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11 Best HRMS Software Solutions in Q1 2024

Our team of HR tech experts have demoed and tested dozens of Human Resource Management Software tools. Based on this research, we present our top HRMS picks along with their features, pricing, pros & cons, and more below.

Rodrigo Vázquez Mellado
Written by
Rodrigo Vázquez Mellado
HR and B2B software analyst and advisor, tech writer and editor, former conversational designer
Contributing Experts
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Last Updated: Dec 13, 2023
TOP
Free HRMS for Global Teams
Deel
4.4
Popularity Score
4.6
User Score
4.5
Product  Score
Visit Website
TOP
Free HRMS for Global Teams
Deel
4.4
Popularity Score
4.6
User Score
4.5
Product  Score
Learn More
TOP
Top Vendor with Flexible Pricing
BambooHR
4.6
Popularity Score
4.5
User Score
4.4
Product  Score
Visit Website
TOP
Top Vendor with Flexible Pricing
BambooHR
4.6
Popularity Score
4.5
User Score
4.4
Product  Score
Learn More
TOP
HRMS for US-based SMBs
Paycor
4.1
Popularity Score
4.2
User Score
4.0
Product  Score
Visit Website
TOP
HRMS for US-based SMBs
Paycor
4.1
Popularity Score
4.2
User Score
4.0
Product  Score
Learn More
Over 3 million HR leaders trust our advice

Introduction to HRMS (Human Resource Management Systems)

Are you in the market for a world-class HRMS to help your team streamline employee onboarding, payroll, benefits management, and talent acquisition? If that’s close to your case, this guide will allow you to identify the best human resources management systems. We’ll also look at the main benefits of this type of software, how to get internal buy-in from stakeholders, and much more.

But what do we mean by HRMS? And what sets it apart from an HRIS or an HCM? While many people have different definitions, we agree with Oracle NetSuite when they explain that an HRMS is the most complete form of HR software, being able to tackle just about any HR process within the employee lifecycle, including payroll.

After extensive research, we've gathered the top HRMS software vendors, considering their HR management features, customer success, user experience, support quality, and implementation.

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Top HRMS Software

Deel

: Free HRMS for Global Teams

BambooHR

: Top Vendor with Flexible Pricing

Paycor

: HRMS for US-based SMBs

Ceridian

: Powerful HCM Suite for Enterprise

Rippling

: Mighty HRMS & More

WorkDay

: Enterprise-Focused HRMS

SAP SuccessFactors

: HRMS with Employee Experience Focus

UKG

: Full HRMS & ACA Tools

Zoho People

: Flexible, Cost-Effective HRMS

Namely

: Great HRMS for Mid-Market

Zenefits

: HR Essentials with Great UX

Our Criteria: Here's How We Chose The Top HRMS Software

How Did We Choose The Best HRMS?

To choose the best HRMS our experts conduct product demos with each vendor, incorporate user research, and gather feedback from HR tech leaders. The key areas we focus on when judging HRMS software are employee data management security, compliance and reporting, and employee experience.

Employee Data Management Security

Though known as “all-in-one” tools, the scope and scale of each HRMS system’s data management vary significantly, as does the dedication to security hygiene. Our top picks are security-focused companies with a good track record who use two-factor authentication, encryption, General Data Protection Regulation (GDPR), and California Consumer Privacy Act (CCPA) compliance.

Compliance and Reporting

Recordkeeping and documentation are critical, so we chose HRMS software that offers an array of compliance and reporting features.

To make it onto this list we require vendors to cover, at minimum, tax set-up and reporting, state and federal employment laws, wage and hour compliance, anti-discrimination and harassment prevention, and benefits regulations. Some tools below also offer global payroll and compliance features.

Employee Experience

As self-service options become more common in HRMS tools, the employee experience becomes more critical. In our experience, good UX/UI and overall ease of use is the most vital element of this feature, keeping employee frustration low and data accuracy high.

Our mission is to make it easy for HR and TA teams to buy, implement, and love their new software. If you want to learn more about our methodology, we invite you to explore our article on editorial guidelines.

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Compare the Top HRMS Software

Popularity Score
Best for
Key Differentiator
Pricing
Free Trial
Customers
Users Score
Product Score

Deel

Most Popular
4.4
Good bet for remote international teams w/ basic HR needs
Free core HR solution on top of a global payroll product
Starts at $49/month
No
15,000+
4.6
4.5

BambooHR

Most Popular
4.6
SMBs in need of a highly customizable tool, remote-friendly
HR management + a comprehensive recruiting suite
Custom Pricing
Yes
30,000+
4.5
4.4

Paycor

Most Popular
4.1
US-based SMBs in certain industries looking for a full HRMS
Very focused on payroll management + excellent HR features
Custom Pricing
Yes
40,000+
4.2
4.0

Ceridian

Most Popular
4.8
Large businesses with more than 1,000 employees
Very data-driven product, good for managing compliance
Custom Pricing
Yes
5,000+
3.8
4.5

Rippling

Most Popular
4.2
Teams under 2,000 employees looking beyond an HRMS
Scalable solution, very friendly with SMBs (US & beyond)
Starts at $8/employee/month
No
2,000+
4.2
4.1

WorkDay

Most Popular
4.0
Mid-to-large enterprises looking for an all-in-one platform
Enterprise-grade solution, still friendly to mid-size orgs
Custom Pricing
No
10,000+
3.9
4.0

SAP SuccessFactors

Most Popular
4.0
Large organizations in need of a personalized solution
Features for the whole breadth of employee experience
Starts from $6.3/user/month
No
5000+ companies
3.9
4.0

UKG

Most Popular
4.0
Businesses with more than 1,000 employees, everywhere
Lots of variety in features, workforce management focus
Custom Pricing
No
80,000+
4.2
4.1

Zoho People

Most Popular
4.0
Budget-conscious SMBs looking for a multilingual tool
Cost-effective tool with a wide range of features
Starts at $1.25/month
Yes
50m+ customers
4.3
4.1

Namely

Most Popular
4.7
US-based mid-market businesses (50-1,000 headcount)
Very focused in the mid-market US sector, great reporting
Custom Pricing
No
12,000+
4.1
4.6

Zenefits

Most Popular
4.0
Small businesses in the US looking for HR + payroll
Super easy to use, thanks to its modern-looking UX
Starts at $8/employee/month
Yes
10,000+
3.9
4.0
Phil Strazzulla
HR Tech Expert, Harvard MBA, Software Enthusiast

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Detailed Reviews of the Best HRMS (Human Resource Management Systems)

Deel

Visit Website
Deel
Learn More
Popularity Score
4.4 / 5
User Score
4.6 / 5
Product Score
4.5 / 5

Why we picked Deel

Global teams big and small will appreciate a free HRMS that was built by a global team. Yes, their core HR solution is free, along with many useful modules like 1:1s, virtual networking, and pulse surveys.

