10+ Best HRMS Software Solutions in 2024

• BambooHR is easy to use and train employees on. BambooHR makes it very easy to create offer letters and email templates when it comes to recruiting.
• BambooHR makes it easy to recruit and keep track of candidates, and the stages they are in in the interview process.
• The BambooHR 'how can we help button' makes it super easy when you have a problem or a question to get a resolution.

We are a small organization with roughly only 25 employees but we need a tool that could do it all. When making this decision we compared tools that could sit as an ATS system combined with an HRIS system. Not only can BambooHR fit in those factors, it can also have benefits and payroll implemented in their system if we wanted to stop using our other payroll system. We have been using BambooHR since March 2023 but I had used it at a prior organization so that was an easy decision to move forward with it.

• I wish BambooHR let you have candidate scorecards when recruiting.
• BambooHR makes it easy to create onboarding documents but it does not always simplify the packets for each job function.
• I wish BambooHR had the ability to open and close jobs more fluidly similar to Greenhouse - multiple openings in one job code for tracking purposes.

BambooHR is a great product for a small growing organization that needs a product to do it all. Because we have a limited budget we needed to find an ATS that could also onboard and fit as a people management system. I think that BambooHR is cheaper and easier to use.

When buying a tool like BambooHR I think they should consider price (this was our number one driving factor), and scalability. As we continue to grow, BambooHR will be able to grow with us.

BambooHR has evolved over the years since I last used it. They have developed their reporting capabilities, added payroll and benefits to their system, as well as created a system to organize a 'talent pool'.

BambooHR is good for a company with less than 400 employees that is looking to grow their organization, and manage current employees.

1. Paycor integrates with other business systems and software, such as accounting software, time and attendance systems, and applicant tracking systems. This seamless integration helps eliminate data entry duplication, enhances data accuracy, and improves overall workflow efficiency.
2. It provides dedicated customer support to assist us with any questions or issues we may encounter. Whether it's technical support, training, or general inquiries, Paycor's support team is available to ensure to offer solutions.
3. Its tax management system helps us stay compliant with tax regulations by automating tax calculations, withholding, and filing. It handles federal, state, and local taxes, reducing the administrative burden and minimizing the risk of errors or penalties. They still make errors sometimes but they will do extensive research and resolve the situation.

We used Paycor for 3 years. We used to outsource payroll to a third party vendor but wanted to bring it in-house and needed to ensure that it integrates with other tools that we use (401k, health insurance, expenses, etc). The key benefits it provides are: payroll administration, integration capabilities, time and attendance tracking, reporting and analytics tools, tax management, performance management, employee self-service, ATS, and onboarding. Paycor helps us streamline our processes and keep them all under one roof. They also handle compliance for us (garnishment setup, tax filings, etc). All we need to do is submit a case with a government notice we received and they will do the research and best efforts to resolve it.

• It can get very expensive. For each integration they charge a one-time fee of $1000, there are too many fees for conducting audits, edits and corrections.
• If there is an error on their end they will not admit it until we fight against it and then Paycor may waive it.
• Lately their support members have been all newbies and lack knowledge to help with complicated issues.
• They make internal changes way too often and it's hard to keep up. At the beginning of this year they completely revamped the user interface without warning and it was very hard to find things. It took them a while to update all of their SOPs to reflect the new layout.

It's not so different in what they can offer and how much they charge but I've used other HRISs that offer dedicated account manager support instead of a general 1-800 phone number.

• Think of what tools you actually need because they have a great sales team that will entice you to pay for additional tools you may not even need or use.
• Each integration costs $1000 so think twice and ensure that the cost is worth it for your company.
• You should have a dedicated person at your company to handle Paycor for you because it can be a full-time job to keep up with them and to babysit the support team.

They change way too often and too much. Just when I learned it well, they change it without warning. They keep adding new integrations (which is good). They grow rapidly and are trying to get better and meet their customers’ expectations.

Medium to large companies. It’s good for big corporations too.

• It’s a useful tool for onboarding and payroll.
• I like the app, the design is very nice and it's easy to use.
• I have used other onboarding platforms and they are quite difficult to understand or process.

