10+ Best Employee Management Software Solutions (2024)

I love their customer service, they always have an answer for you and make my job so much easier. The interface is fantastic, and the design is very appealing, which is a huge factor for someone that uses it quite often. I also really like the admin dashboard, Gusto will list outstanding tasks with their deadlines and will prompt you with helpful information to finish the task.

My company is a portfolio company for High Alpha Innovation. Gusto is the go-to HRIS for all portfolio companies. We have been using it since we started in 2020 and have even used it for one of our own portfolio companies. Gusto is a very easy-to-use tool that has fantastic customer support. When you're working for a start-up, you don't want to spend a long time on payroll and Gusto really helps with that. It's also very easy to set up a new instance of Gusto for a company - it took like two hours and was a painless experience due to Gusto's interface.

Sometimes the outstanding tasks aren't accurate, we recently had tasks pop up for an employee that has been gone for two years. This is very specific, but I wish that you could make some employee documents private to employees, all the documents you upload are automatically public and don't give you an option. I dislike their benefits -- we ran a quote before and it took a few weeks to get back the quote and it was incredibly expensive.

The only similar tool I've used is a PEO called Justworks. I'm not sure if it's a fair comparison, since PEOs pretty much do everything for you. I will say, it was nice that you could set up Gusto in a day and run payroll the next day if needed. For Justworks, you have to wait until the system start date, which can be weeks later.

I think that customer service is a huge buying criteria, especially if you have an inexperienced team. It's invaluable to have experts that you can call or chat with at any time. Cost is definitely a big factor that differs from organization to organization. It's sometimes worth it to pay a little bit more to make your life easier and that's what we've found with Gusto. Lastly, I think that it's important to have an easy-to-use system for both HR and employees. Payroll is VERY important which makes it vital to have a system that is easy to comprehend.

Gusto has become more well-rounded over the years. Last year, they added performance reviews into the mix. It's definitely not perfect and not very customizable, but it's a free add-on, which can be a huge value to organizations that don't have performance management built out.

Small to mid-sized organizations. I think it could work for a small start-up, but would be better for slightly more mature organizations.

The client appreciated the simple and intuitive interface, making it easy for both employees and managers to navigate. The platform’s design minimizes the learning curve, making it quick to adopt for teams of all sizes, which is a plus for a growing company.

The ability to integrate goal-setting (OKRs), continuous feedback, and performance reviews was highly valued. Another advantage was the ability to create custom review cycles, run 360-degree feedback, and effectively track performance.

Leapsome was purchased to streamline performance management, OKR tracking, and employee engagement. It allowed my client to align team and individual goals with the organization’s objectives through goal-setting frameworks like OKRs (Objectives and Key Results). It increased visibility and tracking to ensure that everyone was working toward measurable outcomes.

Leapsome provided customizable performance review cycles, including 360-degree feedback, continuous reviews, and self-assessments, which helped tailor reviews to organizational needs and culture. The ability to engage employees through surveys and gather real-time feedback was also a key selling point. The learning and development tools were valuable, although the client was using an existing tool at the time and had not yet begun leveraging this aspect of the platform.

There are limitations in customization for features like performance review templates and feedback processes, which could benefit from more flexibility. Companies with unique organizational structures or processes may find it challenging to tailor every aspect to their needs.

The learning curve for advanced features, such as custom analytics or deep performance tracking, can be difficult to fully grasp and utilize. The per-user pricing model and modular nature of the platform can become cost-prohibitive as the organization scales, which is interesting since scalability is also a pro, but the cost structure could be more considerate of hyper-growth companies.

Leapsome offers a modular approach, allowing companies to choose and pay only for the features they need, offering flexibility that many competitors lack. While some competitors provide all-in-one solutions that can be less customizable, Leapsome allows companies to avoid paying for unnecessary features.

Unlike many performance management platforms that emphasize periodic reviews, Leapsome strongly encourages a culture of continuous feedback and recognition, making it ideal for companies that prioritize ongoing development.

Competitors like Lattice and 15Five offer feedback options, but Leapsome’s seamless integration of real-time feedback and performance tracking helps embed feedback as a constant part of the employee experience.

Companies should clearly define the must-have versus nice-to-have features and consider how their future growth could impact their needs. Customization options for performance cycles, feedback, and surveys are essential.

Organizations should evaluate their data requirements, such as the need for deep data analysis versus standard performance, goal, and engagement tracking. Ease of use for both users and administrators, including integration with existing tools and the level of skill required for customization, should also be key considerations.

Leapsome initially focused on performance management and employee engagement. Over time, it expanded to include a full suite of tools covering goal setting (OKRs), continuous feedback, learning and development, and detailed reporting and analytics.

Recognizing that different companies have unique processes, Leapsome introduced greater customization options. Users can now tailor performance review cycles, feedback forms, and learning paths to meet their specific organizational needs.

