11 Best HRMS Software Solutions in 2024

• Their customer service is quick and easy to reach.
• You can integrate modules and customize them according to the company's needs.
• The payroll module integrates with the workforce time management module, allowing employees to clock in and out and generating reports for payments.
• They keep you informed about changes in federal and state employee laws, especially those related to taxes and changes that may affect your company's payroll.

We are a growing company and can no longer manage payroll manually. In 2020, we started using Paylocity. It has greatly improved the time it takes to process payroll and the accuracy of the payments, particularly for our hourly employees. Additionally, our onboarding was done manually. We spent a lot of time sending emails, attaching documents, and transcribing applicants' information into our system. This task could take a full day and did not allow the HR team to focus on other tasks.

To address this problem, the company decided to purchase the onboarding module. It helped us automate the process and save time. Now, on one platform, employees can authenticate, sign, and submit documents, as well as input their information. This has reduced the need for printing and handling physical documents. I have used Paylocity for the past four years, and I believe it is an excellent tool worth the investment.

• The platform is challenging to navigate.
• You still need to add information manually to the payroll, such as holiday pay.
• The employee clock-in and clock-out system sometimes freezes or stops working without reason, requiring a reinstallation of the app.

I have worked with several tools, most of which are similar, but the workforce time management module stands out. It effectively tracks employee hours worked daily and is simple to use. It also integrates seamlessly with the payroll module, offering an advantage that no other HR system provides.

If you are looking for an efficient HR system that you can customize according to the organization's needs, Paylocity is a great tool. Also, if you are looking for payroll software but know that you will need performance appraisal or another HR process in the future, Paylocity allows you to acquire and integrate more modules.

Paylocity continuously changes to offer a better experience to its customers, especially HR departments. When I started working with them, some processes were still manual, but over time, they improved and automated these processes, saving us time that we can now invest in other tasks.

Paylocity is a valuable tool for companies with hourly workers as it allows for easy tracking and control of their time.

It's user-friendly. It's capabilities to manage different HR processes. The fillable documents tool.

BambooHR was bought in order to store employees' information in one place. The objective was to better organize information and create automated workflows. I started at the company about 14 months ago and it was already in use but I estimate that it has been used for the past 5 years or more. One of the main benefits it provides is that job information as well documents and time off can be in one place. This allows the HR team to easily pull reports and access the data. Another benefit is that it is very user friendly, for employers and employees.

It takes a long time to add additional features (sometimes suggested by customers). It has different restrictions when it comes to reporting, in terms of editing some reports to add/delete fields. The performance management tab is very basic and it doesn't allow customers to tailor it to our needs.

I guess the main difference is the simplicity when it comes to managing different processes. Other systems are more complex and have too many additional steps or fields which make it harder to navigate the platforms. I really prefer it because it does not require a lot of training for anyone to learn how to use it and it has a lower price compared to other systems.

The first one would be the number of employees. If you are a large company, BambooHR may not fit your needs as it has some limitations. Secondly, what they are really trying to get out of the system. If it's only being used for what we use it (storing information, submitting time off requests, pulling basic reports) then it would work great. If they are trying to have all the information in one place, such as benefits and performance management, the fact that it has limitations, mostly related to updates and customized fields, then it would probably not be the best option.

They have evolved quite a bit. Their customer service has improved. Some fields have become customizable over time or they have been added by the BambooHR team. Reporting has also improved with the addition of a few different reports which provide further information and can be combined with others, such as turnover rate with reason for termination, etc.

Mid size companies that have payroll and performance management already in use. It is also good for organizations that do not want to spend a lot of money on an HRIS or that have a limited budget.

I like the HR piece. It is pretty user friendly. I love the recruiting tool. It's my favorite I've ever used. The texting feature of the recruiting tool has been a big help for us.

We have been with Paycor since 2010. We bought it as our HRIS tool. We use it for HR tracking, recruiting, payroll, time, benefits, performance reviews, etc. I like that almost everything we need is in one tool. It helps to be able to use it for most of what we need.

