Comparing and Contrasting Human Resources Information System

This report compares and contrasts two human resource information system software vendors, Workday and Kronos, analyzing their features and benefits.

Running head: HUMAN RESOURCES INFORMATION SYSTEM
COMPARING AND CONTRASTING HUMAN RESOURCES INFORMATION SYSTEM
Name of the Student
Name of the University
Author Note

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Table of Contents
Introduction...........................................................................................................................................2
Human resources information system software vendors........................................................................2
The major difference between the Kronos and Workday.......................................................................2
The major similarity between Kronos and Workday:............................................................................4
Conclusion.............................................................................................................................................4
References.............................................................................................................................................6

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Introduction
The report aim is to describe and differentiate between the two human resource information
system software vendors. The chosen human resource information system for this report are workday
human capital management and Kronos. The report will analyse both the websites so that it can be
compared properly for understanding the working of the websites (Noe et al., 2017). This also
includes evaluation of the products that are needed for managing the IT components. This includes
hardware, databases and software. Apart from this the report will also describe the competitive
differentiators between the products.
Human resources information system software vendors
Human resource information system is also known as management system. This is basically a
software that is used for providing a centralized respiratory towards the employees data. The HRM
needs to have a proper knowledge regarding human resources process for having a proper
management within the organization. Kronos is a cloud solution that is implemented within an
organization for maintain the workforce goals properly with proper security. Kronos Workforce
Dimensions is basically a suite of HR that includes proper workforce management applications. This
application includes HRMS, time, payroll and attendance. This also includes maintaining a proper
sheet that will store details regarding absence management and scheduling the proper working of the
organization (Gołembski, 2017). Workday human capital management is basically an on demand
cloud based human capital management software vendor and financial management. Workday ensures
that a single cloud based database is maintained for both financial and HCM. This also offers better
integration and embedded business intelligent across business functions that is available for the ERP
systems.
The major difference between the Kronos and Workday
Kronos is offered as a cloud based solution where the user can pay a monthly subscription fee.
The monthly subscription fee where the user needs to pay an upfront. However the perpetual license is

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freely available towards the customers. On the other hand workday is a cloud based solution in which
the user needs to pay an annual subscription fee for every time the user gets a login. The upfront costs
includes an additional fees that is applied for setup and optional professional services. The additional
fees that is applied for implementation, training and for switching costs (DeCenzo et al., 2016). The
online support options that are offered to Kronos includes free online access to ensure proper help
through the website. This is based on knowledge and online community. This are freely available for
users. The online community that is included within the workday is subscription fee. Training the
options that is available for Kronos includes purchasing the access over an online portal that contains
training contents and instructor led classes. The workday includes online catalogue in subscription
fee. Company size that can use this vendor includes small business, large enterprise and medium
business. Kronos workforce offers business with a small business and medium business (Bratton &
Gold, 2017). The top industries that uses Kronos workforce ready software are Logistics Company,
marketing services firm, financial services firm and energy companies. The support are provided with
the use of Email, live support, training and with the help of phone. This are recommended to
maximum number of users. Oracle offers soft CRM that uses a management applications that will
help in managing the customer service.
Workday's Integration Cloud enables the partners and customers for managing and deploying the
integrated to the Workday Cloud. This needs proper on-premise middleware (Blanco-Donoso et al.,
2017). With Cloud Connect for Third-Party Payroll, organizations securely, accurately, and
efficiently connect their data to third-party payroll applications. The cloud connect helps the
organization to securely, efficiently and accurately store the data for third party payroll applications.
The features that are offered by Kronos includes:
 Offers proper tool for managing the employees and allows easy access towards the customers.
 The platform offers easy way of using the platform.
 Handles leave requests and information related to employee
The features that are offered by the workday includes:

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 Allows proper time tracking
 Offers proper goal management
 Global payroll tools
 Workforce analytics
 Business assets
 Grants proper management
 Purchases order properly
 Allows spending real time
The major similarity between Kronos and Workday:
Both the application helps in managing the human resource information system for the
organization. The application offers proper management towards the need of every employee within
the organization. This both are cloud based human capital management software that offers proper
financial management towards the software vendor. Both offers integrated and embedded business
(Kavanagh & Johnson, 2017). The type of companies that can implement the application includes
small and medium sized business. Both the application offers an efficient way of managing the human
resource information system (Banfield, Kay & Royles, 2018). This also offers management of the
attendance and allows the employee to develop information system properly. Proper HR analytics can
be managed with the use of human resource information management system. HRIMS helps in
improving the productivity that is related to finance management through the help of payroll
processing tasks and offers proper benefits towards the administrators. This section is critically
concerned with managing the employee’s issues and tries to solve them as soon as possible. This
allows the employees within the organization to work properly.
Conclusion
From the report it can be concluded that there is a huge need to human resource information
management for every organization. The report has described the difference between the two famous
human resource information system software vendors. The two human resources that are chosen in

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this report are workday human capital management and Kronos. The report has also described and
analysed both the websites based on the benefits that are offered by the organization. The paper has
also described all the evaluation of products that are needed for managing the IT resources within the
organisation. Apart from this the report will also describe the competitive differentiators between the
products. The report has described the similarities between two applications and the major difference
between the two. Both the applications are cloud based and offers great offers that includes proper
facilities. The cloud based system also offers payment based on the usage of the application.

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References
Banfield, P., Kay, R., & Royles, D. (2018). Introduction to human resource management. Oxford
University Press.
Blanco-Donoso, L. M., Garrosa, E., Demerouti, E., & Moreno-Jiménez, B. (2017). Job resources and
recovery experiences to face difficulties in emotion regulation at work: A diary study among
nurses. International Journal of Stress Management, 24(2), 107.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
DeCenzo, D. A., Robbins, S. P., & Verhulst, S. L. (2016). Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Gołembski, M. (2017). The development of eHR within the transformational dimension of HR
functions in businesses operating in Poland-benefits and threats. Journal of Business
Management and Economics, 5(11).
Kavanagh, M. J., & Johnson, R. D. (Eds.). (2017). Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.