10 Best Healthcare HR Software Solutions in 2025
Expert reviews and in-depth comparisons of the best HR software for hospitals, clinics, and other health practices, including pricing info, benefits, pitfalls, FAQs, and more.
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It doesn’t matter whether you work in a large hospital or a small dental clinic, as someone working in the healthcare industry, quality patient care can literally be a matter of life and death for you. Sometimes, this can lead to a high-stress work atmosphere.
In fact, in LinkedIn’s recent Workforce Confidence Index 75% healthcare professionals reported work-related stress. This necessitates a robust employee experience, so that there’s no compromise on healthcare facilities. A good human resources management system can help mitigate the above problem.
If you try searching the web for an all-in-one HR software to streamline your workflows, employee engagement, onboarding new hires, payroll processing, and performance management, you’ll find plenty of HR solutions. However, as an HR manager in the healthcare industry, your priorities would be quite different from those HR professionals who are working in an industry that’s less demanding and time-sensitive.
For example, you would be more concerned with ensuring an adequate staffing level or getting support with laws and regulations compliance than with getting rewards and recognition tools. What you need is healthcare HR software that’s made with care for the needs of a health organization instead of a generic HR solution.
Through hours of research, testing out vendors, and sifting through expert opinions of top HR professionals, we’ve come up with a list of the best HR software for healthcare organizations.
Our HR tech experts chose the 10 best HR software platforms for healthcare based on product research and demonstrations, user testing, and input from healthcare workers and our community of HR thought leaders.
In addition to several other factors, we focused on how well the software performed with employee management, training and compliance management, and recruitment.
- Employee Management: Our experts focused on features that address multiple pay rates, time tracking, attendance, and variable scheduling. To evaluate, we logged into the software as “employees” and tested a variety of common scenarios.
- Training and Compliance Management: Healthcare software should manage industry regulations and privacy safeguards, so our team evaluated each platform’s built-in compliance features, including features that address employee license tracking and credentialing.
- Recruiting: Due to persistent staffing problems, HR software for healthcare should have a recruitment tool built in. We assessed each platform for sourcing quality, applicant scheduling and tracking, and onboarding. We specifically focused on the critical workflow between onboarding and payroll.
We create each of our buyer guides using custom criteria and design evaluations based on our extensive, applied knowledge of human resources' daily operations. If you’d like to learn more, this article on how we assess HR tech vendors provides an in-depth look at our methodology.
Paylocity
Paylocity recently made our top list for healthcare HR software because of its industry-specific support for compliance tracking, employee scheduling, and integrated learning. From shift differentials to automated credential monitoring, it’s purpose-built for the demanding needs of healthcare employers.
PROS
- Specialized compliance dashboard supports healthcare-specific regulations like OSHA.
- Shift scheduling includes swap approvals, differential pay, and open shift claiming—ideal for 24/7 teams.
- Built-in LMS enables deployment and tracking of clinical and compliance training.
- Seamless integration between HR, payroll, time tracking, and benefits administration.
- Employee mobile app streamlines clock-ins, pay access, and schedule management.
- 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
- Reporting flexibility is limited—custom reports often require exporting and manual work.
- It may be too feature-rich for smaller or single-facility providers with tight budgets.
- No free trial; a demo is required for a full feature evaluation.
- 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.
We’ve long recognized Paylocity as a top-tier HCM solution, but its tailored offering for healthcare employers deserves special mention. When we explored their healthcare package, three features stood out immediately: shift scheduling, healthcare-specific compliance tracking, and the built-in learning management system (LMS).
We’ll start with scheduling. Healthcare HR teams often juggle rotating shifts, on-call staff, and last-minute changes. In our view, like any decent HR tool for healthcare, Paylocity makes that manageable. Hospital staff can use it to claim open shifts, request swaps, and track shift differentials directly from the mobile app. Managers, meanwhile, gain automated tools to monitor overtime, fill last-minute gaps, and reduce no-shows.
