10+ Best HCM Software To Manage Your HR Needs in One Place (2025)

1. BambooHR is an incredibly user-friendly HR platform that has made it easier than ever to manage employee data.
2. it makes onboarding new employees a breeze, allowing us to quickly and accurately collect important documents with just a few clicks.
3. The powerful analytics BambooHR provides are also great for keeping tabs on performance, compensation, and attendance.

We chose BambooHR as our Human Resources software because of its expansive, easy-to-use capabilities. We wanted to automate HR processes and initially used Zoho but we found a problem integrating Zoho to meet our expectations since Zoho requires knowledge of IT. BambooHR allows us to easily manage employee timesheets, track new hire onboarding processes, create interactive checklists, and track performance goals with ease. We have been using BambooHR for almost two years now and have seen a great ROI. BambooHR has moved our HR processes into the 21st century and enabled us to make changes quickly while keeping track of valuable data that would have taken us significantly longer to include manually.

1. BambooHR does not offer a significant number of options when it comes to customizing your dashboard or user profiles.
2. BambooHR lacks many advanced reporting features.
3. BambooHR does not currently offer the ability to track vacation hours for individual employees.

Its strong suite of features make it stand out from similar tools. BambooHR simplifies the onboarding process by helping to manage employee data, providing an effective way to track hours and attendance, or designing custom workflows for tasks like vacation requests. What I particularly appreciate about BambooHR is its ability to create employee reports that are fast, intuitive, and easy to use. BambooHR also integrates seamlessly with other software such as payroll, benefits management, and mailing services. Overall in comparison to other HR tools available today, BambooHR stands above many of them. Its intuitive design and robust functionality make it my preferred choice for managing my HR processes; it gives me everything I need in one place without any hassle.

When considering BambooHR as the right software solution for your business, there are several key criteria to consider. Thoughtful evaluation of factors such as cost and implementation time frame should be taken into account to make BambooHR fits into your business plans and operations. Additionally, it’s important to understand BambooHR's functionality and its capacity for automation to guarantee you’re getting the most out of the software in terms of streamlining tasks and increasing efficiency.

By consistently listening to customer feedback, BambooHR continues to evolve and grow along with its users' needs. BambooHR now provides software solutions that allow companies to streamline their mundane, yet essential HR processes like record-keeping, onboarding, and more. BambooHR has also added more robust analytics and reporting functionality to offer real-time visibility into human capital metrics.

BambooHR is an incredibly valuable tool for businesses of all sizes looking to streamline their HR processes. It makes it simple to store employee information, set access permissions, and track important past and present data. From small independent businesses just getting started with their HR needs, to large organizations that have much more complicated paperwork requirements. because the software offers a high range of features and prices that can fit any type of business.

Recognizing the inefficiencies of siloed HR systems, we implemented Rippling to centralize payroll, benefits, onboarding, and even IT management. This user-friendly platform automates tasks, boosting departmental efficiency. Employees are empowered through a self-service portal, freeing up HR time for strategic initiatives. Rippling prioritizes security, giving us peace of mind. Overall, it streamlines processes and empowers our workforce.

Before implementing Rippling, we juggled multiple siloed systems for payroll, benefits administration, and onboarding. It was time-consuming and error-prone to manage everything separately. Rippling offered a single platform to manage everything in one place, allowing for a more efficient and centralized approach. This has not only saved my client a significant amount of time but also improved the employee experience by providing a user-friendly portal for them to access their benefits information, make changes, and complete onboarding tasks.

Rippling isn't without limitations. Extensive customization for unique needs might require extra development work. Some reviews suggest scalability limitations for massive enterprises. Thankfully, these haven't been dealbreakers for us, and the overall benefits outweigh the downsides.

Unlike competitors with clunky interfaces, Rippling prioritizes user-friendliness for both HR and employees. It goes beyond just payroll or benefits, offering a single platform for HR, IT, and some finance needs. This centralization eliminates juggling multiple systems and fosters smoother workflows. Rippling's focus on automation frees up HR from repetitive tasks, allowing them to focus on bigger picture initiatives. Ultimately, Rippling stands out for its user experience, comprehensive approach, and focus on streamlining HR processes.

Selecting HR software requires introspection. Identify your core needs - is it strong payroll, benefits, or something else? Prioritize user-friendly interfaces for both HR and employees. Finally, decide if a one-stop-shop like Rippling suits you, or if best-in-breed solutions for specific areas are preferable.

Rippling keeps evolving to meet user needs. They've expanded beyond core HR functions, offering features like bill pay. Automation is increasing, freeing up HR professionals. User experience remains a focus, with ongoing improvements based on feedback.

