1. Student Name . Makironi Gora. ( Diploma of Management)
[2015]
ELECTRONIC HUMAN
RESOURCES
INFORMATION
SYSTEMS (HRIS)
Compare and Contrast
[Kronos Workforce Central system
VERSUS
Triton Human Resources system]

2. TABLE OF CONTENTS
 Introduction
 Comparisons
 Conclusion
 Executive summary
 ResearchMethodology
 References
Executive summary
The purpose of this report is to review performance management of two electronic human
resources information systems, with the aim of comparing and contrasting the strengths
and weaknesses of each module. The two HR systems under considerations are the
Kronos workforce central and the Triton HR system. Both systems offer a wide range of
services that could benefit the company immensely in terms of financial and human
resources management. The two systems basically have some similarities, but they also
have some subtle differences that could be important to the organisation. This report
comprise of the research methodology, a comparison study, and a conclusion summary.
Researchmethodology
The method used to obtain information for this report was random search, secondary
analysis of materials from the internet, particularly information related to the two
electronic human resources information systems, the Kronos workforce central and the
Triton HR system. Relevant Information material was randomly selected and compared
and the subtle differences highlighted..

3. INTRODUCTION
Human resources Information Systems (HRIS) is defined as an “integrated system used
to gather, store and analyse information regarding an organization’s human resources,’
comprising of databases, computer applications, hardware and software necessary to
collect, record, store, manage, deliver, present and manipulate data for human resources
function” (Hendrickson 2003). . The system provides a single, centralized view of the
data that a human resource management or human capital management group requires for
completing human resource (HR) processes. It can perform a number of functions from
the simple storage and communication of information, to more complex transactions. As
technology advances, the range of functions that the system can undertake increases.
Actually the human resources information system is directed towards the HR department
itself (Bal et al (2012), but the its use can provide a number of benefits not only to the HR
function, but also to line managers, and the wider organization (Parry, 2009). The
implementation of this system would allow HR function to become more efficient and to
provide better information for decision making (Beadles,
Lowery & Johns,( 2005).
Some of the processes that could be undertaken by information system include recruiting,
payroll. Work time recording, HR management information systems, training, applicant
tracking, time and attendance, performance appraisals, benefits administration, employee
self service, and health records. The potential advantages of HRIS are faster information
Processing, greater information accuracy, improved planning and program development,
and enhanced employee communications. All of these benefits are types of administrative
efficiency.
The Comparisons
The Kronos, electronic workforce system.
This system was manufactured by Kronos Incorporated worldwide international of
America in 1977. The company is a global leader in delivering workforce management
solutions to tens of thousands of organisations in more than 100 countries. It has been in
operation for over thirty eight years. All other features of this system are similar to other
HR systems available on the market, however, the greatest strengths of this system is that
it has the capacity to use multi languages and multi currencies which can enable the
system to be used in many countries . The system's flexibility of deployment means it
will meet business needs, both now and in the future. Kronos' suite of fully-integrated
applications is 100% Web-based, whether the organisation opt for on-premise licensed
installation, managed services or a hosted solution. The pricing options are flexible, and
the system is ideal for organizations of all sizes (Schofield, 2012)

4. The Triton Human Resources information
The other HR system under review is the Triton HR information system, which was
incorporated by Triton HR Company in 2006, the system had been in business for only 9
years. To date, the system had been installed in 750 organizations only, as compared to
tens and thousands of customers by the other system. According to The software advice
website, the system is a dynamic emerging industry leader which offers small to mid-
sized companies a cutting-edge, that seamlessly integrates payroll services, employee
benefits, and core HR applications into a single, user-friendly system,
Although the Triton HR system is a wonderful and dynamic system, its major weakness
is that the system cannot be converted into multi languages and multi currencies,
therefore, and as such, is limited for use in selected countries only. The fact that the
company had installed only 750 installs over a period of nine years cast doubts on its
capabilities and organizational skills.
Below is a diagram that gives a summary of the main differences of the two systems.
FEATURES Kronos Workforce Central Triton HR Company
Vendor Name Kronos Incorporated Triton HR
Years in Business 38 9
Multi language Yes N/A
Multi currency Yes N/A
Succession planning N/A Yes
Number of installs Thousands in many
organisations of all sizes
750
Target market by Number
of employee
50 to more than 2000 From Less than 50 to 1000
CONCLUSION SUMMARY
The aim of any company is to maximise results and to minimise costs in the management
of people in workplaces. The employment of a good human resources information system
in the organisation would assist the company to harvest the benefits of the aggregation of
people and data within organisations. It is important to coordinate and control major
functions, departments and the business processes in an organization, bearing in mind
that each of these functional departments has their own goals and processes which
obviously need to cooperate in order for the whole business to succeed. The increased use
of web technology to deliver HR will leave HR specialists more time for strategic
decision making and would liberate the specialists to perform more strategic activities
(Bal et al (2012)).

