When it comes to describing HR software — HCM vs HRIS vs HRMS — it can feel like a situation of “you say po-tay-to, I say po-tah-to.” Analysts, vendors and marketers toss the terms around everywhere you look, and it can be hard to distinguish them.
Such systems have become increasingly complex — and increasingly useful — in recent years. Along the way, however, the industry buzz phrases have created a guessing game. What do the terms really mean or represent? Does each system serve a unique need in HR management? If so, how are they different?