Leapsome is ideal for tech companies and startups that are scaling, especially those with a feedback-rich culture. It’s also well-suited for medium-sized companies looking for scalability, as well as companies focused on learning and development and personal learning tracks for employees.

I like that Workday can be your one stop shop for all HR and recruiting needs. It is easily customizable to your organizations preferences. I love the reporting capabilities that Workday can provide. I also like the main screen user interface. I think it is very user friendly and easy to learn.

My organization implemented Workday for the reporting and metrics functionalities. Workday is so robust and can do so much, especially for a big organization like the one I am in. The key benefits are that you can personalize Workday to your company's needs. There are no shortages of capabilities and functions Workday can serve. If you want recruitment metrics and reports, Workday is your tool. I have used Workday personally for 5 years in 2 different organizations. Both companies needed better reporting metrics around hiring and Workday solved these needs.

Workday can be a lot! It offers so many functions that it can get overwhelming. I have had candidates who have not liked the Workday experience when applying for a position. Workday's customer service has been weak at times and has not been the easiest to deal with.

WorkDay has a great brand name. Some of the largest and most profitable companies in the world use Workday which I think speaks for the brand itself. Workday’s functionalities can do so much more than a lot of their competitors. I have used similar tools and Workday by far has the largest arsenal of functionalities. You can utilize anything you decide you want to utilize and can offer almost everything from an HR, Recruiting, and Benefits standpoint.

Workday can be expensive. You get what you are paying for. If you want a complex product as a one stop shop then I would recommend Workday. I would figure out what you want your Workday to function as within your organization.

Workday has continuously made adjustments to the user interface to make it more user friendly. More training is always offered to new capabilities that are added monthly.

Very big organizations who want a system that can do a lot of different things. If you are an organization who has a high requisition load, a need for high level reporting, Workday would be a great fit.

1. Excellent Customer Service: The customer support team has been very supportive and responsive in troubleshooting.
2. The system is user-friendly and has some videos guiding you through some of its functions. The system is designed to be customizable, so clients can tailor it to meet their specific needs.
3. Powerful reporting: BambooHR's reporting features have allowed me to generate a wide range of reports, such as headcount, turnover, and diversity reports, this information is instrumental in making data-driven decisions.

As Covid-19 forced most employers to look into hybrid working models, there was a need for us to look into tools for managing employee information and tracking time off to streamline administrative tasks and reduce errors while working remotely.

BambooHR offers Recruiting and applicant tracking features that make it easier to find and hire the right candidates for open positions remotely.

Additionally, it provides performance management tools, including goal setting and performance reviews, which can help ensure that employees are working towards company objectives and receiving the feedback they need to succeed.

I found the system to be user-friendly, with a modern interface that is easy to navigate and customize to meet our needs. The system also has video tutorials that are clear and guide you through its functions.

The main con would be its limited payroll functionality. It is not available in Africa and its payroll functionality is currently only available for customers in the United States and Canada, which may be a drawback for companies based in other countries.

Pricing is also on the upper limit compared to other solutions, particularly in Africa.

The features on training could also be more customizable to clients in diverse spaces or lines of work

BambooHR has strong reporting features which allow us to generate a wide range of reports, such as headcount, turnover, and diversity reports, which can help organizations make data-driven decisions.

Its user-friendly interface is easy to navigate and find the information users need. The system is designed to be customizable, so users can tailor it to meet their specific needs.

When buying BambooHR or any other HR software solution, there are several criteria to consider, including:

1. Location: BambooHR's payroll functions are better suited for companies in US and Canada. For ease of compliance with local regulations, countries in Africa can consider an alternative tool to run their payroll function.
2. Company size and needs: The size of the company and its HR needs are important factors to consider when selecting a software solution. BambooHR is generally well-suited for small to medium-sized businesses with straightforward HR needs.
3.  Customization: Companies should consider how customizable BambooHR is, and whether it can be tailored to their specific HR workflows and processes.
4. Security and compliance: Companies should consider BambooHR's security and compliance features to ensure that employee data is protected and that the system meets relevant legal and regulatory requirements.

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• Improved user experience: BambooHR has focused on improving the user experience over time, with updates to the system's interface, navigation, and overall usability.
• Deeper analytics: BambooHR has added more powerful reporting and analytics features over time, which has helped users gain deeper insights into their HR data.

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BambooHR is well-suited for small to medium-sized organizations with straightforward HR needs. The system is particularly strong in areas such as employee data management, onboarding, and reporting, and is designed to be customizable to meet the specific needs of each organization.

Functions like payroll are better suited for companies in US and Canada.

It is well-suited to organizations that need a flexible, customizable, and user-friendly HR software solution.

