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10+ Best HRMS Software Systems in 2025

An expert-led guide on top Human Resource Management Software review and comparison. Find out HRMS price, pros & cons, key feature, 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
We are a reader supported site with strict editorial standards, clicks may earn a fee which supports our testing. Learn More
Last Updated: Apr 15, 2025
TOP
Best for integrated US payroll and HRMS at midsized businesses
Paylocity
4.2
Popularity Score
4.3
User Score
4.1
Product  Score
Visit Website
TOP
Best for integrated US payroll and HRMS at midsized businesses
Paylocity
4.2
Popularity Score
4.3
User Score
4.1
Product  Score
Learn More
TOP
Free HRMS software from a leading global payroll software company
Deel
4.4
Popularity Score
4.6
User Score
4.5
Product  Score
Visit Website
TOP
Free HRMS software from a leading global payroll software company
Deel
4.4
Popularity Score
4.6
User Score
4.5
Product  Score
Learn More
TOP
Comprehensive HRMS system for SMBs, highly customizable
BambooHR
4.5
Popularity Score
4.5
User Score
4.4
Product  Score
Visit Website
TOP
Comprehensive HRMS system for SMBs, highly customizable
BambooHR
4.5
Popularity Score
4.5
User Score
4.4
Product  Score
Learn More
TOP
Comprehensive HR software starting at $5 per employee monthly
GoCo
4.1
Popularity Score
4.7
User Score
4.6
Product  Score
Visit Website
TOP
Comprehensive HR software starting at $5 per employee monthly
GoCo
4.1
Popularity Score
4.7
User Score
4.6
Product  Score
Learn More
TOP
Enterprise-grade project management tool with powerful automation
Wrike
4.7
Popularity Score
4.2
User Score
4.6
Product  Score
Visit Website
TOP
Enterprise-grade project management tool with powerful automation
Wrike
4.7
Popularity Score
4.2
User Score
4.6
Product  Score
Learn More
TOP
Best video interviewing platform for scalability
Willo
4.5
Popularity Score
4.8
User Score
4.8
Product  Score
Visit Website
TOP
Best video interviewing platform for scalability
Willo
4.5
Popularity Score
4.8
User Score
4.8
Product  Score
Learn More

Top HRMS Software

CeridianData-driven, highly customizable HRMS for large enterprises
NetchexPayroll-focused HRMS platform for US small businesses
HiBobPeople-centric HRMS for midsized organizations worldwide
WorkDayHR management suite for enterprises with multiple global branches
SAP SuccessFactorsHRMS software with employee experience focus
UKGLong-standing HRMS and workforce management system
Zoho PeopleFlexible, well-priced HRMS product for small businesses
NamelyTop midmarket HRMS system with excellent reporting features

Paycor

: Top HRMS vendor with excellent US payroll management capabilities

Rippling

: Mighty HRMS company for teams with under 2,000 employees

TOP
Best for integrated US payroll and HRMS at midsized businesses
Paylocity
4.2
Popularity Score
4.3
User Score
4.1
Product  Score
Visit Website
TOP
Best for integrated US payroll and HRMS at midsized businesses
Paylocity
4.2
Popularity Score
4.3
User Score
4.1
Product  Score
Learn More
TOP
Free HRMS software from a leading global payroll software company
Deel
4.4
Popularity Score
4.6
User Score
4.5
Product  Score
Visit Website
TOP
Free HRMS software from a leading global payroll software company
Deel
4.4
Popularity Score
4.6
User Score
4.5
Product  Score
Learn More
TOP
Comprehensive HRMS system for SMBs, highly customizable
BambooHR
4.5
Popularity Score
4.5
User Score
4.4
Product  Score
Visit Website
TOP
Comprehensive HRMS system for SMBs, highly customizable
BambooHR
4.5
Popularity Score
4.5
User Score
4.4
Product  Score
Learn More

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Introduction to HRMS (Human Resource Management Systems)

Are you in the market for a world-class HRMS to streamline employee onboarding, payroll, benefits management, and talent acquisition? This guide will help you make a well-informed and confident selection (though, if you'd like personalized assistance, you can book a free call with an HR tech expert on our staff who can build a custom vendor shortlist for your organization). We are experts on HRMS software, and this guide provides a highly developed and unbiased appraisal of the HRMS options on the market. We’ll walk you through every step and help you avoid common mistakes. But before we get too deep, let’s define what “HRMS” means.

Sometimes, it helps to understand something by defining what it is not. An HRMS differs from a Human Resources Information System (HRIS) or Human Capital Management (HCM) software. The distinctions are nuanced because there are many overlapping features, and some vendors use this confusion to their advantage, claiming that their software is all three.

This guide defines HRMS software as a system designed to streamline HR administrative tasks like payroll and timekeeping, increase efficiency, reduce or eliminate manual tasks, and provide strategic insight through data analytics. An HRIS offers many of the same features, but the scope is restricted to data entry and basic processing of employee information. An HCM software is substantially dissimilar to both because it represents a fully integrated management philosophy.

We strongly advise you to move forward only when you understand the difference well enough to recognize when a vendor is stretching the truth. If it’s still a little fuzzy, this article on the difference between HCM, HRMS, and HRIS may help.

If you’re feeling confidwent in your understanding, then keep reading! Our product-by-product evaluation covers critical factors like customer success, user experience, support quality, and implementation.

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

Our experts conduct product demos with each vendor to choose the top HRMS systems, incorporate user research, and gather feedback from HR tech leaders. When judging HRMS software, we focus on three key areas: 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 various 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 are the most vital elements 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
4.2
US-based mid-sized companies looking for payroll + HR platform
Comprehensive HR and payroll platform with great customer support
Custom Pricing
Get pricing info
No
40,000+ companies
4.3
4.1
4.4
Remote-first, global teams with basic HR needs
Free core HR on top of global payroll tools
No
35,000+ companies
4.6
4.5
4.5
SMBs in need of a highly customizable tool, remote-friendly
HR management + a comprehensive recruiting suite
Custom Pricing
Get pricing info
Yes
33,000+ companies
4.5
4.4
Phil Strazzulla
HR Tech Expert, Harvard MBA, Software Enthusiast

Need Help? Get Custom Recommendations for Top HRMS Software

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

Paylocity

Visit Website
Paylocity
Learn More
Popularity Score
4.2 / 5
User Score
4.3 / 5
Product Score
4.1 / 5

Why we picked Paylocity

Paylocity's HRMS solution provides a host of features designed to support the full employee lifecycle. Its emphasis on automation, customization, and compliance makes it a compelling choice for organizations seeking to optimize their HR operations.