Their customer service has been awful since covid. They have pushed more and more on the client so that they can expand. It takes way too long to get some tickets resolved.

I've used Peoplesoft previously and much prefer Paycor to it. It is easier to use for both the employee and employer.

Customer Service is so important, which is hard because I think many of these providers do not do that well. Functionality is important. They do this well on some modules. I do not like their time or benefits tool very well.

It has certainly evolved but I think it's away from the customer's needs.

I think it would be good for a tech organization where employees are all at their computers most of the day.

Rippling is quite comprehensive and has more functionality than other HRIS I have used, such as the pulse/survey tool right within the platform. It also integrates with Slack, so notifications and reports can be sent there. I like the workflow options as well, which allow you to set things up to launch when certain conditions are met, e.g. send an onboarding survey a month after start date.

We are a relatively new company and did not have an HRIS in place. After looking at a few we opted for Rippling because of the functionality it offered as well as integrations and automations. We have been using it for about 9 months.

Rippling has been around for a few years but it feels like they are still working out some bugs. There are certain things that just don't work the way you'd expect. We have recently implemented their global payroll app for our Canadian employees and it doesn't do things like break out vacation time, etc. It has a reporting function but it's a bit hard to get exactly what you're looking for and the charts that it creates don't always display information in the most relevant way.

Rippling is quite user-friendly in terms of interface. It has more functionality than others I've used and they're doing a great job figuring out how to incorporate integrations to make it really useful.

It's very good for US employees but is missing a few features for global payroll at this time. Best to understand how all modules are priced so you know what's worth implementing and don't end up paying for functions you don't use.

Rippling has taken suggestions when we've found things that could be improved or added (TBD if those things are implemented). They have added some features in the last few months so definitely seem to be continuing to grow the platform.

HR teams, I think it would be good for organizations with over 50 employees

We selected Ceridian primarily due to the level of customization that could be done. The secondary factor was value - what we received for the cost. The third advantage was that it was easy to use and train users in a decentralized workforce.

Our organization was paper-based with numerous tools and systems that didn't communicate with one another. The goal was to gain efficiency and make it easier for managers at the 200+ locations to manage workflow for the onboarding, maintenance and offboarding of over 4000 employees. Ceridian eliminated employee paperwork, consolidated payroll, HRIS, benefits, and time and attendance, not to mention the ease of approving employee changes such as promotions, transfers and terminations.

Some of the items I wish were improved with Ceridian have to do with support. During implementation, you have a high level of support but afterwards, you need to get into the ticketing system to get support and it takes a long time to resolve issues through it. The reporting feature is difficult and requires significant training, there is nothing intuitive. If you need help with a report or changing a config in your system, everything has an additional cost.

Ceridian had a skilled implementation team that was higher performing than some others I've worked with in the past. They took time to understand detailed requirements and worked with us side by side to get the customizations in. It was overall a positive experience.

I'd suggest that you consider how your current processes can be streamlined and not just design workflow with how it's done today. Look at existing tools that might be able to be eliminated for cost savings. Lastly, make sure that you have $ in your budget for an HRIS administrator to oversee and manage the system post-implementation.

I've seen many changes and expect that they will continue to evolve. The introduction of mobile access was a game changer, especially for a workforce like ours where the employees did not use the desktop application often. There is also a forum where users can make suggestions and the dev team will look there for features to build out in future releases. I expect that with the increased use of AI, that the tool will leverage that to improve the already efficient processes.

I would suggest this tool for a large organization. Cerdian is not the least expensive option out there, but if you need customization and can eliminate other tools, or benefit from the integration, you'll see some savings. It is a great solution for a high turnover workforce such as hospitality as it's easy to use and handles the volume with ease.

It is user friendly. It is easy to teach it to employees outside of our Human Resources department. There are so many features!

We bought Workday to ensure we had a financial system that would work with our HR systems. This helped us accurately run payroll. We use this Workday for storing the employee information, such personal details, previous employment details and contact details. It helps to track the goal setting to yearly appraisal feedback. We can easily be able to track the compensation revision history as well. It is a highly secured website. It requires a password + additional two security questions to login. This ensures the additional safety of the data.