PROS

  • Exceptional customer service includes 24/7 in-app support and a speedy onboarding process of 2-3 days.
  • Users benefit from access to local payroll experts in each jurisdiction and support for contractors setting up as an LLC.
  • Seamless integration with popular platforms like Quickbooks, Bamboo, and Greenhouse, and the option for custom integrations to automate processes.
  • Deel's self-service approach and tech-enabled features allow for quick and easy adoption.
  • Effortless automated invoicing, available in English for both companies and contractors or employees.
  • One of the best features of Deel is its customer service. They offer 24/7 in-app support and the fastest-in-class onboarding speed of 2-3 days. Users get access to local payroll experts in each jurisdiction, and support is available for contractors facing challenges setting themselves up as an LLC.
  • Integrates seamlessly with common platforms like Quickbooks, Bamboo, Greenhouse, and more. They also offer custom integrations to automate and sync processes.
  • Self-service approach; tech-enabled features so customers can jump in quickly and easily. Our user researchers found it quite easy to set up: the identity verification process consistently took less than 24 hours, and in some cases, it took mere minutes.
  • Automated invoices, which are a breeze to do as long as they’re in English, both on the company and the contractor or employee’s side.

CONS

  • At the time of publication onboarding automation is an add-on, which might be costly for some companies.
  • Flexibility in altering contracts or service agreements is limited, often requiring an addendum for changes.
  • $5 fee per payout.
  • Currently, generating invoices in a language other than English is not possible with Deel.
  • Some of Deel’s best and most powerful services, like onboarding automation, appear to be add-ons, which might be too costly for some companies
  • There is little to no flexibility when it comes to altering their contracts or service agreements, so many changes would require an addendum.
  • There is a $5 fee per payout
  • As far as we’ve seen, it’s not possible to generate invoices in another language.

Deel Review

Deel was originally a global payroll offering, that has since expanded their product to be a full fledged HRMS. While it's probably best for global teams that have international colleagues, their functionality could also be used by companies operating in just one country.

One of our favorite features of this HRMS is "connections" - a product where teammates can connect virtually to bond and learn more with one another. HR teams will also appreciate the onboarding workflows (including the ability to provision equipment globally!), background checks, remote location management, and perks.

Deel Customers

Deel Pricing

Best For

Deel in action
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BambooHR

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BambooHR
Learn More
Popularity Score
4.6 / 5
User Score
4.5 / 5
Product Score
4.4 / 5

Why we picked BambooHR

BambooHR is a top-notch HR software known for its flexibility, user-friendliness, and reliability. It offers numerous features, including ATS, payroll, and performance management.

PROS

  • Flexible packaging and custom pricing options based on user requirements
  • Intuitive design ensures a user-friendly experience, simplifying HR processes for HR pros, managers, and the entire team.
  • Regular updates and customer support, BambooHR continuously strives to enhance its offerings.
  • Flexible packaging and custom pricing is the way they roll. You can pick out one or two packages and pick other modules as add-ons based on your needs. 
  • Very simple and straightforward tool, easy to use.

CONS

  • The payroll functionality is limited to U.S. companies.
  • Customer success hours only suitable for U.S. time zones
  • Core HR tools must be purchased to use features like time & attendance,  surveys, and performance assessment.
  • Payroll is only available for US-based employees 
  • Customer support is only offered during US business hours.
  • Some modules like time tracking, performance management, and surveys are only available as add-ons.
BambooHR dashboard screenshot - one of the best human resource management system software

BambooHR Review

BambooHR offers flexible plans and a comprehensive platform that covers the entire employee lifecycle with full HRMS functionality, including recruiting, performance management, and many more. The platform also provides an integrated app marketplace for HR and recruiting vendors and a handy Human Resources glossary.

BambooHR Customers

Among the 20,000+ companies that use BambooHR, you’d find names like Quora, Universal Group, Reddit, Asana, Change.org, University of Maryland, Grammarly, Stance, Postmates, Wistia, the Jacksonville Jaguars, and ZipRecruiter.

BambooHR Pricing

Pricing is not disclosed upfront, but they do offer a free trial of their all-in-one software and then go out of their way to find a version that will suit you. Before they come up with a personalized quote that will align with your budget, however, they are also likely to extend your free trial upon request or even give you a free demo of the advanced features.

Best For

BambooHR is an excellent choice for companies seeking a highly customizable HR product with pricing options that accommodate their specific requirements. It is worth mentioning that it is favored by partially and fully remote teams.

BambooHR in action
Reviewer's Rating
9/10
  • The tool has been critical in managing employee data and maintaining the database of employee information accessible by the team remotely.
  • We use BambooHR for onboarding and collecting information for new joiners. It is also an ideal tool for recruitment and tracking of candidates throughout the recruitment cycle.
  • We are also able to use it to track and manage employee leave applications.
  • Reporting has been made very simple since I can pull a report in minutes on headcount, analysis on gender, leave, turnover rates, onboarding, and performance

What do you like about this tool?
  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.
Why did your organization buy this tool, and how long have you used it for?

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.

What do you dislike about this tool?

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

How is this tool different than their competitors?

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.

What Instructions should people think about when buying this type of tool?

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.

How has this tool changed or evolved over time to meet users needs?
  • 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.

What specific type of user or organization is this tool very good for?

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.

What specific type of user or organization would this tool not be a good fit for?

Large enterprises: BambooHR is generally not recommended for large enterprises with complex HR needs. The system is designed to be straightforward and easy to use, which means it may not have the depth of functionality that larger organizations require.

It is also not ideal for a company wishing to run payroll that is operating outside the US

Paycor

Visit Website
Paycor
Learn More
Popularity Score
4.1 / 5
User Score
4.2 / 5
Product Score
4 / 5

Why we picked Paycor

Paycor is popular among small and medium-sized businesses across states for managing payroll, budgeting, and time and labor management. While the greatest strength of Paycor is payroll, the platform is also known for being a well-established HRMS with positive employee experience features and scalability.

PROS

  • Paycor payroll solution and mobile app are both straightforward to use.
  • Intuitive self-service employee portal.
  • Offers multiple modules for small businesses and custom plans for teams with 50-1000 employees.
  • Unlimited payrolls.
  • Offers discounts frequently. Though not listed on their site, a free trial is available to those who contact the support team directly.
  • On-demand pay is available for all plans.
  • With the acquisition of the people development platform Verb, it has improved its employee learning experience.
  • Paycor payroll solution and mobile app are both straightforward to use.
  • Intuitive self-service employee portal.
  • Offers multiple modules for small businesses and custom plans for teams with 50-1000 employees.
  • Unlimited payrolls.
  • Offers discounts frequently. Though not listed on their site, a free trial is available to those who contact the support team directly.
  • On-demand pay is available for all plans.
  • With the acquisition of the people development platform Verb, it has improved its employee learning experience.

CONS

  • Undisclosed pricing.
  • Customer support is reported to be slow at times.
  • It is not a good fit for teams with 1000+ employees or those requiring advanced customization to meet their unique requirements.
  • Undisclosed pricing.
  • Customer support is reported to be slow at times.
  • It is not a good fit for teams with 1000+ employees or those requiring advanced customization to meet their unique requirements.
Paycor dashboard screenshot - one of the best HR Management System

Paycor Review

Aside from being one of the most well-established HRMS, Paycor stands out for its payroll capabilities. Running payroll on the platform is straightforward. We are a team with members of multiple contract types and nationalities, so we appreciate that it services both hourly workers and full-time employees, U.S.-based or otherwise.