Rippling shines for SMBs - easy to use and centralizes HR for them. Fast-growing companies benefit from its scalability and automation for a growing workforce. It also excels for those seeking streamlined workflows and a user-friendly experience for both HR and employees.

What I like about Paycor is that it provides a convenient way to manage and update information about job candidates all in one place. I also appreciate that I can communicate with candidates directly through Paycor, keeping track of past conversations and future interview plans. Additionally, Paycor makes it easy to sort through candidates based on specific skills needed for the job.

Our organization purchased Paycor to help address several key challenges we were facing in managing our candidate database and streamlining the hiring process. This led to inefficiencies in our recruiting efforts. By implementing Paycor, our organization hoped to have a centralized database that would make it easier to organize, search and sort through candidate data, ultimately leading to a more efficient hiring process.

Another key factor that led us to choose Paycor was its ability to help hiring managers process applications more quickly than was previously possible. With the volume of applications we were receiving, it was becoming increasingly challenging for hiring managers to review and respond to all of them in a timely manner. Paycor offered a suite of tools and features that promised to streamline the process, enabling hiring managers to identify and evaluate top candidates more efficiently.

Finally, as a staffing firm, we needed a tool that could help them manage the different clients we were working with within a single portal. Paycor offered a range of features that made it easy to organize and track client data, enabling us to manage relationships with clients more effectively.

I would like to express my dissatisfaction with the platform's outdated user interface design in comparison to other Applicant Tracking Systems (ATS) which are currently more in line with prevailing market trends. Additionally, I have noticed occasional lags in the tools when generating reports or retrieving candidates' information, which can be problematic. Another issue I have encountered is that the platform does not save the last search that was performed, which can be inconvenient and time-consuming.

One aspect that I find particularly helpful is the ability to track a candidate's progress through various stages of the recruitment process, including the "Back Burner" stage, which is valuable when identifying a potential candidate for future hiring needs if not the present needs. Another advantage of Paycor Recruiting over other Applicant Tracking Systems (ATS) is the ability to filter candidates based on niche skills, which can be especially beneficial for filling specific job requirements. Finally, I appreciate the ease of use when generating and rolling out offer letters with Paycor, making the hiring process smoother and more efficient.

When you are thinking about buying a recruitment or HR tool, there are some important things to consider. Firstly, you should think about the cost of the tool and whether it is affordable for your organization. You also need to make sure that the benefits of the tool outweigh the costs.

Secondly, you should think about the size of your organization. Some tools may be better suited to smaller or larger businesses, and you want to make sure that the tool you choose is easy to use for all team members.

You should also think about how many people will be using the tool, as this can affect the licensing and training requirements for the software. It's important to make sure that the tool can accommodate the number of users you need and that you have the resources to train your staff effectively.

Finally, you should consider where you will be posting your job openings. If the tool you choose isn't connected to popular job portals in your region or industry, it may limit the number of candidates you can reach.

Overall, if you carefully consider these factors, you can choose the right tool that meets your specific needs, budget, and goals.

Paycor, as a human capital management platform, has made changes over time based on user feedback to improve its interface. Additionally, Paycor is willing to provide more demo sessions to help users understand its platform better. The platform has also made changes to accommodate big organizations, and started targeting those as their potential customers. Overall, Paycor has taken steps to enhance its user experience and meet the needs of its diverse user base.

Paycor can be particularly beneficial for small to mid-sized businesses that are looking for a user-friendly, cloud-based HR solution that can streamline their HR processes, including payroll, benefits administration, time and attendance tracking, and compliance management. Additionally, Paycor can be useful for companies that are looking for tools to manage employee onboarding and development, as well as those that require custom reporting and analytics to make data-driven decisions.

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.

• I like that we have a one-stop shop for all of our HR needs.
• I love that employees can access their profiles, submit leaves, and access their pay stubs through Oracle.
• I like that we are able to pull data easily for strategic purposes.

My organization acquired Oracle to better align with our complex HR needs. Oracle offered a wide range of functionalities that included talent acquisition, employee self-service, analytics, and more all in one platform. Using this HRM tool allowed the company to streamline the HR process to improve data accuracy and enhance decision-making through data-driven insights.

We have been using Oracle for about 7 years so we are still in the early stages of this software. Up until about 4 years ago, we were using it for basic needs like documenting records. We are now working with Deloitte on solutions to make it more user-friendly for us and integrate all of our business through the same platform. Since COVID, we have consistently undergone regular updates and enhancements to ensure we stay up to date with industry standards and technological enhancements. Overall, Oracle has enabled us to achieve greater efficiency, compliance, and strategic HR planning which contributes to the success of our organization.