PROS

  • Paylocity provides a comprehensive platform that streamlines the management of payroll, HR, benefits, and more.
  • The UI is quite clean and easy to navigate. There’s lots of online help docs to guide you through it too.
  • There’s a mobile app for both employees and managers that enhances accessibility and convenience.
  • Paylocity’s customer support is highly rated for always being available to answer questions.
  • Global payroll support for 100+ countries.
  • Provides free and unlimited training modules on the website.
  • Paylocity’s mobile app has a good UI and functionality
  • The tool is easy to use for both employees and employers.
  • Has 350+ pre-built integrations.

CONS

  • Pricing isn’t publicly shared and there is no free trial or free plan available.
  • There is a bit of a learning curve due to Paylocity's extensive feature set.
  • Report customization could be improved.
  • Undisclosed pricing.
  • It doesn’t have a free trial or free plan.
  • Support is available in English only.
  • It isn’t the best solution for remote teams looking for a tool to manage payroll and benefits for their contractors.
Paylocity HRMS

Paylocity Review

Beyond payroll solutions, Paylocity offers an all-in-one HR suite that simplifies the management of people data and processes. The platform particularly excels at information collection and task automation. With pre-built templates for common tasks like address changes and the ability to create custom workflows, Paylocity makes it easy to automate repetitive tasks and reduce administrative burden.

The platform is easily accessible both for employees and managers. There’s a self-service portal employees can log into either via desktop or mobile app and access all sorts of documents, request time off, update personal information, and collaborate with colleagues. Managers can also access the platform on desktop or mobile devices and benefit from full visibility into employee data, configure new positions, assign skills and certifications, predict vacancies, manage budgets, and more.

Compliance is another top priority for Paylocity, with an intuitive dashboard that provides quick access to crucial information such as work authorizations, EEO and FLSA compliance data, and industry news. For additional support, Paylocity's HR Edge service offers expert resources, including an account manager, to help minimize risk and implement best practices.

Lastly, Paylocity's powerful reporting and analytics capabilities allow you to gain valuable insights into your workforce. With real-time, visualized data, you can track key metrics, identify trends, improve HR strategies, and drive organizational success.

Paylocity Customers

40,000+ businesses use Paylocity’s solutions including Weigel’s, ILC, Upward, and HMC.

Paylocity Pricing

The cost of Paylocity's services varies depending on the specific features required and the size of your organization. To obtain a personalized estimate, it's recommended to schedule a demonstration with their Sales team. This allows for a tailored discussion of your needs and a more accurate assessment of the associated costs.

Best For

Paylocity's solutions cater to businesses of all sizes across various industries, but their ideal target market comprises medium and large enterprises. These companies are best suited to fully utilize the platform's capabilities and leverage its benefits effectively.

Paylocity in action
Reviewer's Rating
6/10

I used Paylocity every other day to view employee data, approve time-off requests, and track time. I used it biweekly to run payroll and yearly for bonus payouts. I also used it for each new hire to input their data. Additionally, we used it to assign required trainings to the team to ensure compliance with state regulations.

What do you like about this tool?

I like that it’s easy to use. Payroll is seamless and easy to submit. New hires are tracked well, and they integrate with payroll once hired. I also appreciate the training features and how easy it is to assign trainings to new hires and track current employees’ progress. It helps us stay compliant.

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

We decided to use Paylocity to run payroll after moving away from a PEO and bringing everything in-house. We needed a payroll system, and this one integrated easily within our company. We used it for payroll, performance tracking, and time-off tracking. It streamlined our operations, and we’ve been using it for these tasks.

What do you dislike about this tool?

One downside is their customer service, which takes longer to respond. Onboarding all the information at the beginning was somewhat confusing and took a while. Lastly, making changes to payroll sometimes required a lengthy process to resolve.

How is this tool different than their competitors?

Paylocity excels in integrating with other systems. For example, they have DocuSign embedded in their platform, making it easy to send offer letters and employee agreements securely, which are then automatically loaded into the employee file. This seamless integration sets them apart from competitors.

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

Consider the number of employees you have. This system is great for smaller companies, but larger ones with over a few thousand employees might need a different payroll system. Also, consider which features you need. Do you want recruitment and training features, or are you focused solely on payroll? They offer a la carte options, but each comes with associated fees.

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

Paylocity has evolved by integrating with more systems, allowing for seamless workflows. As mentioned, they’ve embedded DocuSign, making document management more efficient. Over time, they’ve added features like training modules, expanding their library of available trainings to meet user needs.

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

Paylocity is great for smaller companies, probably under 2,000 employees. It’s ideal for organizations that value organized, easy-to-use systems. The platform’s efficiency and ease of navigation are definite perks.

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

Larger companies with over 2,000 employees may want to consider a different platform. Companies that don’t need extra tools like training modules might also prefer a simpler system. Additionally, if you need quick customer service responses, this tool might not be the best fit, as their response times can be slower.

Deel

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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

  • Unified platform for free HRIS and payroll services in over 100 countries and contractors in over 150 countries.
  • Automated invoicing feature available in English for both companies and contractors or employees.
  • Full in-house support from local country experts and a first response time of only 1.25 minutes.
  • APIs and native integrations with over 100 popular HR tools.
  • Self-service approach and tech-enabled features allow for quick and easy adoption.
  • Excellent 24/7 customer service with fast onboarding (2-3 days) and local payroll experts in each jurisdiction.
  • Deel HR is free for companies of all sizes.
  • Seamless integration with platforms like QuickBooks, BambooHR, and Greenhouse, plus custom integration options.
  • User-friendly, self-service features enable quick setup; identity verification often takes under 24 hours.
  • Automated invoices simplify payments, provided they're in English.