We were also impressed by the compliance dashboard. It centralizes critical documentation around licensing, credential expirations, and regulatory training. HR admins can easily audit EEO, FLSA, and other compliance standards while staying up to date on legal changes through curated news feeds.
Then there’s the LMS. Whether you need to deliver compliance modules, onboarding content, or continuing education, Paylocity lets you assign, track, and report on learning progress—all from the same platform that manages employee records.
Where the platform occasionally falls short is in reporting. Advanced analysis usually requires external manipulation in Excel or Power BI. Additionally, while healthcare providers operating in multilingual environments may face challenges with English-only support, we found Paylocity’s in-platform help center and implementation team particularly helpful in navigating these limitations.
Bottom line: if you’re in healthcare and need an HCM solution that handles regulatory complexity, variable schedules, and ongoing learning, Paylocity is a compelling option—especially for mid-sized and multi-site organizations.
Paylocity serves over 40,000 companies, although not all of them within the HR industry.
Paylocity offers custom pricing based on organization size and feature needs. HR teams should request a demo to receive a tailored quote and a feature overview.
Best For
Mid-sized healthcare organizations—like hospitals, clinics, and senior care facilities— seeking all-in-one HR, payroll, scheduling, and compliance tools.
Paylocity is used for every aspect of the business and is the most complete HRIS for our needs:
- Easy, painless payroll that is automated and tax compliant.
- HR task automation.
- Recruiting and onboarding.
- Communication and collaboration, helping build a more connected and engaged culture.
- Operational efficiency - Time spent on administrative tasks is reduced, such as manual clocking, time-tracking, and costing out of labor rates.
- The Talent Acquisition module helps fill roles more quickly with top talent by leveraging modern tools like texting and QR scan codes.
- Cost-effective solutions for a variety of organizations, including education, financial services, healthcare, manufacturing, nonprofit, restaurants/hospitality, retail, and technology. Solutions are available for small, midsized, and large enterprise organizations. Paylocity streamlines HR tasks, minimizes compliance risk, and drives communication and collaboration with tools to improve employee engagement.
Since 2000, I have used Paylocity. Our previous HR systems were numerous. We moved the following processes into Paylocity, which offers an all-in-one HR solution:
- Payroll - Automated processes, tax compliance, and overall simplification of payroll processing.
- Workforce Management - Improved efficiency by automating scheduling, time tracking, and ease of use for employees via their phones.
- Human Resources Software - Automation of manual tasks such as reviewing time management and I-9 Work Authorization tracking. Simplification and access to real-time information via the mobile app allow everyone to view their pay info, tax forms, time off requests, update personal information, and complete tasks that previously required paper.
- Talent Management - This tool helps shorten the time to hire during the recruiting cycle, expands the reach of finding top talent by posting and sharing openings across many job boards, and enhances the candidate experience through texts and QR code scanning.
This aids in finding talent faster and making engagement easier. Additionally, this module is excellent for onboarding new employees by eliminating hours of onboarding paperwork, as every aspect of onboarding is done online through Paylocity.
There is a performance management segment that provides employees with the tools they need for career development and conducting reviews. Also within this module, compensation and a Learning Management System (LMS) are robust and automated, with a wealth of tools built in to help with employee engagement and retention.
- Benefits - We moved from manual to automated processes, reducing confusion through simplified, flexible benefits management and employee usage. Key takeaways: access anywhere via mobile or desktop, real-time information, employee education with step-by-step guidance videos/scripts, compliance with federal and state regulations for COBRA, ACA, and HIPAA, and ease of error reduction through automation.
- Employee Experience - Employees have access to the HR platform, increasing self-service adoption, building confidence, collaboration, and connection.
- Data - Paylocity helps bring data to life while keeping in tune and up-to-date with your workforce. For example, AI is used to provide key insights for identifying gaps and actionable recommendations on how to improve employee productivity and reduce turnover.
I do not have any cons to share about Paylocity.
In comparison to Workday, the ease of implementation and support was better with Paylocity. When I used Workday with a large enterprise organization supporting 10,000 employees, the assigned team was larger and divided into various segments. Paylocity supported a small service organization with fewer than 2,500 employees.