It can be confusing to navigate at times. That is partially the software itself but more so how our team decided to set everything up. We are still adding more and more and making this process better for our users.

I would consider it very similar to Paycom. I would recommend Paycom over Workday by a slight margin.

Workday is an excellent choice if you are the owner of a business with 250 to 1,000-plus employees and require workforce management tools (onboarding and training, scheduling and leave management), as well as HR analytics tools (pay management and performance evaluation and management)

It has evolved to take on more employees with little effort.

Human Resources, Management, Financial Department

UKG is ideal for complex organizations with multiple entities; payroll can be done with the click of a button. UKG is also optimal for organizations with complicated reporting structures, including dual reporting and multi-location reporting. Lastly, UKG is investing heavily in connecting all of their systems to create a seamless user experience.

My organization selected UKG as our HCM when comparing it against all mid-market products on the market. As a rapidly growing company via acquisition, our primary reason for selecting UKG was that we needed an HCM that allowed us to set up new component companies, new states, and new PTO and benefits plans independently without having to engage a UKG consultant.

The enterprise version of the UKG product allows us the flexibility to move as quickly as our business development team welcomes new partners into the fold. My team of HRIS and payroll experts leads the majority of the setup. We also selected UKG due to its focus on R&D and staying ahead of industry trends. With their robust network of partners, even if they aren't able to accommodate our needs directly, they have prebuilt integrations with many of the best boutique HR applications.

Three years after selecting them, I continue to be pleased with how our implementation and ongoing build-out of the system has gone.

As with all large organizations, getting in touch with customer service can be challenging, i.e., getting issues to the right department to be solved. Second, I wish that UKG Talk was fully integrated with UKG Pro so that our employees would have one interface. Third, I wish the text message functionality was more versatile.

UKG can handle complexity better than most of the other systems that I have used. The only platform that would compare would be Workday, but that's materially more expensive than UKG.

When making this investment, leaders should consider the size and complexity of their organization and have a good handle on all of their system requirements. Knowing how the company will grow or shrink is also important in determining whether UKG is the right price point for the company's trajectory.

For the three years that my team has used UKG, we have seen them invest in several areas. First, they are working to connect disparate modules on the backend to ease the user experience. Second, they have launched new systems in response to generational changes in the workplace. Third, in response to customer feedback, they have overhauled their approach to account management and customer care.

UKG is best for US-based companies with a minimum of 500 employees.

1. Zoho People helped us manage all employee data in a single location and made it easier to track employee records.
2. Zoho People has features for employee self-service, performance tracking, and goal setting, which have helped our employees stay engaged and motivated in their work.
3. Zoho People automates a lot of HR processes we used to do manually including attendance tracking, leave management, and payroll processing.

There are many reasons why my organization chose Zoho People: it has customizable features, it’s easy to use, and also cost-effective. It helped us to improve our HR operations and create a more engaged and efficient workforce. I must say Zoho People is worth buying as it streamlines all HR processes. I have been using the tool for 8 months.

1. Zoho People could benefit from a more intuitive interface to make it easier to use.
2. While Zoho People does have a strong mobile app, there’s room for improvement in functionality and speed.
3. Zoho People does offer online documentation and support but it doesn’t cover everything so we do end up reaching out to the support team now and then.

While there are several competitors in the HR software space, Zoho People has several advantages that set it apart from the competition in my opinion.

1. Zoho People integrates seamlessly with other Zoho apps, such as Zoho CRM, Zoho Projects, and Zoho Books, which is great if you happen to use their other products too, and can keep virtually all of your employees on a single platform.
2. It is competitively priced and quite affordable for businesses of all sizes.

If anyone wants to buy a subscription to Zoho People, here are a few points to take into consideration:

1. Determine business requirements and the features you need from the HR management software to choose the appropriate subscription plan.
2. Check the pricing plans and select the one that fits the budget.
3. Before subscribing to Zoho People, take advantage of the free trial to test the software and its features to evaluate whether it meets your requirements or not.