The platform lets users choose their pay intervals (weekly, bi-weekly, monthly, etc.) and allows our team members to select their payment methods (on-demand pay, direct deposit, Paycor wallet). The best part is that these features, autorun, and off-cycle payroll runs are accessible to all users, including the Basic ones.

Self-service is another pro of Paycor. Through the portal, employees can access their onboarding, payroll, work schedules, and benefits enrollment (what could be better than autonomy?) They can also update their contact and banking information; then, notifications about changes are sent to admin users in real-time.

Paycor didn’t disappoint us with its latest mobile app version. It used to be very limited, but now we can access the whole self-service suite on mobile devices. Plus, all Paycor Scheduling subscriptions can access Team Chat — a real-time communication tool that lets members message individuals, groups, or channels within the app.

There are still parts we don’t like. While Paycor offers several support channels, the support team is sometimes slow to respond. We’d also love to see improvements in reporting and analytics. The lower-priced plans have minimal reporting capabilities, and even the enterprise plan users may still find the tool lacking.

Paycor Customers

Wendy’s, McDonald’s, Detroit Zoo, The Cincinnati Bengals, The YMCA.

Paycor Pricing

Paycor doesn’t publish its pricing on the website. You need to get in touch with customer support to get a quote.

Best For

Small and medium-sized companies in the U.S. that are looking for a one-stop shop for their HR needs. Particularly, businesses in industries like manufacturing, healthcare, food and beverage, nonprofits, and professional sports organizations are likely to make the most out of Paycor’s features.

Paycor in action
Reviewer's Rating
5/10

I use Paycor Recruiting to manage multiple job openings and candidate data. Specifically, to access different job postings and review candidate details, likely to determine if they are a good fit for the role. After identifying potential candidates, I use it to manage them throughout the recruitment cycle, moving them from one stage to another as appropriate. This process may include reviewing resumes, scheduling interviews, sending messages/emails, adding comments, and conducting background checks or reference checks.

It also provides a centralized platform for managing multiple clients and candidates since it has the ability to organize and track candidate data and makes it easier to identify the right candidates for the clients and move them through the hiring process more efficiently.

Overall, Paycor Recruiting is an effective tool for managing recruitment efforts, particularly for staffing firms or organizations with multiple clients. By providing a centralized platform for managing job postings and candidate data, Paycor Recruiting can help streamline the recruitment process, making it easier to identify top candidates and move them through the hiring process more quickly.

What do you like about this tool?

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.

Why did your organization buy this tool, and how long have you used it for?

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.

What do you dislike about this tool?

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.

How is this tool different than their competitors?

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.

What Instructions should people think about when buying this type of tool?

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.

How has this tool changed or evolved over time to meet users needs?

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.

What specific type of user or organization is this tool very good for?

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.

What specific type of user or organization would this tool not be a good fit for?

Paycor may not be suitable for large organizations with complex HR requirements, as they may need more sophisticated HR software to handle multiple departments, locations, and employee types. Additionally, organizations that do not use technology for their recruitment and HR processes may not benefit from Paycor's features and functionalities.

Ceridian

Visit Website
Ceridian
Learn More
Popularity Score
4.8 / 5
User Score
3.8 / 5
Product Score
4.5 / 5

Why we picked Ceridian

Ceridian makes Dayforce, a modern cloud HR platform that can manage the entire employee lifecycle.

PROS

CONS

Our reviewer took screenshot of Ceridian HRMS System dashboard during the demo

Ceridian Review

Although it’s labeled as an HCM, Dayforce by Ceridian also includes a comprehensive payroll tool. Dayforce integrates data from every stage of the employee lifecycle, empowering informed decision-making and data-backed insights.

Its flexible rules engine enables efficient handling of intricate regulatory demands, delivering real-time updates and calculations.

Ceridian Customers

  • Guitar Center
  • Danone
  • Spirit Aerosystems
  • El Pollo Loco
  • Crescent Bank

Ceridian Pricing

Pricing for the Dayforce HCM suite is not provided up front.

Best For

Enterprises with over 1,000 employees.

Ceridian in action
Reviewer's Rating
8/10

I used Ceridian for about 2 years and was a power user, as well as part of the implementation team. The main workflows were new hire onboarding, promotions with secondary approvers, leave of absence management, scheduling, attendance and offboarding. Considering that we used to do all of these processes using a paper form, the platform helped us save a lot of time and work more efficiently.

What do you like about this tool?

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.

Why did your organization buy this tool, and how long have you used it for?

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.

What do you dislike about this tool?

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.

How is this tool different than their competitors?

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.

What Instructions should people think about when buying this type of tool?

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.

How has this tool changed or evolved over time to meet users needs?

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.

What specific type of user or organization is this tool very good for?

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.

What specific type of user or organization would this tool not be a good fit for?

I'd not suggest this to a small business or company shopping on a budget. If you don't need a lot by means of customization or integrations, there are less expensive options available. I'd also not recommend this to a company that doesn't have the budget to assign a full time HRIS Manager to it. Depending on the size of the company, it may even require additional staff to support it.

Rippling

Visit Website
Rippling
Learn More
Popularity Score
4.2 / 5
User Score
4.2 / 5
Product Score
4.1 / 5

Why we picked Rippling

Rippling is a mighty HRMS solution for growing teams, ideally medium-sized, to handle payroll, budgeting, and time and labor management with efficiency and autonomy. The ability to integrate with 500+ apps makes Rippling a strong bet for teams looking to share data between all of their business software.

PROS

  • Rippling provides an end-to-end HCM with great automation features.
  • Supports both US payroll and global payroll in over 100 countries.
  • Auto-translates receipt line items and converts their currencies for the reviewer.
  • Robust integration capabilities.
  • The benefits module enables users to collaborate with their preferred broker and choose from 4,000 options.
  • Modules are available for individual purchase or as part of a suite, but the Core HR module is mandatory in any package.
  • All-in-one platform for employee management + PEO services offered, and even a suite of other IT products 
  • With 500 integrations, it’s very likely that they integrate with other key tools from your tech stack.
  • Operates globally with any currency
  • Workflow automation
  • Analytics opportunities
  • Provides a holistic view of company outflows—headcount costs included

CONS

  • Payroll automation not available.
  • No complimentary trial.
  • Support not provided 24/7, additional charges for phone support.
  • Not suitable for businesses with 2,000+ employees.
  • Total buy-in to Rippling is essential 
  • Very SMB-oriented, in case you’re a larger company. 
  • New features tend to be buggy in ways that tech teams are not accustomed to fixing
Rippling dashboard screenshot - one of the best HRMS Software Company

Rippling Review

Rippling has emerged as a leading HRMS platform, providing an extensive array of HR management functionalities.
Since its launch in 2016, it has continuously evolved to prioritize efficiency, autonomy, and a user-friendly interface.

Rippling Customers

Vox, Maximum Games, Superhuman, Compass Coffee, Highnoon.