The criteria should include the following:
- The available budget.
- Types of systems and applications being integrated.
- Company size.
- Readiness to move away from paper and files into software/automation. Paylocity simplifies and streamlines critical payroll and HR processes.
- Remember to allocate time and a team to help design the front end of the system and plan the rollout—this takes time and patience.
Paylocity has expanded and introduced the Modern Workforce Index (MWI), giving HR leaders real-time visibility into organizational health compared to similar companies based on NAICS codes and organization size.
Paylocity is primarily designed for small to medium-sized organizations. It simplifies and streamlines critical payroll and HR processes and functions.
Larger enterprise organizations won’t find Paylocity dynamic enough for their needs.
BambooHR
With an aim to reduce paperwork and increase peoplework, BambooHR helps you save time with its all-in-one HRIS that is revered for its calming user interface.
PROS
- 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.
- 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
- 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.
- 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 knows just how busy the schedules of healthcare workers can be. That’s why it focuses on automation and providing a one-stop solution for all your HR needs. BambooHR gives you powerful tools to drive job satisfaction and retention. With features such as a central place for employee data, instant reports, third-party integrations, and performance evaluations, you’re sure to reduce stress at your healthcare organization and streamline your workflows. The best part about BambooHR is that it has a mobile app that lets the HR department and staff members access things like time-off requests, announcements, or e-signatures at the tip of their fingers.
SoundCloud, Clinica Colorado, Matthew 25 AIDS Services, Jacksonville Jaguars, Unbounce
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
Small and medium-sized clinics, hospitals, and other healthcare organizations who want to focus on developing their culture and reducing paperwork.
If I recall correctly, we intended to use BambooHR primarily as an ATS. However, the basic package did not include an ATS, so we added the ATS, Onboarding, and Employee Self-Service modules.
The ATS component was used almost daily to manage job postings and candidate pipelines. That said, the Employee Self-Service and Onboarding modules were underutilized, partly due to the variety of positions we hired for and differing needs across roles.
- The ATS system was easy to use and well-suited for a small business, with flexibility to manipulate information as needed.
- The increased visibility provided by BambooHR greatly improved our candidate pool and reduced time-to-fill metrics.
- The Employee Self-Service page was intuitive and straightforward to navigate.
As an HR Business Partner for a smaller company that relied entirely on manual processes, we sought a software solution to support hiring and employee records management. Major pain points included the lack of a proper ATS and an effective system for managing employee records.
At the time, individuals would physically drop off applications or apply through Indeed, limiting our talent reach significantly. Additionally, employee records were maintained as physical files, posing significant challenges for tracking and audits. This tool addressed these issues and helped streamline our processes.
- BambooHR was costly compared to other tools, considering its features and practicality for a small business.
- A better onboarding and training process for the team could have improved the use of the Employee Self-Service tools.
- For a company with both tech-savvy and labor employees, the tool could have been more agile to meet diverse needs effectively.
From a small business perspective, I would rate it a 7 out of 10. It is easy to use and allows for quick adjustments, but the cost is high for what it offers. While its user-friendliness is a plus, it may not be suitable for larger companies with complex requirements.
Cost is a crucial factor to consider. It is essential to evaluate whether employees and HR team members will use all the functionalities of the tool effectively. Assess the types of employees in your company, their technical skills, and their familiarity with workflows or self-service tools.
If you have a team that is technologically adept and values independent workflows, this tool could be a great fit. Additionally, for companies transitioning to more technologically enhanced processes, this tool can be beneficial if the cost aligns with your needs and expected usage.
Based on feedback I’ve heard, the tool has remained consistent with the features and functionality I experienced during my time using it.
This tool is ideal for smaller to mid-sized companies with independent, technologically proficient employees who value easy-to-use self-service and ATS tools. It also supports organizations looking to modernize their processes.
Larger companies with complex organizational structures may find this tool too basic for their needs. It is less suited for businesses requiring advanced functionalities or extensive customization.