For over 3 years, our company has been using Paylocity for onboarding and payroll purposes, but not their ATS feature. This system has been extremely helpful to keep track of the onboarding activities, which helps to keep everything organized and in one place. Also, for Payroll, the app is easy to use and very clear from what I have heard from my teammates.

• I would say, the platform is not modern enough.
• They need to update it quite often. I haven't seen many changes since I started using it a year ago. Usually, I hear that they are launching new things, but I haven't seen it personally.
• The ATS platform is not good. That's why we didn't get on it. It was not suitable, pricing-wise.

Well it's efficient for what is needed. It is quite similar to when I was using Greenhouse in the past, but I believe Paylocity’s app is better than what I have seen before.

It has the right tools for what is needed, I would say the cost is worth it for what they offer. Also, Paylocity has been in the market for a while and a lot of companies are using them. That’s key to keep in mind. The external reviews are good as well! However, it is vital to thoroughly examine using demos and trials to see if it’s the right fit for your company’s specific needs.

It has helped the business as we didn't have a system like this before. That said, I haven't seen many changes since I started using it a year ago.

For small businesses that are growing/expanding or any company that has over 50 employees.

I loved that the platform reached our global audience and that our employees could manage their own data in the system. I also liked the reporting functions and how easy it was to make benefit changes in the system from an administrative view.

We chose Ceridian because it was one of the only systems that had the global support we needed. We needed a robust system that would allow our employees to manage their data in the US, EMEA, Canada and Mexico, as well as hone into reporting functions easily for our COE. I used Ceridian for almost 4 years, managing benefits, reporting, and employee data. I trained my team how to use it, so they could emulate this training at their respective locations.

Ceridian is not the most user-friendly interface. It is not impossible to use, but for anyone who struggles with tech, it can be a challenge. Companies with large populations may also find it easy to get analysis paralysis, as all of the reports can be overwhelming and hard to sort through. Lastly, it only gets easier with practice, so if you are not on this platform often it will not get easier to navigate. One truly must familiarize themselves with it in order to understand how to navigate it.

What sets Ceridian apart is its global capability and reporting functionality. I have yet to come across another platform that can store the amount of data this can and pull it together in the same way Ceridian can.

The size and location of their organization/employees, data analytics, user interface and price.

I think they are trying to make a dashboard more user-friendly but otherwise, I think they know their strength and lean into that.

Large global organizations

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

User-friendly interface: Workday's clean and intuitive design makes it easy for users to navigate and find the information they need.

Scalability: This makes it an ideal solution for growing businesses that require additional functionality over time. As a company expands or needs change, Workday can be customized to meet those evolving requirements.

‍Seamless integration: Workday offers robust integration capabilities with various third-party applications, ensuring a smooth flow of data across different systems. This compatibility with other software tools enables organizations to maintain a connected ecosystem, streamlining processes and reducing the need for manual data entry or reconciliation.

My organization was 10k plus employees and our old HRIS system was dated and clunky. I used it for approximately 2 years. We needed better self-service for not only employees but for managers as well with built-in approval processes. Additionally, we were looking for a tool that could handle the complex requirements of our global workforce, including compliance with local labor laws and regulations. Our previous system didn't have robust reporting capabilities, and it was challenging to extract useful data for analysis. Furthermore, it made it easier to manage employee data and processes across multiple systems. It also provided built-in compliance features, ensuring that we were meeting legal requirements in all countries where we had operations.

Cost: The investment in Workday is substantial, and not a good option for smaller companies.

Learning curve: While Workday's user interface is intuitive, the platform's extensive features may require some time to master. Adequate training and onboarding are essential for users to get the most out of the software.

‍Limited customization: Workday offers a wide range of built-in features and functionalities, but it may not be the best fit for organizations with highly specific or unique requirements.

While Workday has a long list of impressive companies that utilize their system I find SAP SuccessFactors does just as much and for slightly cheaper.

Functionality: Determine the features and capabilities that are most important to your organization. Consider aspects such as human resources, payroll, talent acquisition, time and attendance, performance management, financial management, and analytics. Ensure the tool you choose covers the required functionalities or can be easily integrated with other systems to create a comprehensive solution.

