What are the strengths or weaknesses of each with regard to providing HR with data to support evidence-based decision making?

 What are the differences among HRMS, HRIS and HCM?

What are the differences among HRMS, HRIS and HCM? What are the similarities? What are the strengths or weaknesses of each with regard to providing HR with data to support evidence-based decision making? What sort of questions would you have for a vendor?

Resource:

Measurements

• Levenson, A. R. (2014). Employee surveys that work: Improving design, use, and organizational impact. San Francisco, CA: Berrett-Koehler Publishers.
  • These chapters provide an overview of providing measurements to process.
    • Chapter 4, “Good Survey Practices: Don’t Reinvent the Wheel,” pages 31–38.
    • Chapter 5, “Anonymity vs Insights: Confidentiality and Organizational Data Matching,” pages 39–44.

Human Resource Information System (HRIS)

• Leonard, K., & Seidel, M. (2019). Advantages and disadvantages of human resource information system. Retrieved from https://smallbusiness.chron.com/advantages-disadvantages-human-resource-information-system-2107.html
  • The reading covers information and analysis on HRIS.
• Foxall, D. (2019). HRMS vs HRIS vs HCM: What’s the difference? Retrieved from https://www.hrmsworld.com/hrms-vs-hris-vs-hcm.html