Connecteam
Connecteam offers a good range of mobile-friendly features: shift scheduling, GPS time tracking, communications, and the option to obtain HIPAA compliance at a fairly good price.
PROS
- Unified platform for shift scheduling, time tracking, engagement, and training.
- Regularly updated mobile apps with user-friendly interface.
- Transparent, flexible pricing. Free trial and free plan are available.
- Option to enable HIPAA-compliance within app.
- One of the only fully-mobile HR tech tools for deskless workers
- Very adequately-priced for all it entails, SMB-friendly
- Quite open to feedback, having implemented user suggestions as features in the past.
CONS
- No phone support.
- No built-in recruitment or payroll features.
- Limited integration options.
- In the communication hub, the app offers no confirmation that messages were sent and/or seen.
- Certain features that some teams consider essential, such as GPS-tracking, are only available in the higher-tier pricing plans.
Connecteam’s scheduling app is one of the best we’ve tested. It’s user-friendly, compatible with multiple devices, and covers plenty of features for healthcare workforce management, ranging from shift planning to time tracking, engagement, and compliance.
One of our favorite features is Advanced Filters, which lets you sort through specific user groups, be it only your direct employees’ schedules, or just the ones qualified for a specific job and branch. Plus, the option for workers to set their preferred working hours makes shift planning work a lot easier.
Knowing worker certifications or seniority is equally important to ensure a correct allocation for your scheduling. Thankfully, with Connecteam, you can request workers submit and renew specific licenses. These documents will then be kept safe within the platform.
The geofencing time tracking app is also a handy tool. It lets your medical staff clock in and out from their phones and as an admin, you get instant notifications detailing when and where employees clock in. Plus, the option to upgrade to a HIPAA-compliant account is something we trust healthcare organizations in the U.S. will love.
However, the lack of recruitment and payroll features is disappointing. And, frustratingly, you’re left with few native integration options, while API access for custom integrations is also only available on the Enterprise plan.
36,000+ companies, including Siteline, Copernicus, and EnviroCon.
Connecteam has 5 plans:
- The Small Business Plan: Free for up to 10 users.
- Basic: $29 per month billed annually for the first 30 users, $0.5 per month for each additional user.
- Advanced: $49 per month billed annually for the first 30 users, $1.5 per month for each additional user.
- Expert: $99 per month billed annually for the first 30 users, $3 per month for each additional user.
- Enterprise: custom pricing and includes personal account manager, SSO, 2FA and biometric lock, and API access.
Best For
Healthcare teams seeking a mobile-friendly workforce management solution with robust time tracking and shift scheduling features.
UKG
UKG has a variety of product suites to choose from that are all easy to navigate and easily customizable to the needs of your healthcare organization. Its customer support service is top-notch.
PROS
- 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
- 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.
If your organization is finding it hard to manage the problems of tight labor budgets, fewer resources, and increasing patient demands then UKG’s HR products will be right up your alley. Having successfully served many healthcare organizations like John Hopkins Medicine and the Winthrop University Hospital, UKG helps you make the most of your workforce by providing you relevant tools.
Their tools can help you track and manage physician schedules, get advanced reports on staffing patterns, get real-time data to make informed decisions, minimize compliance risk, and provide a personalized experience for your nurses to fill open shifts fast. Whether you’re running HR for a large hospital or a smaller clinic, you can do a lot with UKG and confidently count on it to deliver quality patient care.
Winthrop University Hospital, Geisinger, Northwell Health, John Hopkins Medicine, Intermountain Healthcare
UKG does not reveal the price of UKG Pro on its website, although research has shown that licenses tend to start at $600.00 per year for every 5 users.
Best For
UKG serves various kinds of healthcare systems like acute care hospitals and clinician providers. However, it’s best for mid-sized and large organizations with nuanced needs.
I’ll use UKG Pro every working day. Our primary use for it is payroll and timekeeping. Even still, we use a myriad of the other features. This includes employee benefits administration, hiring and onboarding, compensation management, talent management, and a few others. This program also provides a lot of flexibility and freedom in its application.