Rippling Pricing

Rippling pricing starts at $8 per employee per month. For a personalized quote, you need to reach out to their sales team.

Best For

Rippling is an excellent choice of an HRMS for US-based and international teams that don’t have more than 2,000 employees.

Rippling in action
Reviewer's Rating
6/10

We use Rippling for all HR processes - hiring, onboarding, training, time and attendance, etc. We also use the pulse tool for surveys of our employees. We have built workflows to support onboarding and schedule management when someone takes time off. It's a daily tool for us.

What do you like about this tool?

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.

Why did your organization buy this tool, and how long have you used it for?

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.

What do you dislike about this tool?

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.

How is this tool different than their competitors?

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.

What Instructions should people think about when buying this type of tool?

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.

How has this tool changed or evolved over time to meet users needs?

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.

What specific type of user or organization is this tool very good for?

HR teams, I think it would be good for organizations with over 50 employees

What specific type of user or organization would this tool not be a good fit for?

Very small organizations, those primarily based outside the US

WorkDay

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WorkDay
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Popularity Score
4 / 5
User Score
3.9 / 5
Product Score
4 / 5

Why we picked WorkDay

Workday is a highly favored HRMS solution specifically designed for enterprises. It offers a single source of workforce administration, engagement, and compensation and benefits data. This approach caters to all worker types, including contingent workers, employees, contractors, and retirees, making it a versatile solution for managing diverse workforces.

PROS

  • Workday configurable process flows make it easy to scale processes to a global level while adapting them to local requirements.
  • Employee and Manager Self-Service
  • AI-driven skills cloud helps identify workers with the skills gap.
  • Has a mobile app.
  • Provides phone support, email support, community, and live chat support.
  • Compliance with SOC 2 Type 2 standards
  • Accessible customer support from the community, live chat, and telephone.
  • Compatible with 300 HR systems such as ERP/GL, CRM, HR, and PSA.
  • Configurable dashboard with AI and ML-driven insights.
  • Ability to maintain real-time alignment of budgets and workforce plans.
  • SOC 2 Type 2 compliance.

CONS

  • Lacks pricing transparency.
  • No free trial.
  • The implementation process can be very time-consuming (~5 months on average).
  • The interface may pose challenges for new users, and training may be necessary to familiarize oneself with all product features.
  • Their mobile app isn’t very user-friendly.
  • Undisclosed pricing.
  • No free trial for its talent management software.
  • Time-consuming implementation period (average 4.5 months).
  • Challenge navigating for first-time users may require training.
  • Issues with logging in were reported by users.
Our reviewer took screenshot of Workday HRMS System dashboard during the demo

WorkDay Review

Workday stands out with its impressive adaptability to individual users. Leveraging machine learning, it offers tailored recommendations based on user roles, whether they are employees, contractors, managers, recruiting agencies, applicants, or retirees.

The tool is particularly well-suited for businesses with multiple global branches. It allows for global consistency while enabling customization of workflows to accommodate local differences, ensuring a seamless experience across the organization.

Workday's reporting capabilities are also noteworthy because they sync HR data with finance and integrate with various HR tools. This can be used for analytics that provides visibility into the workforce’s capabilities, making it easier to identify gaps and develop talent.

While Workday's HRMS suite is popular among large enterprises and global teams, the mobile app needs work. Both Android and iOS users have reported issues with the time clock system, frequent crashes, and sign-in problems. Workday's implementation process also has room for improvement, having received mixed reviews from users and HR teams.

WorkDay Customers

Quicken Loans, AstraZeneca, Target, Dell, Bank of America.

WorkDay Pricing

The exact pricing details of Workday aren’t disclosed on the website. Contact Sales for a quote.

Best For

This platform is best for large, global organizations looking for an all-in-one tool. It offers insights into the workforce, fosters employee engagement, and facilitates adaptability to industry, situational, and regulatory changes.

WorkDay in action
Reviewer's Rating
8/10

The key workflows that we use Workday for include employee electronic files, running reports, keeping attendance, performance processes. We have over 320,000 employees and the employee electronic file needed to be customized to our needs. Certain elements such as the performance of an employee, rehire status, offer letter, and other employee related data needed to be located in one place. Strategic reports such as location data, performance trends, flight delays and hundreds of other reports are neatly stored. Attendance is vital, this feature is important in keeping up with vacation time used, earned, and sold. The connection between the time clock and Workday saves the company money because of its ability to cross check automatically.

What do you like about this tool?

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.

Why did your organization buy this tool, and how long have you used it for?

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!

What do you dislike about this tool?

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.

How is this tool different than their competitors?

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.

What Instructions should people think about when buying this type of tool?

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!

How has this tool changed or evolved over time to meet users needs?

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.

What specific type of user or organization is this tool very good for?

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

What specific type of user or organization would this tool not be a good fit for?

Small businesses

SAP SuccessFactors

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SAP SuccessFactors
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Popularity Score
4 / 5
User Score
3.9 / 5
Product Score
4 / 5

Why we picked SAP SuccessFactors

SAP SuccessFactors is one of the big names in HR software. They’re currently pushing the boundaries of the HCM category itself, calling their product an HXM suite (for Human Experience Management).

PROS

CONS

Our reviewer took screenshot of SAP SuccessFactors HRMS Software dashboard during the demo

SAP SuccessFactors Review

SAP is trying to transform traditional human capital management into a more employee-oriented endeavor. Through their HXM, they are trying to position the worker’s experience as the main filter for how companies engage with their people. Their product helps HR managers deliver experiences that resonate with employees while shaping their strategy.

Although not branded as an HRMS, SuccessFactors does cover all the features you’d expect from this category. This includes cloud payroll and benefits administration, even for a global workforce.

SAP SuccessFactors Customers

  • American Airlines
  • Ernst & Young
  • Hero Group
  • Terex
  • Watco Companies

SAP SuccessFactors Pricing

Pricing for SAP’s HXM suite is only available upon request.

Best For

Enterprises looking to improve UX

SAP SuccessFactors in action
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UKG

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UKG
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Popularity Score
4 / 5
User Score
4.2 / 5
Product Score
4.1 / 5

Why we picked UKG

UKG is the merger of Ultimate Software and Kronos. As such, it brings more than 7 decades of experience with HCM tech into the workforce management space. UKG Pro, their HRMS, offers features like people analytics, benefits administration, and payroll.

PROS

  • Leveraging years of experience in HCM and workforce management technology, UKG Pro and UKG Ready offer a comprehensive solution.
  • By providing UKG Pro as an HRMS solution and UKG Ready for workforce management, you can access a range of features that address diverse HR requirements through a unified set of tools.
  • You can configure user visibility within the system.
  • The Ultimate Community provides on-demand information and networking opportunities for UKG Pro users.
  • Includes an iOS app and an Android app for employees.
  • Super robust product, packing years of experience with HCM and Workforce Management technology 
  • Since they offer UKG Pro for HRMS and UKG Ready for workforce management, you could arrive at a combination of products that suits many of your HR needs from the same set of tools.

