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About HRMS A Quality Experience Team with 6 years experience


A HRMS (Human Resource Management System) is a combination of systems and processes that connect human resource management and information technology through HR software. A HRMS may help to revolutionize a workplace.The automation of repetitive and time consuming tasks associated with human resources management frees up some of the companies most valuable employees and allows the focus to shift to culture, retention, and other highly impactful areas.

Benefits Administration

Benefits management is all about providing timely information and aiding employees to make the right choice for their circumstances. This module should manage and monitor employee benefits, healthcare and pension/welfare packages, tracking enrolment options and any financial implications.

Workforce management

Primarily a scheduling function, this module should link closely to (and is often combined with) time and attendance and leave management. Similarly, real-time functionality may involve linkages to other business intelligence systems such as ERP and CRM to match workforce deployment to shifting needs.

Time and attendance

Alongside payroll, this is probably one of the longest-standing HR automations: the time clock. These days, such systems often incorporate biometric identification to avoid ‘buddy punching’ and will link directly to (or be an integral part of) the workforce management module, with information links to your payroll and accounting software.

leave management

Again, often linked to the time and attendance and workforce management functions, your leave management module is an automated way to allocate, book, approve, track and monitor any absence from the workplace. It may be for vacations, compassionate reasons, illness, parental leave, even jury duty. Request and approval processes should be streamlined and the outcomes incorporated into team calendars where appropriate.

HR analytics

Often incorporated as functions within other modules, HR analytics provide reporting capabilities (frequently in the form of libraries of HR metrics and benchmarks) assessing and analysing the data gathered and stored with the HRMS (and other business systems) to provide strategic and predictive insights that can be used to guide the business strategy of the organization.

Learning and development

Often using the outcomes of the performance management process as a starting point, this module may produce individual training plans for staff, deal with bookings (for training courses and other learning options), and manage the follow-on evaluation and feedback process, while tracking training expenditure against budget allocations.


A recruitment module should handle all your internal form-filling and authorization processes; allow managers HR to post advertisements and supporting documentation online, offer applicant tracking and even initial sifting. There may also be functionality to build talent pools which can then be ‘trawled’ for suitable candidates when a vacancy becomes available. Of all HR technology, it’s recruitment modules that have embraced social media to the greatest extent


Once you have your new hires, they need to be guided through your organization’s onboarding and induction procedures. This process can benefit from automation, significantly reducing the burden on both managers and the HR team: new recruits can be ‘introduced’ to the necessary people and to the organization itself; there may be automatic notifications to relevant departments for issues such as building access, user accounts, security passes, etc. In an ideal system, the onboarding functions also interface with the performance and talent management modules

Performance management

Automating the appraisal process, recording and tracking objectives and targets, this module should incorporate your competence framework, job standards and/or other relevant systems.