The HRM in Unlimited HRM Solutions Inc.

Most people don't know what "HRM" stands for in our business' name. And that's okay. the "HRM" stands for "Human Resources Management". I mean, the business name is long enough, it didn't need an extra 3 more words... Could you imagine "Unlimited Human Resources Management Solutions Inc."?! The name is already long enough 🤣 BTW, i'm thinking about changing it...

Getting back to my original point, "HRM" is referring to Human Resources Management. And what does this mean?

HRM is the practice of managing people within an organization to ensure they contribute effectively to the company’s goals, while also being supported in their professional growth and well-being.

At its core, HRM is about balancing the needs of the business with the needs of employees. But what about the technical side of things?

A lot of people also get confused with what we do - "Unlimited Human Resources Management Systems" vs the HR-Consulting part of business.

So, what about the technology inference "HRMS" gives (Human Resources Management System or HRIS, Human Resources Information System)? Well, I've had my share of experience rolling out multiple HRMS' in my almost 20 years of HR experience. Oracle's People Soft, SAP's SuccessFactors (PMP only), Collage-HR, and more recently Microsoft's Dynamics HR.

If you're a small business, why would you choose any of the above? Well, for one thing, if you're a SME, and you keep all of your data in an Excel document, and using paper, you're wasting so much of your valuable time. I can't stress that enough. Time is money, and you're wasting it, if you don't have an HRMS.

When businesses reach a certain size, spreadsheets and paper files just don’t cut it anymore. At that point, investing in an HRMS becomes less of a luxury and more of a necessity. But here’s the challenge, with so many options on the market — from lightweight platforms to fully integrated enterprise systems — how do you decide which one is right for your business? The truth is simple: it depends on what you want, and what you’re prepared to spend.

Option 1: Lightweight HR Platforms for SMEs

These systems are designed for small to mid-sized businesses that need to get organized quickly.

Typical strengths:

• User-friendly and super easy to implement

• Core features like onboarding, vacation tracking, and performance reviews

• Seamless payroll integrations

• Lower price point compared to enterprise systems

Best fit: Companies under ~200 employees looking to replace spreadsheets and create consistency in their HR processes without a major investment.

Option 2: Enterprise-Level HR Systems

On the other end of the spectrum are robust systems often bundled with finance and operations suites. These are ideal for organizations with more complexity or those planning for rapid scale.

Typical strengths:

• Advanced reporting and workforce analytics

• Customizable workflows for unique business structures

• Deep integrations across the Microsoft or ERP ecosystem

• Enhanced compliance and security

Best fit: Larger organizations — or those anticipating significant growth — that need a scalable, customizable solution and have the budget to support licensing, IT resources, and training.

The Deciding Factor: Cost Structure & Priorities

Here’s the key takeaway... if your budget is limited and your top priority is automation of the basics, a lightweight HRMS will give you immediate ROI.

If you’re ready to invest heavily in HR infrastructure and need deeper insights, scalability, and customization, an enterprise-level system will pay off. There’s no one-size-fits-all answer. The “best” system is the one that matches your business goals, cost structure, and growth strategy.

My final 2-cents...

Don’t choose a system because it looks impressive in a demo or because a peer company uses it. Choose one that fits your priorities.

Ask yourself, do we want something simple, affordable, and ready to go? Or do we need something advanced, customizable, and scalable?

At the end of the day, your HRMS should work for your business strategy, not against your budget. At the end of the day, something is better than nothing and you won't waste your time, I promise! Oh and one more thing... a payroll system is NOT, and I repeat, NOT an HRMS.

If your business is struggling with your employee data, call me for a discussion that is definately not sale-sy... I'm not a sales person 😆

Signed,

Carmelinda Galota