UKG Pro’s greatest strength lies in its full-suite of payroll and HR tools. It’s all blended together in a “sandbox” environment so users can freely explore the system. In addition to these, it also includes extensive reporting tools which makes work much easier and quicker.
My company transitioned to UKG Pro after frustrations with our former HRIS. One of UKG’s greatest strengths is the program’s ease of use. Not only is it easy for our HR representatives to use, but for our employees as well. We’ve been using UKG Pro for a little over a year now and already it’s proven to be leaps and bounds above some other systems I’ve used. With UKG Pro, you’re getting an excellent value for your money.
UKG Pro is on the expensive side and, to boot, they’re not transparent about their pricing. I also did not appreciate the lack of a free or “trial” mode to try out the product before spending so much for it. Also, scaling up (or down) can be cumbersome as a custom set up is required.
UKG Pro is far more intuitive than other HRI Systems I’ve used in the past. It’s among my favorites for its ease of use and customizability.
When buying this type of tool you want to pay close attention to what is important for your company. You’ll always want to take into consideration pricing. But beyond this, look at the features provided. Does it include a full-suite? Does it integrate well with other systems you’re currently using? You’ll want to really do your research.
I can’t speak too heavily to its evolution. I can acknowledge that they have implemented a few smaller quality of life changes to make the experience run smoother.
This is a good software for larger, very typically structured, organizations. If you’ve got more than 200 employees, this software will make your life easier.
Smaller organizations, namely those with less than 150 employees, should consider other options. UKG Pro is among the most expensive HRIS I’ve used.
CEDR HR Solutions
Since it’s made solely for healthcare companies, CEDR HR Solutions exactly know the pain points of this industry. They will personally guide you through your unique problems and help you stay compliant like no one else.
PROS
- Since their software is solely made for the healthcare industry, you wouldn’t have to worry about compliance should you choose to buy their solution. Be it their employee handbook or a year-long free HIPAA training, they have many tools to help with compliance.
- Their customer support is excellent. They have an HR Solution Center backed by seasoned HR experts who are there to give you 1-to-1 personalized training.
- They have a lot of free resources like blogs, guides, and one year of free HIPAA training. Their HR software also has a free version.
CONS
- CEDR HR Solutions is geared towards compliance and has a modest offering when it comes to HR software. The features are very basic and somewhat limited.
- Third-party integrations are very sparse. You’ll have to contact them to confirm whether they have an integration for all the applications that your organization uses or intends to use.
Built specially for dental, wellness, and medical companies in the U.S., CEDR HR Solutions is a comprehensive HR tool that can be used by managers and employees alike. Their HR software comes with many handy features such as employee self-service, PTO and time tracking, free HIPAA training, centralized employee information.
However, what makes CEDR HR Solutions stand out is the help they extend to their clients for compliance. Be it their compliant employee handbooks or an unlimited access to CEDR’s solution center or perhaps the legal guidance they impart their clients – CEDR HR Solutions has many tools to guide you.
Beckett Ridge Family Medicine, Jade Star Acupuncture, Vista Pacific Dental Care, Mission Hills Family Dental, Wisconsin Endodontic Group
There are two software solutions: Free Software Suite and Paid Membership. The free plan is forever free but has limited functionality. If you’re looking for a full-fledged HCM solution, their paid plan would be a better choice. Pricing isn’t disclosed upfront. You’ll have to enter a few company details and their team will contact you. They also give a free 30-day trial for their paid plan.
Best For
Most of their customers are small businesses. But mid-sized enterprises in the healthcare industry may also benefit.
HR for Health
A one-stop-shop for everything HR compliance and management, what makes HR for Health unique is that their software solutions are backed by attorneys and HR experts who solely focus on healthcare.
PROS
- They will help you stay on top of things, when it comes to compliance. They will provide you a custom compliant employee handbook and deconstruct all the legal jargon so that you could make sense of different regulations.
