How much does it cost to build your own human resource management software?

What practically all companies have in common is the HR department. Human resources are necessary for any business: from small companies to big corporations. The process of acquiring and managing a workforce has changed significantly over the years.

Today, HR departments even get split into smaller divisions responsible for recruitment, onboarding, and employee retention.

There are people for every purpose: recruiters who find the best talent, retention managers who create a great working environment in a company, training and development managers who ensure that employees advance their skills, and HR generalists who deal with practically everything mentioned above. HR generalists also work with onboarding and offboarding and manage benefits, payroll and time off.

This complicated process creates a need for software that can simplify the internal processes of HR departments. In this article, we’ll focus on how much you might expect to pay to develop your own Human Resources application. But first, let’s define what types of HR software are already available on the market and consider what features they offer.

how much does it cost to build hr softwareTypes of HR SoftwareToday, the market for HR software is saturated with products. HR software can help you can track and report on nearly any kind of process: from employee onboarding to performance management. Within the wide variety of software solutions currently available, we can distinguish three major types of HR tools based on their functionality: HRIS (Human Resource Information Systems), HCM (Human Capital Management), and HRMS (Human Resource Management Systems). Each of these systems serves a different purpose.

HRIS systems track complex data connected with the recruitment process, performance management, benefits administration, and payroll. The two most popular HRIS solutions.HCM systems help HR departments acquire employees and invest in their development through quality onboarding, performance tracking, and salary planning. HRMS systems offer similar functionality to HCM systems: primarily, HRMS systems deal with payroll, time, and labor management. Some HRM systems, such as Zenefits, provide their users with more advanced features including employee onboarding, offboarding, and automated alerts. While we’ve defined three distinct types of HR tools, nevertheless all three offer a common set of functionalities at their core. And in a general sense, HRIS is a ‘parent’ type that includes features of both HRMS and HCM systems. When selecting HR software for your company, the ‘type’ of the system – how it’s named – doesn't really matter. What’s important is the features it offers.

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