CONS

  • In comparison to more recent tools, both UKG Pro and UKG Ready might lack a clear focus or distinctive selling proposition tailored to specific types of businesses, meaning niche operations might find it challenging to adapt.
  • The Android app has some issues with logging in.
  • Not very budget-friendly with SMBs.
  • All-in-one is not ideal for teams who require only a handful of specialized functionalities.
  • Compared to newer tools, UKG Pro and UKG Ready tend to miss a unique selling point or a specific focus on a certain type of business. While they work great for bigger companies in all sorts of industries, very niche operations might have a hard time adapting to the tool. 
  • Similarly, ​​UKG offers many solutions under one umbrella, so it's not the best fit if you're looking for only a handful of specific use cases.
UKG HRMS Platform dashboard screenshot

UKG Review

UKG offers a wealth of features and expertise to support the HR needs of large enterprises. From hiring and onboarding to performance management and succession planning, this platform aims to provide a holistic solution for HR needs. UKG has utilized its 70 years of experience in the field and companies' mergers to deliver such comprehensive solutions.

In addition to its wealth of features, we found the platform configurability and the outstanding support from the Ultimate Community to be particularly noteworthy aspects of our experience with UKG.

As administrators, we can control access to specific user groups. Tailored access is a significant advantage for teams prioritizing robust data security.

Although UKG's user interface boasts an attractive aesthetic, the plethora of features can be overwhelming. However, the Ultimate Community proved invaluable, providing access to loads of information and insights from previous conversations. The ability to ask questions and seek assistance from other users was also highly beneficial.

UKG exhibits noteworthy strengths, but we did encounter a few drawbacks during our assessment. Unlike newer specialized tools, it may lack the specificity needed by niche businesses. Furthermore, some users have reported issues logging into the Android app. Finally, this product is not priced for teams looking for a low-price solution.

UKG Customers

Tesla, Marriott, Yamaha, Aramark, Puma, Sony Music, Samsung.

UKG Pricing

  • Pricing for UKG is not disclosed on their website.
  • Typically, the pricing is based on a per-employee-per-month model, with options for annual or monthly billing options.
  • UKG Pro licenses generally start at around $600.00 per year for every 5 users. For an exact quote, please reach out to a sales representative.

Best For

UKG is an excellent choice for large companies operating in the Americas, EMEA, and Asia/Pacific regions, with a minimum employee count of 1000.

UKG in action
Reviewer's Rating
3/10

I personally use the tool every day. The main thing I use the tool for is pulling reports about employee information. I use these reports to provide talent metrics to our executive leadership team. I also use the tool daily to review the org chart. This assists in integrating employees into other programs we use, like Officevibe and Linkedin Learning, which UKG does not directly integrate into. One other workflow we use UKG for is assigning HR tasks. You can create custom tasks, so we use it to keep track of tasks that are not related to UKG, like removing people from other programs when they are offboarded.

What do you like about this tool?

Honestly, I do not like UKG, but these are 3 pros:

  1. The org chart is nice to be able to see who each person reports to (although only HR is able to see it)
  2. The HR checklist tasks are useful to keep track of tasks.
  3. The ability to filter reports before exporting is useful.
Why did your organization buy this tool, and how long have you used it for?

Our organization bought UKG to replace our old HRIS. We previously were with BambooHR but moved to UKG so that we could move payroll internally. We have been using the tool for one year. This tool provides the bare minimum needed for an HRIS as we have the basic version. We have used the tool for one year, but we are already looking for a new HRIS to move to because we have had a very bad experience with both the tool and customer support. I personally use the tool daily to run reports and review the organization chart.

What do you dislike about this tool?
  1. Pulling reports is so complicated. It is not streamlined at all.
  2.  When conducting payroll, we get LOTS of error flags that we have to go through (and by LOTS I mean 75-100)
  3. The org chart is only accessible by the HR dept.
  4. It is just not user-friendly. I often have to hold the hands of our employees to show them how to submit a PTO request, change their personal info, etc.
How is this tool different than their competitors?

This tool is much worse than similar tools in my opinion. The reason we switched was so that we could have an internal payroll solution, but after just 1 year we are already looking for a different tool.

What Instructions should people think about when buying this type of tool?

The first criteria people should consider is whether the tool meets all of their requirements. That is the reason we switched to UKG because our old system did not meet our new requirements. Next, people should consider whether it has add-ons that support their business. We are looking for a system that has a built-in performance management solution, as well as L&D functions.

How has this tool changed or evolved over time to meet users needs?

No. The customer support has not been helpful to us.

What specific type of user or organization is this tool very good for?

Small companies that want to do internal payroll but do not need all of the bells and whistles (and who do not mind spending a lot of time on payroll and pulling reports). I do not recommend the tool.

What specific type of user or organization would this tool not be a good fit for?

Most organizations. Any org that wants additional tools beyond the bare minimum. Any org that is big enough to need an org chart. We are at 250 and it is already an inefficient tool for us.

Zoho People

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Zoho People
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Popularity Score
4 / 5
User Score
4.3 / 5
Product Score
4.1 / 5

Why we picked Zoho People

Zoho People is a complete solution for HR teams that offers a free plan in addition to other affordable options. Their tool can take on basic HR tasks like time and attendance, performance assessment, learning and development, employee engagement, and payroll management.

PROS

  • All core HR features in a single dashboard.
  • A wide array of integrations.
  • Available in multiple languages.
  • Has a free version and a free trial.
  • All core HR features in a single dashboard 
  • Wide array of integrations 
  • User-friendly UI, constantly updated 
  • Available in multiple languages

CONS

  • Payroll function was found to be too simplistic for some teams.
  • Mobile apps offer a scaled-down version of what’s available with the web version.
  • Occasional reports of slow load times.
  • Since they offer so many modules, some may be not as robust as other products that have been more specific about covering certain needs. For instance, some teams have found their payroll offering to be quite basic. 
  • Not all that’s available in the web platform is available in the app
  • Some users reported that the platform can be slow to load every now and then.
Our reviewer took screenshot of Workday Human Resource Management System (HRMS) dashboard during the demo

Zoho People Review

Overall, we were quite impressed with this tool. It’s built solid with smart features, and it scales well. The forever-free plan is a major plus, even with limitations around total users (the upper limit is five) and a scant 250MB of storage.

Zoho’s mobile apps offer on-the-go convenience, and the core HR functions are all in good working order.

One remarkable aspect is the Cases feature. This functionality empowers users to submit their support inquiries within designated HR categories, ensuring swift responses from dedicated agents. It's a straightforward and efficient solution that saves valuable time.

Equally impressive is Zoho People, which accomplishes two goals at once - fostering enhanced collaboration while bolstering security through its access control feature. Administrators are able to easily assign access permissions to members which enables both effective collaboration and robust security measures.

Announcements empowers managers to share vital company information using a wide range of content types, formatting choices, and location-specific visibility settings, ensuring that important announcements reach the right audience in the right way at the right time.

Our experience with the browser-based self-service feature was good. It provided a centralized platform for accessing employee records, leave management, timesheets, and policy documents. However, we had some challenges with the mobile app. There were occasional lags during check-ins and facial recognition processes, and certain tools, like payroll, were more basic functionally compared to other similar tools in this space. There have been user reports of loading delays, be we didn’t experience this.