CONS

  • Not suitable for budget-conscious teams that don't hire internationally.
  • Lacks advanced features found in more established HR solutions.
  • Limited flexibility to change contracts or service agreements.
  • Currently cannot generate invoices in languages other than English.
  • Key features like onboarding automation are add-ons, which may increase costs.
  • Limited flexibility in modifying contracts or service agreements; changes often require an addendum.
  • Invoices cannot be generated in languages other than English.

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.

Deel HRMS software

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

35,000+ organizations have used Deel’s HR and payroll solutions, including Makerpad, Andela, and Brex.

Deel Pricing

Deel HR offers its HR services for free, but charges for its global payroll services, which start at $19 per month.

Best For

Deel HR is best for organizations that hire internationally.

Deel in action
No items found.

BambooHR

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BambooHR
Learn More
Popularity Score
4.5 / 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
8/10

We use BambooHR to track employee evaluations, reviews, expired credentials, birthday and anniversary messages. It supports both mass and individual email communications. We use it to log notes, promotions, and track pay increases or status changes.

The system helps us run various reports, especially during hurricane season. We also categorize departments based on reporting structures or shift assignments.

What do you like about this tool?

Reports can be customized to fit specific needs. BambooHR shows when candidates or employees have viewed emails, which is helpful when they claim otherwise. It provides tracking for performance reviews.

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

The company I have a contract with did not have an ATS and was using Excel, which is outdated for tracking and consolidating information. I was tasked with researching and finding a solution that would work for a small company and fit our budget and needs.

I implemented BambooHR with the representative and have been using it for over four years. The primary reason we needed it was to track all candidates and create historical data, which is also required by law. We also use it to acknowledge birthdays, track training courses (in the healthcare field), complete 90-day probation evaluations, and monitor one-year anniversaries.

Additionally, we run reports for various departments. One of the most useful features is the ability to email and respond directly to candidates without copying and pasting results into Excel. A helpful bonus is the ability to see when candidates or employees open emails.

What do you dislike about this tool?

Many extra features are expensive. Sometimes, you must schedule a call or meeting to receive clear answers. Some reports are not configured to pull exactly what you need or lack sufficient options.

How is this tool different than their competitors?

The pricing works for us—BambooHR meets our needs on a small scale. We operate two different companies and were not able to nest them under the same system, even though they are similar.

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

Add-ons are billed separately. After implementation, someone within the company needs to become the expert on the system. The implementation period was quick and somewhat rushed.

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

They have added new features that are either free or included in the selected package, which is a plus. They also offer many tutorials and a self-help support page.

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

BambooHR is a good fit for small businesses that do not require extensive customization or frequent large-scale changes.

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

BambooHR may not suit very large enterprises with multiple users or businesses under one system.

Paycor

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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
7/10

We selected Paycor primarily for its payroll functionality. The time tracking and payroll integration was easy to use and straightforward. Paycor stayed up to date on wage laws, so we were pleased with the system's compliance. It also served as an all-in-one HRIS, housing our employee database, timekeeping, and form tracking, such as policy updates. It provided a streamlined approach to managing employee history and digital files.

What do you like about this tool?

Paycor had a simple interface that was easy to navigate. We were pleased with its all-in-one HRIS solution, which replaced multiple separate systems we had previously integrated. It was a cost-effective solution for a business of our size.

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

We used Paycor at a previous organization I worked for. We selected it over competitors because we felt it was the best fit for the size of our organization (about 200 employees). The main reason we chose it was to use it as an all-in-one solution for HRIS. We used it for approximately four years.

What do you dislike about this tool?

Customer service at Paycor left a lot to be desired after implementation. There were extra fees for special requests that were not explained upfront. Annual renewals became more expensive over the years.

How is this tool different than their competitors?

It is a cost-effective solution compared to many competitors. Reports are customizable and easy to generate. With some other HRIS tools, report generation was more difficult. Since implementation, customer service has been lacking.

Other HRIS providers tend to emphasize customer service and client partnerships more. Paycor met our needs at the time, but more robust systems would better serve larger organizations.

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

There are a few key factors to consider when purchasing an HRIS/payroll tool. One is customer service and how well the provider supports your organization after the sale. This is especially important for small organizations that rely on strong customer support to save time.

Cost is another factor, but pricing may vary depending on the organization's size, with some providers offering significant discounts for larger businesses.

Organizations should also clarify their specific needs by creating lists of "must-haves," "nice-to-haves," and "not needed" features. This helps avoid paying for unnecessary functionality and can serve as a bargaining tool during negotiations.

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

During the time I used it, I observed that they kept up to date with wage and labor laws by state, which was crucial for compliance. Over the four years I used it, they implemented software updates to ensure the system functioned smoothly. Although we did not use this feature, they added integration capabilities with other tools over time.

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

Paycor is well-suited for mid-sized businesses that have HR experts on staff and need an easy-to-use tool.

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

Paycor may not be the best choice for very small organizations due to its lack of strong customer support. It may also not be ideal for very large organizations that require more advanced modules found in other HRIS software.

Rippling

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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

Ceridian

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Ceridian
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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 was the Director - We used it for HRIS and Payroll Processing - I often completed payroll as a back-up to the Payroll Specialist.

What do you like about this tool?

One of the best features is its payroll interface. As the head of HR, payroll reported directly to me and I found it easy to train my team members on the system so that I had multiple back-ups for payroll processing. Another great feature is the reporting capabilities. Additionally, the employee life cycle was exceedingly easy to manage from recruitment to termination. This made it simple to keep track of employee information and make necessary updates in a timely manner.

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

It was in place when I arrived. It was purchased to manage the employee life cycle and process payroll.

What do you dislike about this tool?

There were data migration errors when the systems were updated that required manual fixes. In addition, we often had to remind them of minimum wage changes in differing cities within Washington state. Finally, we had to hire a full time HR analyst to ensure data integrity.

How is this tool different than their competitors?

They are extremely user friendly and the fly out for earnings are really easy to use to catch errors before they happen.

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

Some items to think about how you will use it to ease the transactional work on our team and to make sure you purchase all of the modules you need. You may want to consider consolidating your Payroll and HR Analyst positions after implementation.

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

They update their systems and user interface proactively to keep up with regulation and mini-wage changes.

