11 Best HRMS Software Solutions in 2024

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.

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.

Paylocity offers many pre-loaded reports, which were useful for targeting specific metrics. The interface is user-friendly and has many valuable features. Having the opportunity to participate in a demo with a representative to walk through Paylocity’s functionality was extremely helpful. Additionally, the function that automatically posts new vacancies to multiple job sites, like Indeed and Monster, was very convenient.

Our company switched to Paylocity after acquiring another franchise. The acquired company already used Paylocity, and it was part of the contract that we would keep and integrate it with our existing employees. I have used it for about two years. However, there were numerous issues on payday, with several instances where paychecks were deposited into the wrong accounts.

While customer support was promised to be excellent, it was often difficult to find solutions when problems arose. The demo of the software was impressive, and the sales team did a great job, which is understandable why people might choose it, but the ongoing functionality can become frustrating when the same mistakes occur repeatedly.

Customer service frequently experienced turnover, making it difficult to find knowledgeable support, which was frustrating. Often, I found that I knew more than the representatives assisting me. We also encountered several instances where an employee’s pay was deposited into the wrong account, which was a significant concern that needed prompt resolution. Lastly, the frequent misalignment of cost centers was a constant issue, taking up a considerable amount of time to correct.

Paylocity has a very user-friendly interface compared to other tools I’ve used. The ability to provide demo training for onboarding new corporate individuals from other brands was a great advantage. However, once our account manager left, it became challenging to bring new users up to speed.

Consider your organization’s specific needs and take detailed notes during demos. Paylocity offers many training advantages, but it’s essential to have clear expectations of what you need from the tool.

Before I left the company, there was talk of introducing a texting feature, which seemed like a valuable addition.

I would recommend Paylocity for larger organizations. It offers a wide range of features that can be useful for payroll, onboarding, recruiting, labor management, and more.

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

Workday is powerful, you can create almost any report and any feature that you can imagine (although, you need to know how to do it). Workday is scalable, you can do a lot in bulk. Workday is integration friendly, having an internal HRIS be able to integrate with other software is key to running smooth internal business operations.

Previously, we were using Gusto and BambooHR for our Payroll and HRIS sources of record. Gusto and BambooHR would not integrate with one another, and we were continually faced with "big company problems" using a "small company tool" like Gusto. Workday promised an all-in-one, scalable, and powerful tool we could use in order to meet our many Payroll and HR needs. We've been using it since January 1st, 2023, and I can say that it's definitely allowed the company to scale some work streams.

Workday is incredibly unintuitive, I wish it was more user-friendly. Workday doesn't have a support team and the Workday Resource Center is not super useful, I wish it had a support team we could call. Workday is very expensive since they hold a large chunk of the market and since it's difficult to move HRIS systems, they're able to get away with charging a lot of money -- I wish it was less expensive.

A lot more powerful, and a lot more scalable, but way less intuitive to use.

Don't purchase Workday if your company is small (0-500-ish employees). Don't purchase Workday if you're not struggling with scale.

Workday has allowed us to spend less time processing workflows that affect the end user, allowing for more automation, which means less risk, which means fewer errors.

Mid-size to Large companies.

UKG is fairly user-friendly once you get used to the system. The recruiting module feeds into the onboarding, making hiring candidates simple. The community boards in UKG Community are very helpful when you're looking for tips and tricks on how to do something.

Our organization was looking for an HRIS as we were currently only using Ceridian for payroll. We purchased the UKG software about seven years ago. We were sold on the capabilities that were described to us during their sales pitch. The main objective was to streamline our HR processes and integrate various functions like recruiting, onboarding, payroll, benefits administration, and learning into one platform. Since implementing UKG, we have improved our HR efficiency and overall employee management.

Since it's a SAAS system, there is very limited customization despite what their sales team says. For example, we don't like to use the term "review," and their sales team said we could change that to "coaching," but we actually can't.

In the recruiting module, once a requisition is approved, you can't change the job title. For example, if we decided to upgrade an assistant manager role to a manager, we would need to put in a whole new requisition or change it on the back end once the employee is hired.

Time and Attendance can be a challenge depending on how you run your payroll. We've run into problems with showing the correct amount of PTO for our weekly payroll employees.

I've used SilkRoad for recruiting in previous organizations, and I definitely prefer that to the recruiting module in UKG. UKG doesn't let you save your view preferences, so every time you log in to look at jobs, you see everyone's jobs and not just yours.

Organizations need to think about how much customization they really need. If it's minimal, then UKG would be a good option. You should also consider your end user—tech-savvy employees will have little issues learning and navigating the system, while those who aren't as tech-savvy may struggle.

Yes, UKG makes updates based on customer feedback. For example, there used to be no option for new candidates to "sign and accept" their offer letter. Now there is.

UKG is good for a mid-size organization.

• 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.

1. Namely offers excellent benefits brokerage and administration, making it easy to manage employee benefits.
2. The customer service provided by Namely is outstanding, with quick and helpful responses to our needs.
3. The onboarding process for new employees is streamlined and efficient, reducing the time and effort required to bring new hires on board.

My organization plans to expand in the next two years, and we were looking for an HRIS software that is manageable for both supervisors and employees. We needed a system that could effectively track new employees throughout their tenure with the organization, and management agreed that we required software capable of scaling as we grow. After going through a thorough selection process with various HRIS companies, we found it challenging to choose the best fit for our organization. However, we were impressed that the team at Namely answered all of our questions and provided excellent guidance during the implementation process. We have been using Namely for about one year, and we are very satisfied with it so far.

1. Uploading form templates into Namely can be challenging, requiring additional time and effort.
2. The ability to add e-signatures to documents is limited, which could be improved for better functionality.
3. Making edits within the platform can sometimes be difficult, causing frustration when changes are needed.

I like that Namely is good for small and mid-size companies just starting their HR Department. They don't oversell products like some other HRIS software - they give you what is needed.

When purchasing Namely, it's important to consider its functionality and whether it meets the specific needs of your organization. It is also essential to evaluate whether the pricing fits within your budget, especially if you are a new or smaller company. Namely’s capacity to grow with a company is a key advantage, making it a good option if your organization is planning on expanding in the near future.

Namely has evolved to be very user-friendly for both employees and administrators, making it easier to navigate and use on a daily basis.

Namely is particularly well-suited for small to mid-sized companies looking for a comprehensive HRIS solution that can grow with their needs.

The ease of use is the top pro Zenefits has to offer in regard to navigation. The reporting tools were easy to use. For a small team or small organization, you can combine many HR functions such as benefits, payroll, and PTO balances.

This is a mediocre platform at best for tracking an employee's time if you have nonexempt employees, attendance, and PTO balances. It is also a great self-service user portal for benefits information and updates that may occur outside of open enrollment. I have used Zenefits for less than a year as one of my clients switched to Rippling.

There were issues with tax distributions that needed manual attention to rectify. It is very expensive! $396 is just per person as that is the basic price. The customer service is lacking in the most absurd way possible. There is no accountability for system disruptions and emails go unanswered.

As I mentioned, our client switched to Rippling, which was 100% better. While it had all the pros that Zenefits had, it didn't have any of the cons. I believe it was also a less expensive alternative.

Invest in a better HRIS with a company that actually listens to customer complaints and strives to improve on those areas of opportunity. While this HRIS is easy to navigate, so are others that will cost less money in the end with fewer headaches.

Sadly, it hasn't, which is why I believe many companies switch to other alternatives. Zenefits should listen to the areas that multiple customers are having and gather the IT/HRIS analysts together to improve on those issues.

Small businesses like a one-person HR department may find Zenefits useful.