This platform is a good place for a growing company to start, and this has been attested to by multiple users reporting that their team started with the free plan and grew into a higher tier.

Zoho People Customers

ZPE Systems, Cloudfronts Technologies, Zomato, SpiceJet, Foresight CFO.

Zoho People Pricing

Zoho People has five plans:

  • Free: up to 5 users and 250MB of storage.
  • Essential HR: $1.25 per user per month when billed annually.
  • Professional: $2 per user per month billed annually.
  • Premium: $3 per user per month billed annually‍.
  • Enterprise: $4.5 per user per month billed annually.

Best For

While Zoho offers custom pricing for organizations with over 500 employees, its existing feature sets are particularly well-suited for small and medium-sized businesses (SMBs). The tool's multilingual capabilities enable it to cater to global teams effectively, ensuring seamless collaboration and communication across language barriers.

Zoho People in action
Reviewer's Rating
8/10

All of my team members are on Zoho. It starts with onboarding a candidate to our organization with the help of Zoho People, keeping the important documents, daily attendance, leave trackers, etc.

What do you like about this tool?
  • I like the integration among the Zoho applications which makes life way easier.
  • It also provides me with a wide range of features apart from attendance, leave, etc. so I keep trying new things.
  • It was easy to set up; I didn't need to wait for an expert to set it up.
Why did your organization buy this tool, and how long have you used it for?

I just started my organization and wanted to keep records of their attendance, leaves, employee records, etc. I was using Zoho Books and was happy with that so I thought of trying Zoho People for HRMS. It has been nearly 3 years since I'm using Zoho People.

What do you dislike about this tool?
  • There should be a few more integration options with other external software.
  • The UI can be improved so interaction over the platform becomes easier.
  • Sometimes changing the policies is difficult as quite a lot of things are interconnected.
How is this tool different than their competitors?

I have used GreytHR and I found Zoho is quite advanced with a lot more features.

What Instructions should people think about when buying this type of tool?

I think it all depends on someone's requirement but I think for startups and small-medium companies, keeping operations simple is key, we should not be wasting our time in dealing with bulky software. In this regard, Zoho People comes handy with the level of integration available within Zoho applications that can fulfill most of your organization's needs.

How has this tool changed or evolved over time to meet users needs?

I have not seen Zoho People change a lot in the last 3 years since I started. There were some minor changes to the UI and some of the features which I found useful.

What specific type of user or organization is this tool very good for?

I think it is good for startups and organizations with remote teams etc. Also, if someone is using some of the other Zoho applications then I think it completely makes sense to use Zoho People.

What specific type of user or organization would this tool not be a good fit for?

I can’t think of an organization it wouldn’t be suitable for, but for a large organization, it might be difficult to align with Zoho People's predefined policies/structure.

Namely

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Namely
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Popularity Score
4.7 / 5
User Score
4.1 / 5
Product Score
4.6 / 5

Why we picked Namely

Namely helps you streamline many of the day-to-day HR processes, including onboarding, attendance tracking, and performance management. It also packs a robust payroll and benefits administration module and reporting functionality that gives you insights into market trends.

PROS

  • Namely’s UI is highly rated by users. It’s quite clean and easy to navigate despite how feature-rich Namely is.
  • The employee onboarding module has an easy-to-use wizard that correctly guides new hires through the steps they need to complete and tasks they need to do.
  • On top of the platform's built-in features for data management, recruiting, onboarding, time off tracking, payroll, and benefits administration, Namely offers managed payroll and benefits administration services in case you require more help.
  • The majority of users are able to navigate Namely without any issues. They find the UI to be intuitive and clean, despite the fact that the platform has lots of features. 
  • Namely’s employee onboarding module gets a alot of praise from users. It features an easy-to-follow wizard, which helps new hires get on quickly and be clear on what they need to do. 
  • Besides the platform’s built in features for data management, recruiting, onboarding, time off tracking, payroll and benefits administration, there are also managed payroll and benefits administration services you can opt for to reduce the burden on your internal teams. 

CONS

  • Namely predominantly serves U.S.-based companies, which means it isn’t a good fit for companies that you need to pay and give benefits to employees in other countries.
  • The implementation process can be lengthy, spanning a minimum of 6-8 weeks.
  • For a platform as big as Namely, we were surprised by the lack of employee development features such as skill training, career pathing, succession planning, etc.
  • Before buying Namely, you should verify whether it is compatible with your current benefits provider, as there have been a few instances reported where Namely’s team encouraged users to switch to other providers that cost more.
  • Namely primarily operates in the U.S., which means if you’re looking for a global payroll and benefits provider, this platform isn’t for you.
  • Though many praise the platform’s ease of use, it does take long to implement it. Namely’s own team says that an average implementation takes between 6-8 weeks.
  • For a platform of Namely’s size, there currently aren’t any features that focus on employee development such as skill training, career pathing, succession planning etc. 
  • You’ll need to check beforehand if Namely can work with your existing benefits provider, if you have one. There have been a few reports (but not few enough to ignore) about Namely’s team convincing customers to change their benefits provider to providers that charged them more. 
Our reviewer took screenshot of Namely Human Resource Management Software dashboard during the demo

Namely Review

Namely’s HRMS helps mid-market companies (50-1000 employees) manage several HR processes in one centralized location. For starters, it can help you store and organize your employees' info as your system of record (SOR). You can also use it to onboard new employees through an intuitive wizard and e-signatures, check and approve time-off requests, as well as customize and conduct performance reviews.

The platform has built-in features for payroll management and benefits administrations that you can use, or opt for Namely’s managed payroll and benefits services and have them take care of relevant processes on your behalf.

Namely Customers

Namely is used by hundreds of businesses, including The Channel Company, Greenhouse, OneLogin, and MacStadium.

Namely Pricing

Namely doesn’t have fixed pricing plans. They like to tailor their offering according to each customer’s needs, and as such, each customer gets a unique quote. To learn more about Namely’s pricing and to get a quote, you can reach out to their Sales team.

Best For

Namely is a great HRMS for the mid-market (50-1,000 employees).

Namely in action
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Zenefits

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Zenefits
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Popularity Score
4 / 5
User Score
3.9 / 5
Product Score
4 / 5

Why we picked Zenefits

Zenefits is a widely-known HRMS for its ease of use and modern-looking UI. It's designed for SMBs and offers real competitive prices.

PROS

  • Zenefits stands as one of the leading names in HR tech and payroll software for American SMBs.
  • Easy-to-navigate UI.
  • Provides mobile app with a feature-rich self-service for employees.
  • Transparent and budget-friendly pricing.
  • Offers a free trial.
  • It’s one of the top names in HR tech and payroll software for American small businesses. 
  • Their platform is one of the best-looking and easiest to figure out among the sector. 
  • Zenefits can grow with you. Its pricing plans allow you to pay and tweak as you go, add certain modules when you need them, or get rid of them if you don’t.