Scalability: Assess whether the tool can grow and adapt to your organization's changing needs. A scalable solution will allow you to add or modify features as your business evolves, ensuring long-term viability.

Integration: Examine the tool's ability to integrate with existing systems and third-party applications. Seamless integration is essential for streamlining processes and reducing the need for manual data entry or reconciliation.

‍User experience: Evaluate the tool's user interface and overall usability. An intuitive and user-friendly design will encourage adoption and make it easier for employees to effectively use the platform.

They have expanded product offerings and made some user experience enhancements.

Enterprise with large (1000k+) and global employees.

I like the ease of the search feature in UKG. The knowledge center is very helpful. I appreciate how customizable the platform is.

UKG was selected before I joined the organization. From what I understand, the goal was to streamline processes and utilize an employee-facing platform. While the primary focus was on payroll, there was also an interest in electronic forms and digital onboarding of new hires. I have been using the software for one year. During that time, I have converted many processes to digital ones.

The interface is confusing and not very user-friendly. Processes such as checklists do not make sense. The integration with other platforms is lacking. Data cannot always be easily extracted from forms.

I feel other platforms like Rippling or ADP are more user-friendly. Their interfaces are more intuitive and less confusing. However, I do think UKG offers better support.

The biggest criterion is ease of use for the end user, which includes both administrators and employees. Integration, file feeds, and overall system ease are also important factors to consider. Make sure the tool can seamlessly integrate with existing systems and workflows.

I have not seen significant changes over the year I have been on the platform. There have been small rollouts, such as e-verify, which have been added to our account for free. These features are nice but not significantly impactful.

UKG is suitable for small but growing companies and entry-level HRIS users.

It is affordable and user-friendly. The customer support that is available in the software is good and always active in responding to customers. The application is easy to use for most users. Zoho People is a great option for storing employee information and tracking time.

5 years ago our company started to use Zoho People to deliver exceptional digital HR experiences to our employees while managing the entire employee life cycle on a single platform. I like its simplicity and integration with other Zoho tools like Zoho Payroll, Zoho Books, Zoho Expenses, etc. I love that the request permission, approval, and tracking features are so helpful. I like that the interactive form builder allows us to create different forms that meet our needs and help our HR team.

Sometimes I run into difficulties in terms of data integration between other integrated programs. Zoho People software does not integrate with other similar applications. They only provide a limited number of administrators for Standard and Premium pricing plans. The system is cloud-based only and not flexible to use.

Zoho People comes with an employee portal, organization chart, self-service, performance appraisal, employee leaves management, and salary tool features. All the HR processes can be managed from a central location which can help users to save time and reduce costs. The software offers a fully-mobile self-service that can help employees to get easy access to their HR data from anywhere, anytime. It can help employees have better control over their work.

The price of the solution is low and most people can afford it. Customer support includes online and email user support. Easy to learn and use.

They offer cloud-based hosting, which means IT resources are retrieved through web-based tools and applications and you don't need to buy servers and additional hardware equipment.

It is very good for small and medium size companies.

Namely has an extremely user-friendly interface that helps manage HR tasks efficiently. It integrates payroll, benefits, and performance management into one platform, simplifying key processes. The tool offers customizable reporting capabilities that provide insightful personnel data while maintaining compliance with regulations.

Namely, an automated HR solution preferred by our management after a long history of inefficient HR processes, has proven its relevance as all operations have been streamlined. Switching and gathering information from different platforms was difficult, especially when accustomed to one system's workflow.

Before introducing Namely, completing payroll, personnel records, and other internal processes was time-consuming and prone to errors. We aimed to implement automation to allow a focus on tasks like performance management rather than correcting discrepancies. Namely’s user-friendly interface, creative report design, and working tools played a crucial role in its successful implementation.

I have been using Namely for [insert your time of use], and it has made our human resource processes more efficient, improving workforce management. It has also eliminated the problem of waiting for reports, a common issue in many companies that wastes valuable time.

Customer support at Namely is slow, especially when handling urgent issues. Some customization options, like those for reports, are limited and should be more flexible. Occasional system glitches or downtimes can disrupt important HR workflows and reduce productivity.

