Though People management software and HRIS (Human Resource Information Systems) sound similar and are used to administer the workforce, there are differences between these solutions. Let’s see some of them here: HRIS focuses solely on end-to-end employee or people management and is especially preferred by mid to large organizations. In contrast, People management software is selected by small to mid-organizations intended only to improve employee engagement and productivity. HRIS systems are used to store and track all data related to their employees, such as compensation, performance reviews, payroll processing, taxes, and compliance as well learning and development. On the other hand, People management software helps organizations stay connected, engaged, and productive with their employees. In large enterprises, the automation of recurring and manual activities is executed using HRIS software, such as HR tasks like payroll and benefits administration, etc. In contrast, People management software is used to achieve their HR goals, such as improving employee engagement, retention, etc. As the HRIS software takes care of comprehensive data of employees of large enterprises, they are expensive and would take time to implement across the enterprises; contradictory people management software is more affordable and easier to use, so it is generally preferred by small organizations wherein they just want to do basic management of people related to their organization. So overall, it all depends on the type of organization and their requirement to decide which software needs to be integrated into their systems.