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

Healthcare

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

I think it would be good for all organizations - it's a robust product. I would recommend a less expensive product to smaller organizations

Netchex

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Netchex
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Popularity Score
4.2 / 5
User Score
4.5 / 5
Product Score
4.4 / 5

Why we picked Netchex

Netchex stands out as an HRMS and payroll solution for small businesses in the US due to its comprehensive, integrated platform that supports the entire employee lifecycle. Their Core plan (mainly payroll) already offers some engagement and HR tools, and each plan throws more HRMS features into the mix.

PROS

  • A La Carte Plan: For those looking for an HR and payroll tool, Netchex offers several options to tailor its offering to the exact needs of your organization. You basically start with the core package and add select features like the scheduling system and a recruiting tool—all with a custom pricing plan.
  • User-friendly interface: Both administrators and employees find the system easy to use and navigate, which is essential for small businesses with limited HR staff.
  • Comprehensive support: One of the things people praise the most is their award-winning customer service. Agents are available via phone, chat, or email, ensuring that small businesses receive the help they need when they need it.
  • Advanced features: This includes recently added tools like AskHR for immediate employee support and Netchex AI for data analysis and insights.
  • Grows with your team: With Netchex, it’s very easy to opt for a new plan and keep all your data in the same place even if you outgrow your current pricing plan. Other vendors require a switch to a new service in that kind of event.
  • Dedicated support team: Netchex are note-worthy for their award-winning and often lauded customer service. It’s all US-based and provided in real-time through email, live chat, and phone calls.
  • Pre-payroll reports: Allows for critical error checks before submission.
  • Flexible payroll grid: Easy to make changes or correct errors on the fly.
  • Versatile payment options: Includes paper checks, direct deposit, and pay cards.

CONS

  • Payroll dependency: Users must utilize the payroll feature to access other functionalities, which may limit flexibility for businesses that do not need payroll services with their HR tool.
  • No free trial: Potential users can't test the software without committing to a purchase, which could be a barrier for budget-conscious teams.
  • Requirement of payroll: Users must use the payroll module to access other functionalities, so it wouldn’t work as stand-alone HR software.
  • No free trial: Potential users can't test the software without committing to a purchase. The demo with a sales rep is the closest thing.

Netchex Review

Depending on the plan you pick, Netchex can be a fully-fledged HRMS platform tailored for small and mid-sized businesses. The payroll tool, which is their flagship product, is at the core of their offering. From there, they have slowly but surely expanded into all sorts of other HR workflows, from recruiting to performance management. Netchex also excels in employee engagement with features like Community, which encourages recognition and reward through a company forum.

Their system is truly capable of covering the entire employee life cycle. That said, smaller organizations can start with the Core module and grow from there according to their needs. Their software is well enough built (and all made in-house) to the extent that upgrading to another plan and enhancing the tool with more features is a very straightforward process. The product has always been made with smaller teams in mind, so it’s a tool that can grow with you.

Aside from how easy it is to use their product, one of our favorite things with Netchex is their customer support. They pride themselves on having very fast response times, and they have a skills-based approach to Customer Success. This means that, while you do get a dedicated customer representative, more tenured reps are ready to step in and tend to specific needs at any time.

Our only qualm about Netchex as an HRMS system is that the HR tools you might be looking for are not available as a stand-alone product. In other words, you have to use their payroll function in order for the whole system to work, but that’s very much in the spirit of what an HRMS is supposed to do (merge payroll and HR). If more on the lookout for a stand-alone HR tool, that would fall under the scope of a more basic HRIS.

Netchex Customers

Netchex’s HR software is used at companies like Xpressdocs, BK Corrosion, Regal Hospitality, and The Colony ER Hospital.

Netchex Pricing

Netchex uses a Per Employee Per Month pricing model. Costs vary based on the number of employees and the specific features used. Detailed pricing information can be found on their pricing page.

Best For

Netchex is ideal for small businesses (50-500 employees), especially those in industries such as restaurants, hospitality, manufacturing, healthcare, professional services, and automotive.

Netchex in action
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HiBob

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HiBob
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Popularity Score
4.5 / 5
User Score
4.4 / 5
Product Score
4.3 / 5

Why we picked HiBob

HiBob made our list thanks to its standout focus on employee engagement and culture-building—two areas often underdeveloped in other HRMS platforms. While tools like Paylocity and Rippling lean heavily into payroll and compliance automation, HiBob approaches HR with a people-centric lens, making it a strong option for mid-sized teams seeking an employee-first HR system.

PROS

  • Social features like kudos, shout-outs, and a company-wide newsfeed promote employee-first experience.
  • Highly adaptable workflows across onboarding, offboarding, and internal communications.
  • Dashboards offer rich insights into engagement, performance, and DEI metrics.
  • Connects with various payroll and recruiting tech providers.
  • SOC 2 Type II, ISO 27001 certified, 2FA, GDPR, and CCPA compliant.
  • Works well with several benefits providers and third-party payroll systems.
  • They have tons of modules, which makes them a real one-stop shop. Beyond Core HR, they have modules for most things People Ops-related.  
  • Bob is a fast-growing company and their product looks the part, as it has one of the sleekest-looking platforms in the HRMS space right now. 
  • Their payroll hub allows you to connect all your payroll systems, which works great if you want to pay people in multiple locations without switching providers.

CONS

  • Lacks native US payroll (for now), benefits portal, or enterprise recruiting tools.
  • Some users found the interface visually appealing but required too many clicks at times.
  • Built-in time tracking may not be ideal for hourly or frontline-heavy workforce.
  • The tool can be pricey for teams with fewer than 100 employees.
  • Customer support is only offered via a chatbot and email. 
  • As to implementation, several users commented that they felt there could be more attention via personal walkthroughs provided at the beginning. Many had to resort to reading documentation and watching videos or just figuring things out by themselves. 
  • Pricing is only custom and available upon request, so you can’t just sign up, pay, and start using the tool.

HiBob Review

HiBob has always impressed us in terms of employee experience. While more famous players like BambooHR and Rippling focus on simplicity or automation, we feel that HiBob is one of the few companies that zeroes in on culture.

From our tech tests and user interviews, it was clear that features like shout-outs, personalized profiles, and onboarding workflows felt more like an internal social network than a traditional HRMS. One user even described it as “fun and engaging,” which is rare feedback we receive on HR software. It’s also highly customizable, letting HR teams adapt workflows and data fields to fit their structure without developer support.

