool for the academics and practitioners . But researchers have not demonstrated a consistent relationship between information systems (IS) investment and companies' performance. In order for E-HRM applications to be used effectively in an organization, Need dependable ways to measure the success and effectiveness of the E-HRM system. With a considerable amount of research has been conducted on IS success models, little research has been carried out to address the conceptualization and measurement of e-HRM success within organizations. Whether or not traditional IS success models can be extended to assessing e-HRM success is rarely addressed. There is a need to investigate whether traditional information systems success models can be extended to investigating e-HRM.

    ReplyDelete
  7. Mohamed HasaanDecember 19, 2021 at 5:14 AM

    You have elegantly described this topic, and I could clearly understand the difference between the two. Understood that HRMS is comparatively more detailed than HRIS.

    ReplyDelete

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