Namely's key differentiator is its all-in-one platform, featuring an intuitive user interface that combines payroll, benefits, and performance management in one system. This reduces the need for multiple tools. Compared to platforms like ADP or Workday, Namely is much easier for non-technical users. While competitors may offer more in-depth functionality in specific areas, Namely strikes the best balance between features and simplicity, making it ideal for midsize companies seeking a full-service solution.

When investing in an HR tool like Namely, key considerations include scalability—ensuring the platform can grow with your company—and integration capabilities with other systems such as payroll and benefits providers. Ease of use is critical, as a user-friendly interface leads to higher adoption and minimal training. Additionally, it's important to assess the level of customer support provided and how responsive the vendor is when issues arise. Customization options are another important factor, as the platform’s ability to adapt to your specific HR needs can significantly impact day-to-day operations.

Namely has evolved significantly over time, enhancing its platform to meet user demands with better integration features. Originally focused on core HR management, it has expanded to include payroll management, benefits administration, and compliance tools that help companies align with regulations.

The user experience has improved with a more intuitive interface, and customizable reporting has become more robust to extract meaningful data. Namely has also responded to customer feedback by improving its customer support and onboarding processes, addressing concerns about response times and implementation smoothness.

Namely is ideal for mid-sized organizations, typically with 50 to 500 employees, that want a user-friendly HR solution covering all key HR functions. It is especially suited for companies seeking an easy way to manage payroll, benefits, and performance management without the complexities of large enterprise systems.

Namely also works well for organizations that value employee engagement and want to use data-driven insights to improve HR practices continuously. Its intuitive design makes it accessible for HR teams with any level of technical expertise.

Benefits administration is the main strength of Zenefits. It provides a smooth and streamlined administrative experience that requires very little workload from the organization. It then provides a user-friendly and clean experience for employees to easily move through their benefits enrollment.

Documentation is another area I appreciated with Zenefits. To maintain employee communication and documentation of said communication, Zenefits immediately offered the ability to communicate with affected employees (which would then be documented within the system) when a change is made.

Reporting is also done well. While I have experienced HRISs that I favor over Zenefits' reporting tool, I have no complaints when it comes to the ability to pull the necessary data to perform my job.

My organization signed on with Zenefits before I started working here. The key need was to have an HRIS platform that can handle benefits administration and payroll. The organization used Zenefits for four years, and I personally used it for three to four years. Once I became the main user, the benefits exceeded just benefits administration and payroll; it became my main resource for reporting data, home to bi-annual performance reviews, and goal tracking for individuals, teams, and company goals. While there wasn’t necessarily a problem to solve because this was the company’s first HR/payroll system, it did exactly what it was needed to do.

Zenefits is not a culture-friendly HRIS. It does what you need it to do in terms of data management and reporting, but if you’re looking for something that employees feel comfortable going to for information and a platform to use for culture pieces like announcements and fun communication, there are better options.

The performance management tool did not provide enough customizable features to tailor to the needs of the company, nor did it provide settings that offered ease of use for the administrators.

Integration strength is low. While there is the ability to connect systems, they still link out to the connected system versus staying within Zenefits for a more user-friendly employee experience.

Zenefits is not an overall tool I would prefer over others I have experience with, with one exception. I would rank Zenefits higher than UKG. Zenefits has a more basic and cleaner interface than the much more clunky and outdated UKG.

If the company is just getting started and needs a clean and easy-to-use tool for employee data management that will do the heavy lifting for benefits administration and employee onboarding, Zenefits is a great option. However, if the company is looking to build out a fun employee culture that is built around performance management and goal setting, training, etc., and wants to use their HRIS as the platform for that, I do not recommend Zenefits. But if the company is okay with having a variety of platforms for their employees to focus on different areas of the HR facets, Zenefits will cover employee data management and benefits administration well.

This was one of my main complaints toward the end of my time with Zenefits. They were bought out by Trinet, and it felt that upgrades and new feature implementation became stagnant and halted growth. Zenefits was no longer growing with my organization; the little things we were able to manage manually and the system itself were no longer able to cover our needs.

Zenefits is great for a young company without a dedicated HR person.