• Sometimes, I feel as though it is not user-friendly.
• I sometimes have a problem manually entering information.
• It can be a little glitchy at times.

I have used similar tools and they all seem to have the same issues for the most part. The biggest one is user-friendly initiatives. More time needs to be spent on creating a better experience for customers.

Consider things like functionality, features, scalability, user-friendly interfaces, customization, integration, data security, compliance, and lastly, training and customer support. Be mindful of these reasons and ensure that this system aligns with the needs of the organization.

Oracle is constantly improving its user experience by listening to customer feedback and staying up to date with industry trends. A major update was to make Oracle accessible on mobile phones. Once our organization implemented that update it was easier for our employees to access self-service as many people do not have computers at home.

I think Oracle is a suitable choice for government agencies, schools, and diverse industries.

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

It makes training compliance much easier for us. It is good for large enterprise environments. It is highly customizable.

My organization bought SAP-Success Factors to use as an LMS tool. We've been using it for about 4 years. Prior to using SAP-Success Factors, getting our large pool of employees to complete mandatory training was difficult. Now we can create our own training content and manage its delivery much more easily. It also allows us to track compliance on training more easily.

It can be difficult to get the support we need from our SAP representative quickly. It is so customizable that it can be difficult to predict the effect of small changes to the software. The integration with reporting can be slow.

Success Factors is very robust and highly customizable, and that differentiates them from competitors.

You should consider the cost, and it can be prohibitive for smaller organizations. It is also so customizable that you will need someone on staff to become an expert to really use it to its fullest. It's also good to consider if you actually need a product this customizable or whether something more plug-and-play would work better for you.

We are constantly meeting with our SAP rep to tweak our setup. They are willing to work with us on this, but it is sometimes a lengthy process.

Success Factors is great for a large enterprise-level organization that needs highly customizable software.

Pro one: The system is easy to use and learn. Pro two: It can grow with your organization and accommodate a range of different employer sizes. Pro three: It has mobile functionality, allowing employees and administrators to access leave requests or review documents via a mobile app.

The organization already had PlanSource, which was owned by UKG. We expanded the use of the product since it already housed our HRIS and payroll information. It is fairly inexpensive with many add-on options, making it a good option for growth, which the company was experiencing. At that time, we had approximately 300 employees with plans to grow to 500.

Con one: UKG is fairly basic compared to other products I've used (ADP, Paychex, Workday). There are no big bells and whistles, but it gets the job done. Con two: You will have to pay a significant amount for full functionalities of the products if needed. I don't have cons other than these.

UKG offers a wide range of products, making it a good option for growing employers that don't have a lot of needs initially but will as they grow. Their backend helpdesk is also helpful because you can contact a person on many issues versus submitting a request/ticket for assistance and waiting for a response.

Consider your initial needs and your growth potential. If you have fewer than 100 employees, you can find other services that are more economical. If you plan to grow to a few hundred employees and beyond, this is a good long-term investment.

They are continually expanding their options. As previously mentioned, they have nice app capabilities. They also, like any other HRIS service, are continually adding or enhancing their offerings, such as benefits services, carrier feed setups, and reporting options.

UKG is a good fit for any private sector employer with 100 or more employees. I would not recommend it to employers smaller than this unless they will grow quickly beyond this number.

I like Sage People,

• as it has many features for example it generates extremely comprehensive and complete reports.
• as it has tools that allow me to batch-load data in a very easy and practical way.
• because it has very complete and functional support available to the user.

The tool was acquired for the registration database of employees. It was necessary to have a tool that could globally attend several countries. The tool had to be integrated with several applications like slack, DocuSign, financial force, etc. The system needs to be very complete in terms of reports and automation. I have been using the system for more than 1 year and 3 months.

Despite being complete the system has some limitations and in some countries with specific legislation is difficult to adapt to local rules. I can say that the system is quite complex and therefore some activities are quite difficult to perform and require some steps of attention.

I can say that the system has a lot of integrations with several other applications and platforms. Sage also stands out for its complete functionality in terms of reports. I also see the support offered to understand the system as a great differential, it is very complete.

Take into consideration a tool that can be globally adapted to many countries. Consider a tool that is widely possible to connect to other human resources applications and systems such as benefits, payroll, and other applications. Also, consider a tool that is easy to use and has a potential range of reports to generate.

I highlight that SAGE has released an updated version that can be used in parallel to the classic version, they call it Lightening with a more modern interface and some improved features.

In my point of view this tool is ideal for global organizations, with a human resources department that looks and takes care of your database and needs consistency and a reliable system with the ability to manage large volumes of data and generate practical reports and dashboards and requires integration with other internal systems in the company.