When Zoho people was first released, it was only used by small-size organizations as this software was limited to employee database, leave, and time tracking. Zoho People has evolved over time to become a comprehensive HR management software that offers a wide range of features to businesses of all sizes. The software's integration with other Zoho applications and its focus on mobile accessibility and analytics have helped it stand out in the crowded HR management software market. It also added a few features recently like an onboarding management system and integration with Zoho Analytics.

Zoho People is a cost-effective HR management software that is ideal for small and medium-sized businesses that may not have fully staffed HR departments. Zoho People is also a great choice for remote-working employees to collaborate, track time, handle scheduling, and more.

I really liked the fact that our staff, who had never used any kind of HRIS before, was able to pick up on this so easily and didn't have trouble or need intensive instruction. I also liked the degree to which they were able to solve problems and access information on their own. I also felt the onboarding features were robust and easy to use.

At the time we switched to Namely we didn't have an HRIS and were manually doing everything from onboarding to payroll. Since we were growing, we needed a proper system. It definitely made things like reporting and providing employee data far more efficient and accurate. Also, the onboarding process was easy and saved a lot of time and prevented overlooked details and errors. The staff also liked using it and clocking in and out became easier with fewer mistakes. Once it was all set up, running payroll, making payroll changes, and accessing payroll records was much faster, easier and problems became rare. I used it for a year.

When I needed customer service, it wasn't the best I have ever experienced or the quickest, with a lot of different representatives involved of varying knowledge and understanding. I think better built in help resources would improve the product overall. I didn't find the benefits administration easy to use either.

I have used many similar tools and feel like Namely is a solid system compared to similar products. I don't think it is the very best, as it did lack some features such as an ATS, but for a smaller company these may not be as needed. The ease of use was a bit better than others, but the customer support needed improvement. Overall, I was happy with it.

People should consider what features they may need, and compare them to similar tools, since there are similar products with more features. Also, they should consider the size of the company, since Namely is best for small to medium sized organizations. If people are without any kind of tool like this, they should consider the cost involved is worth the many efficiencies they will gain from employing Namely.

In the time I used Namely, I think they did improve the customer service somewhat, which was a problem in the beginning. This is important because the work done in Namely is often time sensitive, such as payroll, and problems can have a major impact on staff, so customer service is critical.

I think this is perfect for small companies with employees who need an easy-to-use tool. It is great for companies who have never used a system like this before because the user interface is very intuitive.

• The recruitment and onboarding systems are very easy to use.
• The information flow from the recruitment system to onboarding is one of the features we like.
• The recruitment system helps us track applicants and makes posting on various platforms easy.
• They have a mobile app, which provides convenience.
• The recruitment system facilitates easy and trackable communication between different interviewers.
• For technology roles, when an assignment is given, the system tags the score with the candidate's profile, which is very helpful.

The major challenge that the company was facing was the recruitment and onboarding alignment. Everything was done manually as a start-up, and it was taking too much time. Zenefits was one of the comprehensive HRIS tools that is integrable with Intuit QuickBooks Online, which was already in place. We were also looking for a long-term solution that would help us with leave and attendance management in the future if required.

• The pricing starts from 5 employees. Even though we weren't 5 employees when we started using it, we had to pay for 5 employees.
• The implementation of Zenefits normally takes about 4-6 weeks.
• There are a few things in onboarding that need to be tracked manually by the admin.

One of the major benefits of Zenefits is its pricing, which is an important factor for a start-up.

• Pricing.
• Ease of use - how easy it is to use not just for the admin but also for the employees.
• From a long-term perspective, what features they might need in the future.
• Mobile app - nowadays, it is important that the system is available on the go.
• Privacy and confidentiality.

I have not worked on it for a long time to know the changes.

Zenefits can be good for organizations that have more than 5 employees and where HR can be seen as a strategic partner instead of just an admin.