- They only serve the medical industry so all the features would be relevant for your healthcare company. This ensures that you’re not paying for something you wouldn’t even need.
- They will help you stay on top of things, when it comes to compliance. They will provide you a custom compliant employee handbook and deconstruct all the legal jargon so that you could make sense of different regulations.
- They only serve the medical industry so all the features would be relevant for your healthcare company. This ensures that you’re not paying for something you wouldn’t even need.
CONS
- Since we first encountered them, HR for Health have increased their features tremendously, but they are still mostly focused on healthcare practices. If you are looking for a general HRIS that can be used within another industry, they might not be the best fit.
- Furthermore, HR for Health is currently sold exclusively to US businesses. They focus on that country's federal and state law quite meticulously, so their product wouldn't work the same in other nations.
- HR for Health doesn’t have advanced HR features like scheduling, staffing, and multiple integrations. So, if you’re seeking a robust HR software, HR for Health would not be the best choice.
As the name suggests, HR for Health is an all-in-one HR software designed specifically for healthcare practices based in the U.S. It aims to save your time, cut your costs, and avoid lawsuits. This translates into a suite of tools in one software that range from payroll and time tracking to employee performance and onboarding.
Apart from helping with core HR processes, HR for Health provides its clients with a free customized employee handbook that accurately represents your organizational culture. This employee handbook is approved by employment attorneys and ensures that your healthcare practice is staying informed and abiding by the latest legal updates.
Werner Optometry, Main Street Optometry, Lamorinda Dental Care, American Association Of Orthodontists, Futuredontics
HR for Health has two packages: HR + Compliance Package that starts at $245 and HR + Compliance + Payroll package that starts at $395. They haven’t specified whether this is a one-time charge or a recurring one. You can, however, schedule a demo to learn more. They also provide discounts depending on your team size.
Best For
Small to medium sized medical and dental practices that are mainly based in the U.S. and are looking for an all-in-one HR solution that supports compliance.
WorkDay
Designed with direct input from healthcare organizations, Workday stands out from the crowd due to its unique ability of letting you change your business process framework on a day to day basis.
PROS
- 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
- 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.
With its wide range of HR products, Workday seeks to reduce issues that the healthcare sector faces like clinician burnout and staffing shortages. If you’re looking for a consolidated system to streamline sourcing, onboarding background checks, payroll, time tracking or any other HR function under the sun, Workday will have a solution for you.
Trinity Health, ChristianaCare, Dayton Children’s Hospitals, Rochester Regional Health System, CityMD, Ochsner Medical Center
The exact pricing details of Workday aren’t provided by the vendor, since they’ll likely tailor their offer to your business size and needs. They also don’t offer a free trial, but you can see the tool for yourself through their demo videos online.
Best For
Large enterprises
There are many reasons we'd use Workday, but some key work streams include: running payroll end to end, running the hire-to-retire process end to end, pulling important reports, and analyzing internal demographic data, etc. We use Workday multiple times per day, and we're currently still configuring some key features that we did not launch on 1/1/23, so we're still spending a lot of time on the tool.
Workday is powerful, you can create almost any report and any feature that you can imagine (although, you need to know how to do it). Workday is scalable, you can do a lot in bulk. Workday is integration friendly, having an internal HRIS be able to integrate with other software is key to running smooth internal business operations.
Previously, we were using Gusto and BambooHR for our Payroll and HRIS sources of record. Gusto and BambooHR would not integrate with one another, and we were continually faced with "big company problems" using a "small company tool" like Gusto. Workday promised an all-in-one, scalable, and powerful tool we could use in order to meet our many Payroll and HR needs. We've been using it since January 1st, 2023, and I can say that it's definitely allowed the company to scale some work streams.
Workday is incredibly unintuitive, I wish it was more user-friendly. Workday doesn't have a support team and the Workday Resource Center is not super useful, I wish it had a support team we could call. Workday is very expensive since they hold a large chunk of the market and since it's difficult to move HRIS systems, they're able to get away with charging a lot of money -- I wish it was less expensive.