In our testing, HiBob also performed well in compliance and reporting. The HRMS supports tax setup, wage and hour compliance, and anti-discrimination documentation. People Analytics provides real-time metrics across engagement, DEI, and team structure. While it doesn’t offer a built-in payroll module like Paylocity or Deel, HiBob’s strength lies in making data shareable across systems.

Screenshot of HiBob HRMS reporting dashboard

Security-wise, HiBob is in the same league as industry leaders. It checks every major box: SOC 2 Type II, ISO 27001, GDPR/CCPA compliance, and two-factor authentication. Admins can create granular permissions for managers and departments, and all user activity is logged for audit purposes.

However, where HiBob starts to fall short is in its “platform scope.” Despite having modules like Time and Attendance and a Payroll Hub, it’s clear these aren’t full-service solutions.

While HiBob is marketed as user-friendly, some users we talked to found the UX “click-heavy,” particularly for non-technical users or frontline staff. Some also noted they still had to rely on external tools for timekeeping, benefits management, and payroll in the US. The good news is that US payroll is on the vendor’s roadmap for 2026, and the recently launched UK offerings have received quite positive feedback from customers.

Overall, our evaluations indicate HiBob as a flexible, engaging HR suite that fits into a larger ecosystem. It’s not ideal if you're looking for an all-in-one suite, but if your team prioritizes culture, employee self-service, and modular flexibility, this one is definitely a strong contender.

HiBob Customers

4,000+ organizations, including Huel, JIMDO, riseUP, and VaynerMedia.

HiBob Pricing

HiBob offers custom pricing only, based on your company size and exact needs. 

Best For

HiBob is best for culture-forward companies (100-5,000 employees) that already use top-tier tools for payroll, recruiting, and benefits and want their HRMS to integrate everything.

HiBob in action
Reviewer's Rating
8/10

From an HR perspective, we use the tool daily. As people managers, I would think they use Bob on a weekly basis. Bob is used for all HR processes: onboarding, employee data changes, holiday requests, performance reviews, 1:1 updates, reporting, and surveys. All our policies are distributed through Bob, and the tool allows us to track who has read and approved the policies. Employees also use it as their internal 'Facebook,' sharing fun news.

What do you like about this tool?
  • Bob is very intuitive to both implement and use.
  • Bob integrates easily with other tools (e.g., Teams).
  • Bob can be used for multiple sites and countries.
Why did your organization buy this tool, and how long have you used it for?

My customer (I'm an HR Manager consultant) was in need of an all-inclusive HRIS. We had a basic system to manage holidays, but all other HR processes were manually managed via Word and Excel templates. As the company grew, this became unmanageable. The key benefit of Bob is that it has multiple modules, allowing you to tailor it to your needs. Bob also offers basic customization, making the tool adaptable to your specific requirements without the need to build an HRIS from scratch. We've been using the tool for over a year now.

What do you dislike about this tool?
  • The pricing of some modules is not competitive (e.g., the new ATS module).
  • Although it is easy to create reports, you can't combine certain reports. If the data is in multiple areas in Bob, you can't merge it into one report.
  • Bob frequently updates. While this can be beneficial, it often requires adaptation.
How is this tool different than their competitors?

Bob stays close to market trends and evolves quickly to meet client needs.

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

Before choosing an HRIS, the HR manager needs to consider the following: What is the current flow of HR processes? How do you want these processes to evolve? What is the budget? What reporting do you need? Is the tool compliant with local regulations (e.g., GDPR)?

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

There are more options within reporting, improved logic in holiday setup and requests, and more logical flows in performance reviews.

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

Bob is a good fit for medium to large organizations that are evolving and expanding.

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

Bob is a bad fit for small organizations, due to the price.

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
7/10

What I like the most about Workday is its simple interface that you don't have to ask your Boss how to use it. It is very intuitive and easy to find what you are looking for. I worked for 3 companies before and ALL of them are using Workday. It is famous for being so straight-forward and simple and yet a very reliable tool between the company and the employees.

What do you like about this tool?

It is user friendly. It is easy to teach it to employees outside of our Human Resources department. There are so many features!

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

We bought Workday to ensure we had a financial system that would work with our HR systems. This helped us accurately run payroll. We use this Workday for storing the employee information, such personal details, previous employment details and contact details. It helps to track the goal setting to yearly appraisal feedback. We can easily be able to track the compensation revision history as well. It is a highly secured website. It requires a password + additional two security questions to login. This ensures the additional safety of the data.

What do you dislike about this tool?

It can be confusing to navigate at times. That is partially the software itself but more so how our team decided to set everything up. We are still adding more and more and making this process better for our users.

How is this tool different than their competitors?

I would consider it very similar to Paycom. I would recommend Paycom over Workday by a slight margin.

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

Workday is an excellent choice if you are the owner of a business with 250 to 1,000-plus employees and require workforce management tools (onboarding and training, scheduling and leave management), as well as HR analytics tools (pay management and performance evaluation and management)

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

It has evolved to take on more employees with little effort.

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

Human Resources, Management, Financial Department

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

A smaller or start-up business.

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
9/10

Firstly, UKG helps us manage our payroll and benefits administration, to ensure employees are paid accurately and on time. Secondly, it streamlines recruiting and onboarding processes, making it easier to find and hire new talent. Thirdly, it provides a performance management tool, allowing us to set goals, evaluate employee progress, and provide feedback. Fourthly, it offers learning and career development modules, for our employees to upskill and advance in their careers. Lastly, it helps us remain compliant with HR regulations and mitigate risks related to workforce management. I used the system a few times a week.

What do you like about this tool?

UKG Pro offers a platform for employee recruiting, compliance, and file management, which can help businesses save time and streamline their HR processes. Additionally, its robust reporting and analytics capabilities enable data-driven decision-making, while its focus on diversity and inclusion can promote a positive workplace culture.

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

Our HR team was facing an administrative burden and we aimed to streamline our HR processes. For this, we needed a tool with HR features that could be customized for a large company. Our goal was to enhance the employee experience. We also wanted to ensure compliance with HR regulations, which is where UKG came in handy. With its customizable HR features and compliance tools, UKG helped us achieve our goals. In summary, we chose UKG to reduce administrative burden, optimize the employee experience, and maintain compliance with HR regulations. I have personally used UKG for 1 year.

