administrator | Nov. 28, 2019, 7:10 a.m.

An ERP offers management of the full spectrum of organizational resources and will likely cover areas such as finance and accounting, manufacturing, marketing and sales, supply chain and warehouse management, CRM, and of course, human resources. From the HR point of view though, an ERP’s functions may seem restricted, perhaps including creation of job descriptions for recruitment, timesheet management, basic tracking of the stages of the performance management process, registering training requests, and standard analytics or reporting.

On the other hand, an HRMS may offer the following features:

Recruitment management – including creation of job descriptions, resume parsing, candidate sifting, automated communications with candidates, and multi-channel job advertisements. 
Employee onboarding
Time and attendance management
Workforce scheduling
Performance management processes, including automatic tracking of annual reviews
Learning management
Talent management, including succession planning
Payroll, including processing expenses and claims
Benefits management
Predictive analytics
When deciding between an ERP HR module and a standalone HRMS, the deciding factor is always your business needs. You need to identify exactly what benefits and functions you need, and why. Furthermore, you need to determine exactly what measurable returns on your investment you’re expecting.