A lot more powerful, and a lot more scalable, but way less intuitive to use.
Don't purchase Workday if your company is small (0-500-ish employees). Don't purchase Workday if you're not struggling with scale.
Workday has allowed us to spend less time processing workflows that affect the end user, allowing for more automation, which means less risk, which means fewer errors.
Mid-size to Large companies.
Small companies, or companies where the HR or finance teams are very small.
Zoho People
Zoho has a soothing user interface and top-notch automation. You can create approval bots, plan events, send event reminders, and so much more to reduce your routine tasks and increase productivity.
PROS
- All core HR features in a single dashboard
- Wide array of integrations
- User-friendly UI, constantly updated
- Available in multiple languages
CONS
- 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.
Zoho has a plethora of products and features. Zoho’s unified HR platform, People Plus lets you manage the entire employee life cycle from a single integrated platform. It focuses on four key HR areas: talent acquisition, talent management, core HR & payroll, and employee engagement. There’s also employee self-service for things like travel requests, time and absence update, and internal collaboration.
Highly customizable, Zoho scales with your team. The tool also has a powerful analytics module with which you can get trends about everything from hiring to employee performance. The cherry on the cake, however, is its artificial intelligence aspect, which lets you automate hundreds of manual processes.
Max Life Insurance, Recover Health, Bernard Health, Church Pharmacy, Briotix
Zoho’s People Plus costs $4.61 per employee per month plus taxes. You can then add annual add-ons that are priced differently for different sets of features. You can also contact sales for a custom price. There’s also a 30-day free trial.
Best For
Zoho People has plans for many sorts of organizations, even offering custom pricing for those with more than 500 employees.
I use Zoho People for tracking time and leaves. Besides, it is great to chat with other team members. The platform includes an organizational chart, compensation, and training modules. It has great reporting features as well. I can easily check all my records, such as my pay stub for every month of the year, company employee list, and vacation schedule. etc.
It is affordable and user-friendly. The customer support that is available in the software is good and always active in responding to customers. The application is easy to use for most users. Zoho People is a great option for storing employee information and tracking time.
5 years ago our company started to use Zoho People to deliver exceptional digital HR experiences to our employees while managing the entire employee life cycle on a single platform. I like its simplicity and integration with other Zoho tools like Zoho Payroll, Zoho Books, Zoho Expenses, etc. I love that the request permission, approval, and tracking features are so helpful. I like that the interactive form builder allows us to create different forms that meet our needs and help our HR team.
Sometimes I run into difficulties in terms of data integration between other integrated programs. Zoho People software does not integrate with other similar applications. They only provide a limited number of administrators for Standard and Premium pricing plans. The system is cloud-based only and not flexible to use.
Zoho People comes with an employee portal, organization chart, self-service, performance appraisal, employee leaves management, and salary tool features. All the HR processes can be managed from a central location which can help users to save time and reduce costs. The software offers a fully-mobile self-service that can help employees to get easy access to their HR data from anywhere, anytime. It can help employees have better control over their work.
The price of the solution is low and most people can afford it. Customer support includes online and email user support. Easy to learn and use.
They offer cloud-based hosting, which means IT resources are retrieved through web-based tools and applications and you don't need to buy servers and additional hardware equipment.
It is very good for small and medium size companies.
It would be a bit challenging for big corporations as Zoho People doesn’t offer unlimited employee profile support.
Rippling
Rippling can be a game-changing HR software for medium-sized healthcare businesses. The platform can easily handle payroll in the US and internationally with terrific automation and built-in integrations. It also lets companies work with their picked broker within the app and choose benefits packages from over 4,000 plans.
PROS
- Rippling has an intuitive UI that is easy to navigate.
- US-based and global payroll.
- Great automation features built-in.
- Extensive integrations.
- Ability to work with your broker of choice.
- Holistic view of company outflows, including headcount costs.
- 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
- Lacks the option to automate payroll completely.
- Doesn’t have a free trial.
- HR Help Desk service provides phone support but costs extra.