What do you dislike about this tool?

UGK's customer service could be improved. Currently, making even simple changes within their systems requires submitting a ticket to the helpdesk. However, there are times when it can feel like too many tickets are being submitted. It would be helpful if they streamlined the process for updating passwords so that users/admins don't have to go through so many tedious steps.

How is this tool different than their competitors?

UKG is not the best but it isn't the worst - more flexible than Workday but less flexible than Peoplesoft when it comes to reporting. I have a preference for UKG over its competitors. This is largely due to the convenience and efficiency of its payroll dashboard, open enrollment, and employee self-service features.

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

When looking to buy a tool like UKG, it is important to consider criteria such as integration, installation, security, support, and features that can bring ease to the admin users and employees. These factors can play a crucial role in the overall effectiveness and usability of the software. By evaluating these aspects carefully it will ensure you’re selecting the right tool to meet your needs.

How has this tool changed or evolved over time to meet users needs?
What specific type of user or organization is this tool very good for?

In regards to maintaining the system, the type of user UKG would be good for is someone who is tech savvy. It could benefit a mid-size to large organization.

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

Someone who is not tech savvy and a smaller organization. There are too many configurations that could be time consuming.

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
9/10

I initially signed up for a free trial of the plan that I thought suited our organization’s needs best. After checking its suitability, I created my account as an HR partner and uploaded all employees’ data into the system. The platform has helped us automate a lot of our daily HR processes. I used Zoho People to manage employee records, track their attendance, monitor their performance as per KRA, and generate various reports. It streamlines the recruitment cycle starting from job posting to onboarding new talents. The tool has great features in terms of processing employees’ payroll. It has also helped us follow compliance, labor laws, and regulations by providing tools to manage legal documents, track compliance, and generate compliance reports.

What do you like about this tool?
  1. Zoho People helped us manage all employee data in a single location and made it easier to track employee records.
  2. Zoho People has features for employee self-service, performance tracking, and goal setting, which have helped our employees stay engaged and motivated in their work.
  3. Zoho People automates a lot of HR processes we used to do manually including attendance tracking, leave management, and payroll processing.
Why did your organization buy this tool, and how long have you used it for?

There are many reasons why my organization chose Zoho People: it has customizable features, it’s easy to use, and also cost-effective. It helped us to improve our HR operations and create a more engaged and efficient workforce. I must say Zoho People is worth buying as it streamlines all HR processes. I have been using the tool for 8 months.

What do you dislike about this tool?
  1. Zoho People could benefit from a more intuitive interface to make it easier to use.
  2. While Zoho People does have a strong mobile app, there’s room for improvement in functionality and speed.
  3. Zoho People does offer online documentation and support but it doesn’t cover everything so we do end up reaching out to the support team now and then.
How is this tool different than their competitors?

While there are several competitors in the HR software space, Zoho People has several advantages that set it apart from the competition in my opinion.

  1. Zoho People integrates seamlessly with other Zoho apps, such as Zoho CRM, Zoho Projects, and Zoho Books, which is great if you happen to use their other products too, and can keep virtually all of your employees on a single platform.
  2. It is competitively priced and quite affordable for businesses of all sizes.
What Instructions should people think about when buying this type of tool?

If anyone wants to buy a subscription to Zoho People, here are a few points to take into consideration:

  1. Determine business requirements and the features you need from the HR management software to choose the appropriate subscription plan.
  2. Check the pricing plans and select the one that fits the budget.
  3. Before subscribing to Zoho People, take advantage of the free trial to test the software and its features to evaluate whether it meets your requirements or not.
How has this tool changed or evolved over time to meet users needs?

When Zoho people was first released, it was only used by small-size organizations as this software was limited to employee database, leave, and time tracking. Zoho People has evolved over time to become a comprehensive HR management software that offers a wide range of features to businesses of all sizes. The software's integration with other Zoho applications and its focus on mobile accessibility and analytics have helped it stand out in the crowded HR management software market. It also added a few features recently like an onboarding management system and integration with Zoho Analytics.

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

Zoho People is a cost-effective HR management software that is ideal for small and medium-sized businesses that may not have fully staffed HR departments. Zoho People is also a great choice for remote-working employees to collaborate, track time, handle scheduling, and more.

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

Large organizations: While Zoho People is suitable for small and medium-sized businesses, it may not be robust enough to meet the needs of large organizations with complex HR requirements. Zoho People's reporting capabilities may not be as advanced as other HR management software so it is not suitable for those organizations or businesses looking for advanced reporting capabilities.

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
Reviewer's Rating
8/10

I used Namely regularly, primarily for onboarding processes, including e-verify. It streamlined new hire documentation, eliminating the need for paper forms. Employees found it intuitive and effective for timekeeping, which made adoption smoother.

I also relied on Namely to ensure HR compliance and oversee payroll, although the payroll specialist managed the day-to-day processing.

One challenge was entering direct deposit and tax form information, which initially created extra work for the HR team. However, I believe these issues have since been resolved, as this was several years ago.

What do you like about this tool?

I liked how easy it made onboarding new employees.

The ability to manage and store electronic files was a significant advantage.

The reporting dashboard was clear and helpful for monitoring key metrics.

Employees found it easy to access their paystubs and tax information.

The interface, with its social media-like design, was user-friendly and relatable for many employees.

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

I consulted with an organization for about one year and administered Namely. They were a small but growing business in need of an HR and payroll solution to manage their expanding workforce.

Namely was chosen because it met the needs of various types of organizations and had the flexibility to grow alongside the company as their requirements evolved. I appreciated the compliance features, which helped me stay on top of regulations and deadlines.

The tool was also within the budget approved by the CFO and addressed the needs of both the HR department and employees effectively.

What do you dislike about this tool?

When I first used it, the platform was new and had some glitches.

Payroll processing was initially difficult for the payroll specialist to adapt to.

Learning which reports were essential versus optional required more guidance than was provided.

I would have appreciated more hands-on support during the implementation phase.

The search function did not perform as effectively as I would have liked at the time.