The initial setup was very simple. Onboarding new hires was streamlined. Benefits were offered in all 50 states via TriNet, making employee enrollment very streamlined. The shared company holiday schedule was useful for PTO scheduling.

The company was aggressively growing and sought to reduce the fees associated with a PEO. They were using a nationwide PEO that was unable/unwilling to break out their fees. We were seeking an ASO model when we found Zenefits.

I used Zenefits for two years. At the time, Zenefits was rapidly growing, and their struggles were being passed onto the clients, so it was best for us to move to another service.

When we were using Zenefits, adding a state to their system for payroll was not easy, and some states they didn't process at all. There is better software out there for payroll administration.

Zenefits enrollment did not include an eVerify connection, forcing HR to add the process of filing separately with eVerify.

If you're a very small business (under 5 employees), you pay for 5 employees regardless if your team is 2 or 3 people. Payroll is an add-on, and you have to pay a separate per-employee fee.

I prefer Gusto over Zenefits. Gusto is made for full-cycle HR included in one price. Zenefits also offers this, but you're charged for it.

HR Administration: Zenefits is user-friendly for employees. It is much more beneficial to the team if they have control over their data (bank accounts, split of accounts for deposit, tax forms, location, phone, etc.). Zenefits will also deploy notices to the team, handbooks, manage all PTO (custom or select from prewritten plans), and holidays.

Payroll: In Zenefits, this is an add-on. It is a good one and works seamlessly with their timekeeping systems. As with most payroll systems, it integrates into Xero or QuickBooks. They also take care of federal and state filings, 1099s, and W-2s.

Recruiting: This is a huge pro for me. Zenefits works with JazzHR for applicant tracking. Both are very easy to implement and utilize. It's built into the system.

Tech Support: The Zenefits team was on top of it. Nothing is that difficult in their system. However, tweaks you need can be easily talked through with their tech team.

Zenefits has changed substantially since I used it for a small business. They have been purchased by TriNet (Healthcare Benefits). TriNet needed what Zenefits had to offer (HRIS technology). Together, they create a very robust HR management solution.

Zenefits is a great system for a small company with a small HR department (under 100 total employees). Even an HR department of one can run HR for a business under 50 with Zenefits.

UKG Pro offers a platform for employee recruiting, compliance, and file management, which can help businesses save time and streamline their HR processes. Additionally, its robust reporting and analytics capabilities enable data-driven decision-making, while its focus on diversity and inclusion can promote a positive workplace culture.

Our HR team was facing an administrative burden and we aimed to streamline our HR processes. For this, we needed a tool with HR features that could be customized for a large company. Our goal was to enhance the employee experience. We also wanted to ensure compliance with HR regulations, which is where UKG came in handy. With its customizable HR features and compliance tools, UKG helped us achieve our goals. In summary, we chose UKG to reduce administrative burden, optimize the employee experience, and maintain compliance with HR regulations. I have personally used UKG for 1 year.

UGK's customer service could be improved. Currently, making even simple changes within their systems requires submitting a ticket to the helpdesk. However, there are times when it can feel like too many tickets are being submitted. It would be helpful if they streamlined the process for updating passwords so that users/admins don't have to go through so many tedious steps.

UKG is not the best but it isn't the worst - more flexible than Workday but less flexible than Peoplesoft when it comes to reporting. I have a preference for UKG over its competitors. This is largely due to the convenience and efficiency of its payroll dashboard, open enrollment, and employee self-service features.

When looking to buy a tool like UKG, it is important to consider criteria such as integration, installation, security, support, and features that can bring ease to the admin users and employees. These factors can play a crucial role in the overall effectiveness and usability of the software. By evaluating these aspects carefully it will ensure you’re selecting the right tool to meet your needs.

In regards to maintaining the system, the type of user UKG would be good for is someone who is tech savvy. It could benefit a mid-size to large organization.

I like that 15Five allows for performance and engagement tracking - this insight gives us more understanding of where these things correlate. I like that 15Five's performance tool is modeled for OKRs. I like that 15Five has customizable options to accommodate different departments or teams throughout the business.

My organization was having issues with cross-functional collaboration, understanding the areas of the business with the least efficiency, and monitoring employee engagement. To address these challenges, I recommended that the organization invest in a performance management tool.

When we were shopping for a tool to support this effort, we were specifically interested in tools that would not only streamline 360 performance reviews but also aid us in ongoing performance and engagement tracking as well.

While two years ago I had never formally used 15Five, 15Five was initially attractive because it combined all of the desirable features and even utilized OKRs - which was our leadership team's preferred method of goal setting.

At its core, OKRs are a collaborative goal-setting methodology, so even though adding a new tool or responsibility to employees' day can often feel disruptive, 15Five made this rollout more seamless.

15Five could improve its UX/UI in some areas,  specifically in the best self-review section, there are some portions of reviews that are not that intuitive to regular non-admin users.

