Everything You Need To Know About HR Technology

This is a writing sample from Scripted writer Ashley Mangtani

HR Technology Nieem

What is HR Technology?

Human Resources technology is defined as the utilization of software and hardware technologies to automate and streamline essential HR processes. HR Technology is a hypernym for the various digitized operations necessary in maintaining the regulatory framework of human capital in any given organization.

Human resources technology consists of different programs designed for a specific HR purpose, e.g. Payroll, Workforce Management (WM), Talent Acquisition (TA), and Performance Management. The optimal implementation of HR Technology is achieved when combining and synchronizing software unique to the needs of an organization's HR department.

What is HRIS?

The human resources information system (HRIS) is the digital apparatus responsible for the collection and management of data within HR operations. Using collaborative software to synchronize, automate and relegate information in accordance with company practice, a centralized system of records is essential in avoiding information silos and provides a foundation for logistical decision making. Human resources information systems underpin productive processes through the efficient analysis and oversight of digital documentation.

What is HCM?

Human capital management (HCM) is the implementation of people management practices extending beyond the core administrative capabilities of traditional HR services. HCM aims to incentivize its employees and drive workplace productivity through the use of motivational procedures that extend beyond HRIS and HRMS frameworks. HCM recognizes the workforce as a valued asset that focuses on strategic people processes and individualized investment through the logistical application of modern technology.

What is HRMS?

A human resources management system (HRMS) is the administrative software responsible for synchronizing and combining insular HR systems into a centralized data repository. Analyzing and optimizing essential HR functions, HRMS automated processes streamline data, increase productivity and prevent disruptions to the workflow. The latest information and technological standards facilitate HRMS ability to successfully manage internal operations. Colloquially known as human resources information systems (HRIS), HRMS differs in its ability to securely communicate and deliver real-time data specific to the user.


Both HRIS and HRMS are at the core of every HR operation and share similar automated capabilities, in that they compile and combine data for easy user accessibility. Human resource information management (HRIS) specializes in the storage and synchronization of administrative logistical data, such as compliance, payroll, policy, and workforce management. Human resource management systems (HRMS) however, utilize the existing tools of HRIS and HCM but monitor and assess workforce productivity, with an added focus on labor and performance management. Human capital management (HCM) incorporates all the tools of HRIS and HRMS and provides a more diverse and strategic analysis of workforce management which includes cultivating developing talent, observing employee life cycles, and simplifying recruitment procedures.

HR Technology Examples

Adapting to the latest technological changes ensures the smooth running of human resources operations through the implementation of automated software and management programs that assess and compile data for user-friendly accessibility.

A successful HR department knows how to harness the benefits of technological assistance, integrating the best collaborative software specifically suited for the given objective. Some examples of the types of HR technology are:

  • Core HR Technology

The assessment and storage of all essential administrative data. For example, inventory management, payroll, time and attendance, benefits administration, data and analytics, and employee communications.

  • Talent Management Technology (TM)

This differs from core HR technology in its focus on employee responsibility, acquisition, and disposition. The objective of talent management technology is to provide a digital framework that supports and monitors employee development.

Some examples of these technologies are talent acquisition (TA) which can be defined by the exact technology needed to identify, recruit and settle a new employee.

HR Technology Strategy

HR technology strategy is a set of practices that consider the trajectory and strategic objectives most important in maximizing prospective value within HR departments and the wider organization. Beyond the value of logistics and efficiency being a motivating factor in the adoption of HR technology strategy, organizations are recommended to consider future coordination. It's vital to adapt to unforeseen industry changes that are pivotal in ensuring the success of a well-rounded strategic aim.

Responsible for leveraging the best of available technologies that help facilitate strategic operations and prospective planning, it's HR's responsibility to apply their understanding of intimate people management into the wider strategy and provide trusted solutions for any unforeseen business problems.

HR Technology Companies

HR Technology is ever-evolving. The requirement for optimal people management software is increasingly necessary across all industries. Talent management and acquisition can be difficult in post-pandemic life with the nature of remote work creating an impersonal relationship between HR and potential talent. It's up to professionals in the field of HR technology to come up with solutions for problems in a rapidly changing work life.

The Software Report released their list of the top 25 HR Software Companies of 2021. These include:

  • First Advantage - Atlanta, GA

The technological solutions provided by First Advantage are of the highest industry standards, their expertise in verifications, safety, screening, acquisition, and management are proven to successfully mitigate risks for their global client base.

  • iCIMS - Holmdel Nj

iCIMS encourages businesses to seek, entice, hire and support the right talent with their cloud-based technologies. Leading the way with their talent acquisition services, 2.4 million global users benefit from iCIMS' software resources - including 40% of the Fortune 100.

What Is New In HR Technology

As industry trends evolve, HR sectors must adapt to the rapid technological changes required of them to remain competitive. Innovations to technology are commonplace and HR is encouraged to be at the forefront of these changes in order to maintain relevance.

How Digital Transformation Is Connected to HR Technology?

HR digital transformation initiatives are delivering the automated transition of HR processes and offer streamlined data-driven alternatives to traditional systems. It's a dual process that transforms both the workforce and the culture of work at the same time.

AI is transforming the way that HR processes operate in the 21st century. For example, dedicated platforms that allow for a fully customizable digital learning experience are being implemented by frontrunners such as IBM who are leading the way in digital HR solutions.


The adoption of digital transformation initiatives is changing the way that HR departments operate and facilitate best working practices. The rise in automation and integrated software solutions are providing HR departments and technology companies with the chance to deliver sustained development through the utilization of strategies that embrace technology and innovation.

Written by:

Ashley Mangtani
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Ashley Mangtani is a technical writer from the U.K who specializes in Digital Transformation, SaaS, B2B, Cybersecurity, and AI/Metaverse. He's the head taxonomist and glossary technician for WalkMe and has worked as a digital marketing lead for several high-profile clients including McAfee and KPMG. Ashley's background is in creative and digital industries policy, research, and white papers, having worked for the Department for Digital, Culture, Media, and Sport for six years prior to his freelance writing career.
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