How is this tool different than their competitors?

Namely has a more modern and visually appealing interface compared to some competitors.

It promotes diversity and inclusion through its design and functionality.

Its scalable features are suitable for small to mid-sized companies, though larger organizations may need to explore alternatives.

Compared to tools like ADP or UKG, Namely is a more affordable option, though it may lack some of the advanced features those platforms offer.

While Rippling is a strong competitor, I prefer Namely’s design and user-friendly interface.

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

It’s important to have an experienced payroll person or request training to ensure smooth adoption, as Namely may not be as intuitive as other platforms like UKG or ADP.

Fully prepare questions for your implementation specialist to maximize the benefits of the tool.

Be aware of the states where your employees work, as compliance requirements can vary significantly.

Understand your organization’s growth plans to ensure the tool can scale with your business effectively.

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

Namely has added new features, including AI-powered tools, to improve functionality.

The interface has become more user-friendly, addressing previous concerns about the search and self-service features.

Employees now find it easier to access essential HR and payroll information.

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

I think Namely is great for small to mid-size organizations, but I remember it was a tool that scaled to a limit, and if you got too big, a different solution would be better. It possibly would be at the point a larger org could use them, but not sure they are there yet.

I know one of their main competitors is Rippling, so a user or organization should research both before making a decision. I’d also find out if there is a specific person to contact or just a generic number for questions. Over the years, I have been using many tools, and I personally like a particular person or team to work with.

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

Namely may not suit organizations that lack clarity about their HR and payroll needs or have no plan for automation.

It is also less suitable for businesses with low-level or non-technical HR or payroll staff who may struggle with implementation.

Companies accustomed to a single tool throughout their history may find transitioning to Namely challenging.

Benefits of the Top HRMS Software

The evolution of Human Resource Management Systems has taken them from basic record-keeping tools (think PeopleSoft in 1987) to valuable strategic assets. In addition to the criteria mentioned above, take note of the key benefits below. Regardless of your industry, size, or location, each of the following are benefits you can expect from HRMS software.

Better employee experience: The benefits of a quality HRMS are directly enjoyed by your employees. For example, a user-friendly employee portal can allow employees to review and update their info, navigate benefits options, and request time off with ease in less time than through legacy systems and sometimes even from a mobile app. Of course, this can lead to increased employee satisfaction and engagement.

Drive employee performance: The best HRMS platforms can foster talent development through performance reviews, engagement surveys, performance management capabilities, and customizable integrations with other tools you use to build culture.

Save time with HR automation: A good HRMS can have a massive impact on efficiency. Automation can handle new employee onboarding, offboarding, benefits and payroll administration, time tracking, attendance management, and more. With fewer operational tasks, the HR department can focus its time and energy on more strategic initiatives like optimizing employee lifetime value, lowering the turnover rate, and improving employee productivity and well-being.

Increased compliance: Provided you and your team are careful with the setup and initial data entry, an HRMS can significantly improve HR’s data accuracy. A complete, accurate, and easy-to-access data collection means you can worry less about EEOC audits and wrongful termination lawsuits. If one of these worst-case scenarios actually occurs, you’ll be prepared.

These systems also help with HR’s adaptability to unforeseen circumstances. One clear example was the pandemic, where many of the top vendors in the US reacted to vaccine mandates by rapidly developing features to accommodate immunization tracking and other safety and compliance tools.

A more organized HR department: If your business, like many, started with a handful of spreadsheets and a patchwork of manual processes, an HRMS can help you graduate to a more refined set of procedures. An HRMS can substantially lighten your cognitive load by managing multiple interconnected employee info systems.

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 examine metrics like turnover rate, hiring costs, and employee engagement and use that data to make more informed decisions.

Workforce management: The best HRMS systems take a modern approach to workforce management by putting the employee experience front and center. You’ll find elements of employee engagement, like intuitive self-onboarding, easy-to-access payroll and benefits, mobile first-time tracking, smart scheduling, and payroll management, which are standard in top-tier HRMSs.

Streamline recruiting: It’s not unusual for HRMS platforms to include a lightweight Applicant Tracking System (ATS), but it is becoming common for a full-fledged ATS to be part of the standard HRMS package.

Hiring is a central element of workforce management, so if you’re already using an HRMS as an integrated information hub for employee data, it makes sense to use it to manage applicant info, too. The most advanced ATSs built into an HRMS can do everything from sourcing candidates, scheduling interviews, shortlisting or rejecting, and onboarding new employees to offboarding.

Pro Tips on HRMS (Human Resource Management Systems)

Pitfalls of Buying a Human Resource Management System

The rewards of implementing the right HRMS system are substantial, but so are the risks if you make the wrong choice. The information below is from our research of unhappy customers who bought the wrong software tool. We identified central themes across their experience, and after reading this list, you can avoid the common mistakes to watch out for.

Rushing the decision: The allure of an elegant interface, the appeal of innovative features, and the sentiment of a few glowing reviews are powerful forces. It’s easy to buy a product that doesn’t actually do what you need. We’ve all been there.

Design, feature set, and reputation are important when vetting any software, but they should not drive your decision. Make your choice with the company's overall objectives in mind. Budget ample time to identify your team’s requirements, past issues, and the primary goals you hope to achieve using HRMS software.

Lack of awareness: The fact that you’re reading this guide suggests you know the value of thorough research, but some busy HR pros lack the operational context needed to make the right choice. It’s common for these folks to limit their scope of research to one or two major pain points they experience personally. This, as you can imagine, usually ends badly.

Not consulting teammates: This can be disastrous when implementing HR software. Checking with employees in every department can be a painstaking process, even in a small business, but in the long run, it’s worth it. For more on this topic, read this article on getting buy-in from internal stakeholders.

Overlooking security and support: Security and support are not features where quality can be sacrificed for price. HRMS systems hold all your employee info, so choose a company that prioritizes security. Support is an element of security and a critical standalone feature. This is especially true during implementation when a few missteps during your initial setup can lead to big problems down the line.

HRMS Software Price

With most of the HRMS vendors listed on this roundup, pricing is per user per month. Some have an additional monthly base rate, and most offer custom pricing based on your business’s needs. Some also offer independently priced add-ons, which is excellent for small businesses who want to pay only for the features they’ll actually use. Regardless of your business size or state of growth, you may find this ROI calculator helpful for setting your budget.

