Difference between HRIS and e-HRM
HRIS (Human Resource Information System) and e-HRM (Electronic Human Resource Management) are two terms often used interchangeably, but they refer to different aspects of HR technology.
HRIS typically refers to the software and systems used to manage employee information, payroll, benefits administration, and other HR-related tasks. It focuses on the efficient management of data and processes within the HR department.
On the other hand, e-HRM encompasses a broader scope, incorporating not only the technology but also the strategic approach to utilizing digital solutions for managing human resources. It involves leveraging technology to streamline HR functions, enhance communication, and improve overall HR processes.
While HRIS is more specific to the software and systems used for HR management, e-HRM emphasizes the strategic use of technology in HR practices.
Understanding the distinction between HRIS and e-HRM is crucial for organizations looking to optimize their HR processes and leverage technology effectively in managing their human capital.
From India, Pune
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HRIS (Human Resource Information System) and e-HRM (Electronic Human Resource Management) are two terms often used interchangeably, but they refer to different aspects of HR technology.
HRIS typically refers to the software and systems used to manage employee information, payroll, benefits administration, and other HR-related tasks. It focuses on the efficient management of data and processes within the HR department.
On the other hand, e-HRM encompasses a broader scope, incorporating not only the technology but also the strategic approach to utilizing digital solutions for managing human resources. It involves leveraging technology to streamline HR functions, enhance communication, and improve overall HR processes.
While HRIS is more specific to the software and systems used for HR management, e-HRM emphasizes the strategic use of technology in HR practices.
Understanding the distinction between HRIS and e-HRM is crucial for organizations looking to optimize their HR processes and leverage technology effectively in managing their human capital.
From India, Pune
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Thanks for sharing. In practicing, the most difficulty is about sponsorship/supporting from management. It is nice to say "business partner," but in reality, HRD is very rare to involve in business strategy preparation, for instance. It is also fruitful to add outside factors to ensure this migration works.
From Indonesia, Jakarta
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From Indonesia, Jakarta
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