11 Best HRMS Software Solutions in 2025

1. Paylocity was great for onboarding and tracking time/attendance.
2. It was a time saver when inputting payroll.
3. I liked that employees could access their pay before the paycheck was issued.

We used Paylocity for just a few months. It wasn't quite what we had expected. We were looking for payroll software combined with a program for our HR needs. We had one person completing payroll, and it was not efficient. The amount of money spent on the accounting manager was not conducive to the company's budget. We also struggled with our recruiting process. It was nice for employees to access their pay before payday.

1. The program itself was not "quick and simple" to set up.
2. It was not always user-friendly, especially for staff members who aren't tech-savvy.
3. We did not like customer service; the agents weren't as knowledgeable as those from other HR programs I've used.
4. Teaching the program was difficult, and we wanted more how-to videos and tutorials.

I did not care for Paylocity. It was difficult, not user-friendly, and customer service was lacking.

If they are a small company, Paylocity is not going to be a good fit. They should evaluate their company's needs and weigh all options. This could be a good program for international companies looking for a basic solution.

I did not see it change much in the short period I used it.

I feel Paylocity would be a good program for large, international companies.

• It is easy to use, allowing users to quickly become proficient without extensive training.
• The setup process is simple, ensuring a hassle-free installation.
• It offers a variety of features, providing flexibility for different HR needs.

One of the key issues we aimed to address was the need for better support for our internal team. We required a system that would provide reliable assistance whenever needed.

Previously, we used ADP, which offered various features, but its customer service was lacking. This often left our team feeling frustrated, especially during critical times when timely support was essential.

In contrast, BambooHR made it easy to get assistance and resolve issues quickly. Their responsive customer support significantly improved our experience, allowing us to navigate challenges more efficiently. Additionally, the platform was simple to install and use, with an intuitive interface that helped our team transition smoothly.

• Many useful features require additional payments, which can increase costs.
• The billing structure works well for smaller organizations but may become expensive as employee counts grow.

I find BambooHR to be more intuitive and accessible than other HR platforms, which can often feel clunky or overly complex. Its user-friendly interface allows me to work more efficiently with fewer obstacles, making the overall experience more enjoyable.

The number of employees in an organization is a key consideration, as pricing can increase significantly with a larger workforce. It’s also important to assess which features are necessary and which ones can be omitted to manage costs effectively. Identifying essential tools ahead of time can help keep monthly expenses reasonable.

BambooHR has continuously improved by listening to user feedback and adding features that enhance usability and efficiency. These updates have made the platform even more valuable for HR teams.

BambooHR is ideal for HR professionals and organizations looking to streamline recruitment, improve employee engagement, and manage workforce operations efficiently.

The mobile feature of this system is a great convenience for managers and employees alike, as it enables them to easily access on the go. The user interface is visually appealing and easy to navigate, which makes it a pleasure to use on a daily basis. In addition, the reporting functionality is simple and intuitive, and the customer service team is highly responsive and helpful in case of any issues or questions.

Our company was struggling with the hiring process and needed a more efficient and cost-effective solution than our current system. We needed a system that would help us manage job postings, resumes, candidate communication, and applicant tracking in one place. We also wanted a solution that would integrate with other HR tools we were using, such as our payroll system. Paycor provided us with a cost-effective and comprehensive solution that helped us improve our recruitment process and streamline our HR operations. It helped us save time, reduce costs, and improve our hiring outcomes. I have used Paycor for 3+ years.

I think the ATS function was better when it was under Newton, but since it was acquired by Paycor, it has taken some time to adjust to the changes. I also wish it was capable of serving larger organizations to compete with iCIMS or Workday.

Paycor stands out from its competitors due to its user-friendly interface, customizable features, and seamless integration with other HR tools like payroll systems which is why I prefer Paycor.

When purchasing a tool like Paycor, people should consider important criteria such as the software's integration capabilities, installation process, security features, customer support, available features, and pricing. These factors can help individuals make an informed decision and choose a software solution that best fits their needs and budget.

The beauty of using this system has been that you are grandfathered in from the time you purchase the tool. Which means as they continue to update the system with innovative functions they do not charge extra.

I think it's excellent for small to mid-size 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

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

I love that Workday is set up to have administrators who cross check local changes, hold all employee data, keep historical data and maintain who made changes in the employee file. The cross checking minimizes mistakes that can’t be figured out except by a manager who no longer works for the company! With such a large employee base, the ability to be able to keep up with everyone is paramount.

My company was really trying to get organized, and we felt that Workday was the ideal product we needed! We needed to be in a position where different individuals could access employee files. Different authorizations needed to be granted to different levels of managers. This tool offered organization and a tremendous amount of adaptation to what we needed as a global company. We have had Workday for three years and we are super happy with it!

The cons of Workday are that it can only give the information that you input into the system. Workday does not blend reports; the user has to tell Workday what to do. The best way for the Workday system to improve I think is for back office imaging to have a more active role in the information that is programmed into Workday.

Workday is different from its competitors because it has the ability to build files. As technology changes any software that is going to remain effective has to have a stacking component.

For anyone considering to purchase Workday, i’d recommend having full time programmers to enhance the core of the software. This product is extremely sophisticated and requires a lot of programming. Workday is not for the small business!

Workday is fantastic because the software is forever evolving. Workday knows what the end user wants and that is the ability to export files to excel, and add and subtract components to create a more accurate document.

Workday is designed for very large companies that survive off of statistics. Workday's strong suit is its ability to build on other reports.

It is multifaceted. It can be used to monitor your fleet, issue ID cards, and handle many other HR functions. It is excellent for a larger-sized workgroup.

We bought this tool to replace our existing platform, ADP. ADP was cumbersome and outdated. They no longer provided user support for the version we had been using. After completing an RFP, we decided on UKG, which had many more features. We have utilized this tool continuously and still do. I have used this tool for one year. I am always adding and testing new functionality within the system, such as fleet management.

It is so robust that many of the screens are unnecessary. It is difficult to customize screens to meet the organization's needs. Implementation was difficult and time-consuming.

It is different in that it offers a variety of screens that help you track everything from ID cards issued to company cars assigned to keys issued.

Consider the size of your organization. This product is not suitable for a small organization. Additionally, you need extra staff to implement it properly.

Although I no longer use it, I believe that, due to market competition, they have improved.

It is ideal for larger organizations with a broad spectrum of tracking needs and multiple locations. A moderate level of computer proficiency is also recommended.

• It's centralised and easy to use, a new user can navigate it easily.
• Leave balance and leave approvals, pending etc makes it very easy and seamless.
• We get the exact working hours of each employee, work anniversary and birthdays too to send our best wishes.

We have been using Zoho People for the past couple of years. We needed a software tool for managing attendance, leaves, announcements, sharing docs etc, and Zoho People was the best option out there. We are happy so far. Recently we started using the check-in and check-out reminder options too.

• Sometimes employees face the issue of not being able to log in and out due to the website being down.
• It's a bit expensive.
• We can not have calls through it.

• They should check out all the services provided if it covers all of their needs.
• The budget should also be considered as the platform can be a bit expensive but it is worth it.
• I would suggest having a go at the free trial to be sure.

Yes it keeps adding new features and the user interface has become seamless over the years. Great work.

Companies with a hybrid work mode; you can track the log-in and log-out locations if needed.

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.

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.