5. References
 Bal Y, Bozkurt S,Ertemsir S (2012), The importance of using human resources
information systems and research on determing the success of HRIS,
Management, leaning and knowledge conference, Australia.
 Beadles, N. A. Lowery, C. M., & Johns, K. (2005). The impact of human resource
 Information systems: An exploratory study in the public sector, Communication
of theIIMA, 5(4), pp. 39–46.
 http://www.comparehris.com/products/ viewed 23/02/15
 Parry, E. (2009). The benefits of using technology in human resources
management.
 In T. Coronas & M. Oliva (Ed.), Encyclopedia of human resources information
 Systems: Challenges in E-HRM (pp. 110–116). Hershey, PA: IGI Global
 http://smallbusiness.chron.com/roles-human-resource-information-systems-
human-resource-planning, viewed 23 /02/2015
 Schofield ,J 2012, Kronos makes workforce management easier than ever with
workforce central 7, Kronos enovation that works, Kronos Australia.
Executive summary
The purpose of this report is to review performance management of two electronic human
resources information systems, with the aim of comparing and contrasting the strengths
and weaknesses of each module. The two HR systems under considerations are the 2
Interact HRMS and Vibe HCM. Both systems offer a wide range of services that could
benefit the company immensely in terms of financial and human resources management.
The two systems basically have some similarities, but they also have some subtle
differences that could be important to the organisation. This report comprise of the
research methodology, a comparison study, and a conclusion summary.

6. Researchmethodology
The method used to obtain information for this report was random search, secondary
analysis of materials from the internet, particularly information related to the 2 Interact
HRMS and Vibe HCM information systems. Relevant Information material was
randomly selected and compared and the subtle differences highlighted.
Introduction
Human resource Information system can be defined as a human resource information
system which is basically an intersection of human resources and information technology
through HR software. This allows HR activities and processes to occur electronically.
HRIS may be viewed as a way, through software, for businesses big and small to take
care of a number of activities, including those related to human resources, accounting,
management, and payroll. A HRIS allows a company to plan its HR costs more
effectively, as well as to manage them and control them without needing to allocate too
many resources toward them.
Thus, it is important to choose the right HRIS. A company that takes the time to invest in
a HRIS that fits their goals, objectives, mission, and values, is a company that is investing
in its future and in its success. It will be necessary to customize any HRIS to the unique
needs of a company so the system will remain flexible and relevant throughout the life of
the company or enterprise.
Comparison Between 2 Interact HRM and Vibe HCM
Vibe HCM is not a typical HR system because it goes beyond simply processing back-
office transactions and functioning as a ‘system of record’ whereas Interact HRM is a
new generation Rich Internet Application (RIA) which provides a full range of
comprehensive software solutions in support of job classification, recruitment
management, position budgeting & control, employment and hiring, leave management,
attendance tracking, manpower planning, compensation and payroll management,
succession planning, career planning, competency management, performance appraisal,
training management, and other HR business processes, with seamless integration to the
main commercially available ERP applications.
The feature of Vibe HCM technology is about much more than just a system of record. It
is about connecting people, creating excitement, effective communications, efficiency,
job satisfaction, world-class HR service delivery through technology. Talent management
integrated directly in your core HR platform – resulting in lower cost / employee
compared to siloed systems for talent and core HR are the main attractions of Vibe HCM.
On the other hand 2 Interact HRM lays more emphasis on offering global, flexible,

7. enterprise-level solutions which are uniquely easy-to-use and easy-to-deploy. With an
emphasis on flexibility and international best practices, Interact HRM provides a new
user experience and takes full advantage of the power of self-service through a
sophisticated workflow-engine which ensures that any HR Action is processed by the
right person within the right timeframe.
FEATURES 2Interact HRMS Vibe HCM Company
Vendor Name
Base Price N/A Yes
Years in Business 38 16
Multi language Yes N/A
Payment options Licensed purchase Subscription purchase
Platform N/A YES
Number of installs 550 750
Target market by Number
of employee
100 to more than 2000 From 500 more than 2000
Conclusion
The aim of any company is to get optimum results and to reduce costs in the management
of people in workplaces. Choosing correct human resources information system in the
organisation would assist the company to harvest the benefits of the aggregation of
people and data within organisations. It is important to coordinate and control major
functions, departments and the business processes in an organization, bearing in mind
that each of these functional departments has their own goals and processes which
obviously need to cooperate in order for the whole business to succeed. The increased use
of web technology to deliver HR will leave HR specialists more time for strategic
decision making and would liberate the specialists to perform more strategic activities.