15Five should improve its support functionality, it is frustrating that the only way to communicate with support is through email.

15Five should produce training modules for admins and employees, the help center is largely ineffective for employees using the platform for the first time.

I would say 15Five is very similar to Lattice. Both tools have their pros and cons, but overall I would say that 15Five measures up similarly to its competitors if companies are looking to utilize this kind of performance tracking.

One opportunity I would say for 15Five is that a lot of companies are wanting to simplify their performance tracking procedures so they are choosing to go with more metric-driven tools that produce custom reports.

When shopping for a performance and engagement management tool, companies should consider what key results are most important. Everyone wants to adopt a system to streamline these areas of the business, but I think a tool like 15Five can overcomplicate companies that do not have the resources to properly roll out a tool with such functionality.

I have been utilizing 15Five for almost 3 years and I would say I am not super impressed with the tool's ability to roll out product improvements. I think making foundational improvements to their support system, help center, and UI/UX would make a larger impact rather than offering opportunities to attend webinars or upsell leadership courses to companies already paying for the platform.

I would say 15Five is best suited for organizations where performance is more subjective or difficult to measure.

The HR system was easy to use and set up, making the transition from our previous, more disorganized HR processes smooth. The employee self-service feature was excellent, reducing the amount of data entry and admin work for our HR team. The continuous feedback appraisal system allowed us to appraise staff more regularly with minimal increases in administrative tasks.

There wasn’t a significant problem driving the decision. The organization had been managing HR through payroll software, Excel files, and Word documents. As the company grew, it wanted to consolidate and centralize HR into a single system that could be accessed online. Namely provided an all-in-one HR solution that handled payroll, HR records, and talent management. We used Namely for about a year or two.

Customer support wasn’t as responsive as it could have been. The reporting features are somewhat limited and don’t fully meet our needs, requiring us to do a fair amount of manual reporting. The portal is not as intuitive as other HR tools I’ve used.

The user interface and workflow are not as intuitive as some competitors. However, I appreciate the integration with payroll and timesheets, which not many systems do well. I also like that it offers managed services add-ons, such as payroll and benefits, which become more relevant as the business grows and becomes more complex.

Ensure the tool has a comprehensive records system and both employee and manager self-service features. Efficient onboarding and offboarding functionality are essential, as these processes can be time-consuming. A continuous appraisal feedback system is also important, as this approach to performance management is becoming the norm.

There has been better integration between its modules.

Namely is suitable for all kinds of organizations but particularly good for smaller organizations due to its affordable entry-level pricing.

Pros -

1. Comprehensive HR Management:  It provides a centralized platform for managing all HR-related tasks, simplifying processes, and increasing efficiency.
2. Mobile Accessibility: It offers a mobile app that enables employees and managers to access HR-related information and perform essential tasks on the go.
3. Scalable and Customizable:  It offers scalability, allowing us to accommodate our growing needs. It's highly customizable, and allows us to tailor the software to our specific HR workflows and requirements.

We majorly use it for attendance & leave management. Zoho People helps in keeping a track record of each & every employee. Other than that it provides Efficient HR Management, Employee Self-Service, seamless collaboration between HR teams and employees, Comprehensive Analysis of key HR metrics, etc. I personally have been using it for the past 1.6yr

1. Customer Support Response Time: The support response time is slower. This affects the resolution of critical issues.
2. Pricing Structure: The pricing structure is relatively higher compared to other HR management software options in the market.
3. Learning Curve: It has certain features, which may require a learning curve for new users. Getting familiar with the platform and understanding its functionalities might take some time, particularly for users who are not familiar with HR management software tools.

I have used Workday HCM in the past and I feel ZOHO People is better as it provides better UI at a very cheaper price. It is not possible for small or mid-size organizations to afford workday

Following things should be kept in mind while deciding on such tools-

1. Size of the organization
2. Goals of the organization regarding growth & increase in team size in future
3. Price of the product
4. Number of users it allows to access

Zoho People has evolved in the following ways -

1. Continuous Feature Enhancements: Zoho People has consistently improved its feature set based on user feedback and market trends. It has undergone regular updates and enhancements to offer new functionalities and improve the overall user experience.
2. Mobile Accessibility: Recognizing the growing importance of mobile devices, Zoho People has expanded its mobile capabilities.
3. Integration Capabilities: It has focused on integration with other Zoho applications, such as Zoho CRM, Zoho Recruit, and Zoho Analytics, to provide a comprehensive suite of tools for businesses.
4. Automation and Workflow Customization: It has placed an emphasis on automation and workflow customization features. Users can define their own workflows, set up approval processes, and automate routine HR tasks.
5. Self-Service Portals: It has expanded its self-service capabilities. The software offers self-service portals where employees can access their personal information, submit leave requests, manage time and attendance, view payslips, and collaborate with their teams.

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