CONS

  • As oriented to small businesses as the tool is, it doesn’t offer custom plans for enterprises.
  • No phone or dedicated account manager. Customer support can be hard to reach at times.
  • Zenefits is oriented toward the US market, not a good option for teams with employees in other countries.
  • As oriented to small businesses as the tool is, it doesn’t give you the chance to create a custom bundle of the services and/or modules you’d like to have. For instance, Zenefits does not offer a standalone ACA module. Therefore, you will need to purchase an entire HRIS plan if you want to access that offering.
  • In addition, Zenefits focuses on small to mid sized companies. If you're an enterprise organization, you may want to consider another option. 
  • Zenefits is also rather focused on the US market at this point. So, if your team is mostly in another country and you need more of a local know-how, it might not be the best bet for certain modules like payroll and benefits.
Our reviewer took screenshot of Workday HRMS Software Solution dashboard during the demo

Zenefits Review

Zenefits is an awesome HRMS for startups and SMBs to manage their onboarding, offboarding and almost everything in between. In addition to its many features, the HR tool offers a budget-friendly pricing structure, plus a great UI. Zenefits' pricing starts at $8 per month per employee and covers a set of core features — time tracking and scheduling, integrations, and apps. The interface is designed to be simple and quick enough for managers, executives, and employees to get themselves familiar with the tool after a few minutes of navigating the tool.

Zenefits’ payroll and benefits can accommodate multiple requirements from users. The offerings are designed to work for not only full-time employees but part-timers, contractors, and freelancers. Users are given the flexibility to bring their broker to the system or choose from Zenefits’ benefits plans, which cover health insurance, HSA, FSA, commuter, 401k, and so on. However, as oriented to SMBs in the U.S. as the tool is, the payroll and benefits that Zenefits provides aren’t suitable for teams having employees outside of the country.

Zenefits Customers

Quora, Universal Group, Reddit, Asana.

Zenefits Pricing

Zenefits offers three base plans with a free trial. Below is the pricing detail when billed annually:

  • Essentials plan costs $8 per month per employee.
  • Growth plan costs $16 per month per employee.
  • Zen plan costs $21 per month per employee.
  • Zenefits also provides add-ons for services like Payroll and Recruiting, which are priced at $5 per month per employee.

Best For

Entrepreneurs, startups, and SMBs businesses in the U.S. will likely take advantage of Zenefits’ HRMS offerings.

Zenefits in action
Reviewer's Rating
7/10

I use Zenefits at least once a week to update employee information. I approve vacations and time off for staff. The HR team adds new employees by setting up basic information. I sit with new hires to learn the system. I also manage processing 1099s/W2s with the company.

What do you like about this tool?

Zenefits is easy to use. The mobile app is very convenient and popular with employees. The platform is also very affordable.

Why did your organization buy this tool, and how long have you used it for?

We purchased Zenefits to handle onboarding for new employees. Zenefits allows you to manage many of the processes required for employees. Zenefits has a mobile app that streamlined access for staff to information like PTO, insurance information, and timekeeping. I have used the service for 3 years.

What do you dislike about this tool?

Zenefits relies on chat assistance and it can be inconvenient to wait for a response. The payroll processing can be a little tricky as you have to recheck data. Email notifications can be improved as they sometimes don't send at the appropriate time.

How is this tool different than their competitors?

Zenefits is a great tool and comparable to others like Gusto and BambooHR. I feel that there are more comprehensive programs but the price point is very fair.

What Instructions should people think about when buying this type of tool?

Do you want a simple program that handles all major HR, Benefit and Payroll needs? Do you need consistent access to tech support? Do you have a dedicated person to troubleshoot and verify data?

How has this tool changed or evolved over time to meet users needs?

Zenefits has improved their app and their processing time for updates in the system.

What specific type of user or organization is this tool very good for?

Zenefits is best for small/mid sized businesses and independent contractors.

What specific type of user or organization would this tool not be a good fit for?

It is not a good fit for large or multinational businesses.

Benefits of the Top HRMS Software

While some people new to HR software think of an Human Resource Management Systems as little more than a database to keep track of essential employee records, these tools can offer much more nowadays. Here are the key benefits of using best-in-class human resource management software whether you're a small business or a Fortune 500 company:

  • Better employee experience: The benefits of an HRMS don’t just fall on your business, but also on your employees. A user-friendly employee portal can allow your employees to review and update their info, navigate benefits options, and request time off. All of this can lead to increased employee satisfaction and engagement.
  • Drive employee performance: Your HR system should actually drive employee performance through performance reviews, engagement surveys, performance management capabilities, and customizable integrations with other tools you use to build culture.
  • Save time with HR automation: With the right HRMS, tasks like new employee onboarding, offboarding, benefits and payroll administration, and time tracking and attendance management, can all become quick and simple. For example, once they are set up, HR doesn’t have to spend tons of time each day maintaining or editing the system’s policies unless there are drastic changes that need to be made. In turn, with fewer operational tasks to manage, the HR department can focus their time and energy on more strategic initiatives. These can include optimizing employee lifetime value, lowering the turnover rate, and improving employee productivity and wellbeing.
  • Increased compliance: Provided that you and your team are careful with the setup and initial data entry, an HRMS can greatly improve HR’s data accuracy. This would come in handy during EEOC audits, wrongful termination lawsuits, and all the other fun stuff that HR pros have to deal with. Also, since many tasks are automated, the right HR software can also avoid human input error. Lastly, some vendors even adapt to unforeseen circumstances like the pandemic and vaccine mandates, expanding their offering with immunization tracking and other safety and compliance tools, for example.
  • A more organized HR department: If you’re starting from a handful of spreadsheets and manual processes, an HRMS eliminates the hassle of sifting through files to find the employee data that you need. Since many of these systems have searchable databases, you can easily access the information you need in seconds. Also, in the case of an HRMS, since it would also include payroll, the platform can become a one-stop-shop for all your employee info. 
  • HR intelligence: As any operation grows, it becomes increasingly important to analyze its data. An HRMS lets you create custom reports, making it easier for your HR and finance teams to analyze metrics like turnover rate, hiring costs, and employee engagement, as well as using that data to make more informed decisions.
  • Workforce management: The HRMS vendors that are best-in-class HR technology companies will offer tools that help progressive HR departments with human capital management. For example, you will find employee engagement built right into many new human resource management software options, along with intuitive employee onboarding, easy-to-access payroll and benefits, mobile-first time tracking and attendance, and payroll management.  All of this is done through a cloud-based offering that updates as new modules roll out.
  • Streamline recruiting: Some HRMS platforms can also act as a lightweight ATS (and some have a full-fledged ATS built in). The recruiting features of an HRMS could let you collect resumes, review candidate info, and speed up employee onboarding and training, providing new hires with a seamless transition into your company. Custom workflows also help you ensure that no key steps or necessary documents are overlooked in the onboarding process.

