July 01, 2023

A Step-by-Step Guide to Choosing the Right Human Resource Information System (HRIS) for Your Organization in APAC

Cheryl Goh, Product Marketing Manager

A Step-by-Step Guide to Choosing the Right Human Resource Information System (HRIS) for Your Organization in APAC


Managing human resources effectively is the bedrock of any successful organization, particularly in the diverse and rapidly evolving APAC region. A well-chosen HRIS can be instrumental in navigating this complex landscape, and this guide will help you make the right decision for your organization.

What is HRIS?

HRIS, or Human Resource Information System, is a software system used for managing databases that contain human resource information. It serves as the digital cornerstone of modern HR departments, providing a centralized hub where a plethora of HR data can be stored, processed, and accessed.

"HRIS is the digital transformation of traditional HR management."

Functions of HRIS

A comprehensive HRIS offers a multitude of features, making it an integral tool in the HR arsenal. It allows for:

  • Tracking and measurements
  • Onboarding and offboarding of employees
  • Timekeeping and attendance tracking
  • Generation of reports and data analytics
  • Payroll management
  • Support and learning management
  • Management of all employee information
  • Administration of company-related documents
  • Benefits administration
  • Integration with payroll systems
  • Applicant tracking and resume management
  • Performance management
  • Recording and monitoring of training records

Each function plays a critical part in modern HR management, making HRIS a vital asset to your organization.

HRIS vs. HRMS: Clearing the Confusion

In the world of HR technology, acronyms such as HRMS (Human Resource Management System), HCM (Human Capital Management), and TMS (Talent Management System) often seem interchangeable with HRIS. But is that really the case?

While these terms share similarities, there are nuanced differences. For instance, while HRIS focuses on the management of HR information, HRMS may include broader functionalities encompassing all aspects of HR management. As for HCM, it tends to have a more strategic focus, revolving around the effective management of a company's human capital.

"HRIS, HRMS, HCM are different facets of HR technology, each with its unique focus and functionality."

Understanding these differences is key to making an informed choice about which system would best serve your organization's specific needs.

A Step-by-Step Guide to Choosing the Right HRIS for Your APAC Organization

  1. Understand Your Needs : Identify your organization's specific HR challenges and how a HRIS can help address them. In the APAC region, this might involve managing a multilingual workforce or addressing diverse legal and cultural norms.
  2. Review HRIS Features : Verify that the HRIS includes features essential for your organization such as payroll integration, timekeeping, performance management, and multilingual support.
  3. Check for Flexibility and Adaptability : Ensure that the HRIS can adapt to various compensation strategies and offer support for diverse languages and cultural practices, an essential consideration for the diverse APAC region.
  4. Vendor Support : Seek vendors who offer comprehensive support and frequent system updates to maintain seamless operation and alignment with evolving HR trends.
  5. Integration Capabilities : Confirm the HRIS can integrate seamlessly with other systems, including tools like compensly, which can help transform your compensation strategy by providing real-time compensation data from the market.

What are the Benefits of an HRIS?

An effective HRIS brings myriad benefits, including:

  • Streamlined HR processes: HRIS automates many routine tasks, freeing up HR personnel for more strategic roles.
  • Improved decision making: With real-time access to personnel data, managers can make informed decisions quickly.
  • Enhanced regulatory compliance: HRIS can help organizations stay abreast of and comply with the diverse legal frameworks across the APAC region.
  • Reduced errors: Automating data entry reduces the risk of human error, ensuring more accurate payroll and benefits administration.

Conclusion: Key Things to Consider when Looking for a HRIS

The effectiveness of a HRIS lies in its alignment with your organization's needs and objectives. For an APAC-focused organization, key considerations include language support, cultural adaptability, and the ability to navigate diverse legal frameworks.

While this guide provides a comprehensive overview, each organization's needs are unique. Hence, it is crucial to conduct a thorough needs assessment, consider multiple options, and engage stakeholders from across the organization before settling on a solution. After all, an informed decision today can shape your organization's success tomorrow.