Human Resource Information System Comparison

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Oracle’s Human capital management system

Oracle’s Human capital management system is designed to cater to all sizes of organizations. The system integrates some aspects of human resources such as workforce service automation, delivery, talent management among other features in the field of human resource management (Vance, 2003). The oracle’s human capital management system is one of the most popular systems among some of the greatest organizations in the world. It boasts of a consumer base of approximately 14,000 customers and a subscription in 140countries so far (Monk & Brej, 2009). The best attribute of Oracle’s human management system is its capability to forecast future workforce needs (Vance, 2003). This enables the organization to proactively manage its human resource operations.

The oracle human resource management system essentially enables the management to carry out talent reviews. This is crucial in identifying the needs of the organization and the resources available in terms of the workforce. The system also allows for an easy and efficient direct reports look-up that gives personal employee benefits (Monk & Brej, 2009). Delivery of information has directly enabled to display what an employee is currently working on which is a step forward in the pursuit of better employee management. This system offers dexterity in the business since it allows changes and redesigning.

SAP ERP Human capital management system

The SAP ERP HCM on the other hand is mostly concerned with aspects of human resource payroll, recruitment and training, and labor force analysis. However, just like the oracle’s human resource management system, the SAP ERP human resource management systems also capture talent management and human resource reporting. The system is composed of an ordeal that covers marketing and sales as well as product design and development (Lui, 2008). Just like the oracle’s prediction characteristic, the SAP ERP human resource management system has enabled the management or organization with enterprise resource planning (Lui, 2008).

This is achieved through the collection of data in the separate modules which help in telling or predicting the future needs of the organization in terms of labor. This system also needs to be accurately integrated into the company or organization data system in order to effectively work efficiently.

The process of integrating such data and reports can prove to be quite expensive for an organization but the result is worth the risk. This is also true in the implementation of the oracle’s human resource management system. The system allows global integration by eliminating the barriers therein such as language, culture, and currency exchange rates (Lextrait, 2010). It is also quite easy since updates are only done once and the system runs the entire company. This system just like the oracle has a real-time display of information as a factor that greatly reduces the level of redundancy errors (Lextrait, 2010). This system also creates a very good working environment for employees (Lextrait, 2010). Operationally, the product is quite open for customization a feature that enables the user to dictate the structure he or she desires to display.

Sage Human capital management system

Sage Human resource management system software is yet meant to solve the challenges faced by human resource managers in their duty to manage their workforce. This system was developed in response to the threat of organizational failure occasioned by the inefficient management of workers or human resources. This system allows the integration of the entire HR processes including closely monitoring employee records and professional adherence, helps in managing the organization in absentia, as well as facilitating the import and export of data within the organization and with other relevant parties outside the company (Vance, 2003). Employee investment can greatly boost returns for a company or an organization.

This makes the Sage HRMS a very important product for companies wishing to improve their productivity by sealing the loopholes within their human resource team. The bottom line is automating and streamlining the HR activities for easy access. This enables the management department to solve their management problems easily on a daily basis. The Sage HRMS greatly reduces the clerical work involved in HR departments hence eliminating the possibilities for error. Similar to the above-mentioned systems, the Sage HRMS helps an organization in centralizing information, easy access of reports and employees data as well tracking misplaced information from multiple manual files in the organization (Rennison, 2012).

This system also helps an organization to meet federal requirements hence averting instances of contravening the laws in place especially in reporting requirements (Rennison, 2012). Similar to the other two discussed earlier, the system helps an organization to manage its employees using its powerful data tracking capabilities. This is achieved through monitoring employees’ records and actions to determine their HR compliance and to perform an absence management function as noted earlier. Through the Sage HRMS, employees can easily track their payment history and request time off from the management as well as update contact information with the software (Vance, 2003). This reduces the bureaucracy involved in such instances.


Considering the line of duty the three systems are meant to perform, they all have great similarities in terms of functionality and setting. It is clearly portrayed above that three human resource management systems are based on one principle, automating human resource functions (Lui, 2008).

The three systems as noted above in the paper have several aspects in common with the most outstanding being the implementing cost. Implementing the three systems is costly in terms of time consumption, training, purchase, and customizing the system to suit an organization’s requirements. In addition, for the purposes of security, the system involves a lot of commands and installation processes which can prove to be a quagmire (Everett, 2008). Nonetheless, the results and performance of the HRMS show that the effort and cost of investing in human resources is not a vain dream. The benefits reaped are much greater to be surpassed by the cost of the process.

Similarities between the three HRMS are striking especially with respect to the role the systems are expected to play. It is clear that the HRMS is meant to monitor employees and eliminate the tiresome manual record-keeping process. It simplifies human resource management by making a date and reports easily accessible when the need arises. Report and employee performance data are important assets in the HR department (Everett, 2008).

HRMS provides a solution to the challenges faced by human resource managers while trying to harmonize their department and help the department to deliver and perform better. These systems as discussed above have a role in enabling firms to keep track of the employees’ progress and help the management to easily adhere to the set rules and regulations. In a nutshell, it suffices to allude that the above-mentioned HRMS is notably similar in both functionalities and design.


Everett, C. (2008). Companies warned over custom SAP costs. Web.

Lextrait, V. (2010). The Programming Languages Beacon. v10. 0. Web.

Lui, K., M. (2008). Rescuing Troubled Software Projects by Team Transformation: A Case Study With an ERP Project. IEEE Transaction on Engineering Management, 55(1), 171–184.

Monk, E. & Brej, J. (2009). Concepts in enterprise resource planning. Boston, USA: Thomson Course Technology.

Rennison, M. (2012). ERP Software from SAP. SAP – ERP Software. SAP AG. Web.

Vance, A. (2003). SAP costs too much – customers ROI challenged. Web.

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