An HR Glossary for HR Terms

Glossary of Human Resources Management and Employee Benefit Terms

What Does HRIS Stand For?

HRIS stands for human resources information system.

HRIS Meaning: It’s HR’s Most Important Software Tool

An HRIS is a system used by human resources (HR) teams to organize key information companies need to know about their employees, including:

An HRIS also contains reporting capabilities for HR managers to easily view and share data points, employee trends, and other important business insights.

For example, BambooHR is a comprehensive HRIS platform that combines employee records and reporting with capabilities for critical HR programs like:

An HRIS like BambooHR allows HR teams to digitize paperwork, automate manual processes, and pull data from a single real-time source so they can feel confident they’re making decisions based on full and accurate information about their employees.

An Award-Winning, Complete HR Platform

In BambooHR, everything works together to help you manage data and benefits, hire talent, run payroll, and help employees thrive. Best of all, it's easy and intuitive for busy HR teams!

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Do You Need an HRIS Certification?

No, an HRIS certification isn’t mandatory to work in HR; HR teams usually rely on the HRIS provider to train them on how to use the software.

In terms of certifications for the field of human resources, only 1 in 4 HR managers hold a professional certificate. However, a certification can be a powerful way for HR managers to further their skills, show their commitment to keeping up with the latest technology and best practices, and grow their careers.

There are many HR certification options to choose from—here are some examples:

HRIS vs. HRMS

The terms human resources information system (HRIS) and human resources management system (HRMS) are used interchangeably as the two systems work so closely together that most providers now combine them into one.

Traditionally, an HRIS describes a system that tracks static or quantitative employee information, like names and social security numbers, while an HRMS focuses more on the qualitative aspects of managing employee functions, like performance, time off, and onboarding.

» Learn More: What Is an HRMS?