We've compiled the following estimates to offer a rough idea of what to budget based on your organization’s size. This data reflects the input of HR experts, both in-house and external, but be aware that these are rough estimates, and the proposals and quotes you get will vary.

  • 1-100 employees: $12,000 per year
  • 101-500 employees: $48,000 per year
  • 501-1,000 employees: $72,000 per year

Key HRMS Software Features

Knowing the key features of HRMSs and how they can support your goals is essential to finding the right software for your team.

At the beginning of this article, we covered the fundamental differences between HRMS, HRIS, and HCM platforms. We noted that, though many features overlap, contrasts in scope and philosophy made for clear distinctions between the three. Let’s look at each of these in more detail:

Employee Information Management: An HRIS is a secure database that serves as a single system of record for employee data, including personal details, job history, performance records, and benefits information.

Payroll: This is ubiquitous among HRMS platforms. Payroll features manage all aspects of payroll processing, including salary calculation, deductions, tax withholdings, calculation for PTO, sick days, overtime, and more. Time and attendance are adjacent features that contribute to accurate pay computation.

Some of the vendors mentioned in this list offer global payroll solutions, but if this feature is essential to run your business, we recommend reading our guide on global payroll.

Budgeting: Some HRIS platforms can help create budgets for the entire human resources department by integrating them with common accounting software. This can include expenditures, forecasts, and plans for future costs. Some also provide cost analysis overview and reporting features.

Performance Management: Many HRMS platforms support performance appraisal processes, goal setting, feedback collection, and performance review cycles. Best employee development practices are constantly evolving, and performance reviews are undergoing rigorous evaluation by HR thought leaders, so be sure the performance management features match your company’s talent development philosophy.

Compliance and Reporting: The compliance management and reporting functions record and synthesize information extracted from the numerous systems of record managed within the platform. The aggregated data is used as a precise record of regulatory compliance and to generate reports that can be evaluated for possible strategic insights.

Questions to Keep in Mind When Demoing HRMS Software Tools

Advanced preparation is the key to getting the most out of software demonstrations. Come prepared with questions that investigate each vendor’s approach to addressing the specific needs you’ve already identified.

Your demo questions should be a subset of the questions you have already asked. It’s common to exchange multiple emails leading up to a demo, so make the most of your time by getting the basics out of the way beforehand.

Keep your internal stakeholders in mind as you prepare. Ideally, they were directly involved, but short of that, be sure you have cultivated a cross-department understanding of what is essential across the org. Their needs should be reflected in your questions.

With your basic questions already answered and the best interest of all departments in mind, here are the must-ask questions for an HRMS product demo:

  • Does it integrate with our current 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, internal chat, 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?
  • How will information be exchanged with insurance brokers and carriers)?
  • 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?

We get a lot of positive feedback about this software buying organizer. Readers tell us it was a useful tool throughout the process, and in the end, they were thankful they’d used it from the beginning.

FAQs on Buying HRMS Software

These are the most frequently asked questions from HR professionals when it comes to human capital management software:

What is the best HRMS system?

The big names in HRMS software are UKG, SAP SuccessFactors, Namely, and Rippling, but are they really “the best”? The answer is yes and no.

Best can only be applied to one company at a time because no single HRMS platform is a universal fit for everyone. The wide range of HRMS platforms may seem unnecessary (or even overwhelming), but the variety represents the diversity in the businesses' needs.

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

The critical distinction between HRIS, HRMS, and HCM lies in their scope and focus. HRIS (Human Resource Information System) and HRMS (Human Resource Management System) are specific software types that focus on managing human resource information and processes, including payroll in the latter case. HCM, or Human Capital Management, encompasses a broader philosophy of business practices. It involves acquiring and optimizing a business's workforce and integrating strategic elements into managing human resources.

Why do definitions of HCM, HRMS, and HRIS vary so much?

There are many ways to answer this perfectly reasonable question, but the need for more consensus is primarily the result of two factors. First, an imprecise definition offers some wiggle room for vendors who claim their tool can do it all. Second, our approach to workforce management is shifting as technology and best practices evolve, so the categories are not fixed.

Despite this moving target, the distinctions primarily lie in their features, intended applications, and the philosophical framework behind each tool’s design. Generally, industry insights suggest that HRIS is the most narrowly defined solution, concentrating on essential HR functions. HRMS expands on this with broader features, still primarily within the HR domain. In contrast, HCM encompasses these features and extends further, incorporating strategic business planning to analyze and optimize the workforce as the key element.

Final Advice on Buying HRMS software

As we wrap up, let's assume you've absorbed the information above and identified a few potential vendors for scheduling demos. That’s just the first step, but it is the biggest one! If you were thorough and diligent from the beginning, you’ve set yourself up for an easier time reaching your goal. You’ve also become familiar with the general process we recommend for making all HR tech decisions.

Since you’ve identified your needs and have a comprehensive understanding of how different feature sets can meet them, fine-tuning your demos should be a breeze.

At this point, your knowledge far surpasses the average consumer. You speak the language of the HRMS vendor, so feel confident when you ask the person running your demo to focus on the relevant features you’ve identified.

You can even supply them with test data to use in the demonstration. This “test drive” approach will help you assess intuitiveness and overall user experience.

You’re already well on your way to bringing the best HRMS platform to your workplace! If you want to further your knowledge, you should read this article about the differences between HRIS, HCM, and HRMS, or you can focus your attention on this article covering the definition, features, and benefits of an HCM.

About the Author

Rodrigo Vázquez-Mellado
HR and B2B software analyst and advisor, tech writer and editor, former conversational designer
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Rodrigo has worked in tech since 2015 across various marketing and product roles. All the while, he's stayed active as a journalist, musician, and avid traveler. He's been a writer and editor at SSR since 2020, covering software niches like payroll, HCM, workforce planning, AI Recruiting, and whatever spikes his interest. He's always on the lookout for the right software and tools—whether it's for managing business processes or to fuel his many hobbies. Rodrigo studied Journalism at the University of North Texas and Marketing and Communications at Tec de Monterrey. You can see more of his writing at: http://rvmrosas.com/

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