Pro Tips on HRMS (Human Resource Management Systems)

Pitfalls of Buying a Human Resource Management System

The benefits of using HR management software are substantial, but there are many common mistakes made when buying and implementing a new tool that you should consider at every step of your search. We list them below along with ways to avoid them: 

  • Rushing the decision: Often teams get carried away by the look of an interface, good reviews, and functionality of a product while neglecting their needs. They then realize that their new, shiny tool is lacking a key feature when it’s too late. Design and reputation are important when vetting any software, but they must be considered at the service of a broader goal. Any software decision must be preceded by the proper identification of a team’s needs, past issues, the main concerns of the workforce, and the overall objectives of the company.
  • Lack of awareness: This is probably not your case because you’re reading this, but some HR managers tend to choose a tool without fully understanding the kind of features available and what they do. It’s common for them to be looking for new software systems to address one or two major pain points without considering that the same decision could alleviate lots of other HR processes.
  • Not consulting teammates: This can be disastrous when implementing HR software. Employees won’t need the same features as managers, and they’ll each weigh the importance of each feature differently. Checking with other employees in every department can be a painstaking process, even in a small business, but in the long run it’s worth it. 
  • Overlooking security and support: Just because there’s a budget constraint doesn’t mean these important aspects should be ignored in favor of whatever software can do the most for the least. Often, and particularly among the vendors we’ve selected for this guide, the handling of sensitive employee data and customer support can still be excellent. However, as with any other feature, it should be considered with your team’s particular needs in mind.

How Are Most HR Management Solutions Priced?

With most of the vendors listed on this roundup, pricing is on a per-user-per-month basis. Some of them will have an additional monthly base rate, and the majority of them will offer custom pricing based on your business’s needs. Some of them also offer independently priced add-ons, which is great for small businesses who want to pay only for the features they’ll actually use. 

Now if you’d like to get a rough idea of what you can expect to budget based on your organization’s size, we’ve put together the following estimates taken from our own experience and conversations with our HR expert council:

Number of employeesEstimated annual cost
100$12,000
500$48,000
1,000$72,000


Key HRMS Software Features

In order to build a list of requirements and use it effectively to evaluate vendors, it will help to know which are the key HRMS software features and how these can support your goals. 

As mentioned at the beginning of this article, the key difference between an HRMS and HCM software and an HRIS is that an Human Resource Management System also includes payroll, budgeting, and time and labor management. Let’s look at each of these in more detail: 

  • Payroll: An HRMS is great for paying your employees in the same platform where all their other HR processes are handled. A regular payroll solution has features like automated deposits, pay slip generation, and calculation for vacation days, sick days, overtime, etc. Some of the vendors we mentioned here can help you pay people in several parts of the world, not just the U.S., but you can also look at our global payroll roundup if that’s important to you. 
  • Budgeting: Some of these systems also let you create and approve budgets for the entire Human Resources department. These can cover expenditures, adjust forecasts, and plan for future costs. Some of these may also provide a cost analysis overview, reporting, and integrations with some of the main accounting software. 
  • Time and labor management: This concept encompasses everything related with managing time for a workforce. A module with this name should support all types of time entry for employees, let you create time cards, calculate overtime, keep track of absences, and of course, integrate all this with the payroll system.

Questions to Keep in Mind When Demoing HRMS Software

As you start demoing various HRMS software solutions, it’s important to prepare and attend these meetings with some questions already in mind. These inquiries should aim to answer whether the solution in question will indeed address the main use cases and core needs you’re looking for.

Of course, the most concerning of these questions shouldn’t be saved for the demo at all, but rather handled prior through an email thread, for instance, so you won’t waste time on a demo if X or Y solution turns out to be incompatible with your core needs. 

Further, the demo should also help check certain boxes that your internal stakeholders care about, such as integrations, security, data management, self-service portals, features, etc. 

You should write down a list of those questions, share it with your team, and maybe have stakeholders add to it as well. While that list will be unique, here are some common questions when demoing an HRMS (Human Resource Management System) that should help get you started: 

  • What integrations are key for us? Does it integrate with ATS, payroll, or any other systems you might have that impact workforce management?
  • Does this solution have single sign-on (SSO) capabilities?
  • Are there multiple authorization levels for different types of users?
  • Is there a maximum number of employees it will support across the workforce?
  • What types of reporting capabilities does it have?
  • Does it include features to help HR communicate with employees (i.e. mass emails, filtering messages by criteria)?
  • What kind of tasks can we automate or streamline with this tool? How many hours can we expect to save doing so? 
  • How much technical training will be required?
  • What kinds of technical support are provided?
  • What recruiting capabilities are built in?
  • Which HR processes will be automated?
  • How will information be exchanged with carriers (for employee benefits)?
  • Does it accommodate benefits carriers’ rules?
  • How can we import employee data into this system? (API, Excel spreadsheets, employee records, other databases, and paper documents)
  • What built-in security measures does it contain?

FAQs on Buying HRMS Software

Moving on, here are some of the most frequently asked questions from HR professionals when it comes to human capital management software: 

What is the best HRMS system?

While some of the top vendors in HRMS software are UKG, SAP SuccessFactors, Namely, and Rippling, “the best” is really a matter of your business size and requirements. There are many HRMS vendors, out of which there are likely one or two that will align with what you’re looking for. 

What is the difference between HCM, HRMS, and HRIS?

The main difference between HRIS, HRMS, and HCM is that the former two refer to a specific type of software, systems of information, as their names imply (human resource information system and human resource management system). HCM, on the other hand, stands for human capital management. This is a set of business practices around the acquisition, management, and optimization of a business’s workforce. 

What is HCM software?

HCM software is a software tool that takes most features you would expect out of a labor management platform but builds it purposefully for the business practices that encompass human capital management. This software puts together widely varying features such as workforce planning, performance reviews, and employee onboarding in a single management platform where they can all help to generate insights that drive broader business decision making.

How come definitions of HCM, HRMS, and HRIS vary so much? 

This is a good question precisely because the definition of each term varies widely from vendor to vendor, and among HR professionals as well. That being said, the differences between each software category are all about features and use cases. Most thought leadership indicates that HRIS is the most circumscribed type of solution, focusing on core HR needs. HRMS takes it up a notch in features, while still sticking to HR use cases, and HCM is about rounding up all those features with strategic planning for the business in mind, with the workforce as the main component to analyze and optimize.

Final Advice on Buying HRMS software

To wrap this up, we’ll assume you’ve read everything above and have a couple of vendors in mind to reach out to and book a demo with. To send you off to this part of the buying process, there’s one last piece of advice that can help a great deal when evaluating HRMS software providers. 

These demos should revolve around your HR requirements, and you should try to avoid having one-size-fits-all demonstrations whenever possible. To do this, share your list of requirements and questions beforehand, asking them to show that specific functionality. Since reporting is such a big part of HR management these days, you could even give them data for them to run into the system.

This way, you and your team will get to truly see how much of a fit the tool is for you, as well as gauging other factors like intuitiveness and overall user experience. Couple this guide with our very own HR and recruitment software buying organizer and you’ll be on your way to find the perfect platform for your HR needs.

About Us

  • Our goal at SSR is to help HR and recruiting teams to find and buy the right software for their needs.
  • Our site is free to use as some vendors will pay us for web traffic.
  • SSR lists all companies we feel are top vendors - not just those who pay us - in our comprehensive directories full of the advice needed to make the right purchase decision for your HR team.

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