- Not the best choice for large companies (2,000+ employees).
- The mobile app lacks some features compared to the web browser version.
- 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 is one of just a select few providers with a wide range of integration possibilities among all the HR software vendors we’ve reviewed over the years. One key factor that makes us choose Rippling to recommend for growing healthcare businesses is its automation capabilities.
Although the solution is relatively young compared to other options, its features are just as good as the more experienced ones. We can onboard employees worldwide online, let them choose the benefits package they want, automate our time-tracking workflows, run payroll, and keep our employee data in one place.
We even found some features to be unique to the platform. For example, the benefits module enables us to work with our existing broker. It can also help handle compliance and tax filing, automating parts of it, even when our employees move locations or change their marital status.
While covering a range of features, Rippling doesn't mess up its sleek and intuitive interface. We tried Rippling via the mobile app as well, and it was a cohesive experience. However, it's worth noting that some users occasionally find the app lagging.
Vox, Maximum Games, Superhuman, Compass Coffee, Highnoon.
Rippling's Core HR platform starts at $8 per employee per month. You need to contact the support team for further details.
Best For
Rippling is best for healthcare businesses with 50 to 2,000 employees. It can work for both US-based, global, remote, office-based, and distributed teams.
We used Rippling as the source of truth for all HR reporting and documentation. The prior system we used did not have the storage and reporting capabilities to be our source of truth.
The key workflows we used were onboarding, offboarding, and document signature and retention. We were able to get most of the functionality we needed for these processes, but there were a few things that didn't work the way we needed them to without buying additional workflows.
There were some basic workflows, which were unlimited and free, but there were others that required upgrades and extra charges. The core plan included one workflow, so if you needed more than that, you had to purchase additional or upgrade your plan. The way that we set up our onboarding workflow (which was specific to location), we needed several workflows to accommodate our different locations, which was not a cost-feasible upgrade. Also, if you change the trigger on the free workflow, it changes to an upgraded workflow.
Rippling is user-friendly; you do not need to be a programmer to be able to program functions on this platform. You can contribute ideas for new features or functionality. Their customer service is better than most HRIS systems.
The organization had been using an HRIS system that did not have the robust reporting, automations, or customer service they were looking for. I used Rippling with the company for about a year and a half as a super admin. We found Rippling's customer service superior to the previous system we had been using.
Implementation was easy, but I strongly recommend that someone who has done implementations previously spearhead an implementation to help bridge where you were with a previous system to where you want to go with Rippling. Setting up workflows and automations is easy in Rippling, and their technical advisors are always willing to hop on a call to walk you through any issues that you may need additional help with.
We started using Rippling as the HRIS/payroll for our US team but quickly added the Canadian team. We used it largely for headcount and reporting for all other global teams.
Only one workflow in the core plan; everything else is an upgrade. Rippling often uses their customers for BETA testing without letting them know (Rippling told us they had functionality for payroll in another country when they did NOT). It feels like they are constantly trying to upsell you and get more money out of you.
The tool is one of my favorites so far. It is very easy to use, but when you get stuck on something, they will provide live support to walk you through. Most other HRIS systems are very helpful through implementation but are hard to reach once you have completed.
People need to think about the implementation process; the new tool is probably not going to look or act like the old tool. Definitely ask if there is a demo account and work through it to see how it works.
Think about where your company is now versus where you expect to be in five years. Will the tool grow with you? How much additional expenditure will be required to scale it with your business? If there are new functions you will need to purchase in the future, will the additional expense work with your scaling budget?
Rippling is very good at taking requests from customers for new functionality. For the most part, Rippling employees only know Rippling; they don't know other platforms. So they don't know how you used XYZ brand prior and how the change in process affected your business.
Rippling is good for organizations with a growing or evolving workforce. It can house all historical HR documents, send revised documents out with the click of a button, and update workflows easily.
Rippling would not be a good fit for a small, cost-conscious organization that doesn't need all the functionality it provides or would have to pay substantially more for the add-ons.
Kallidus
Sapling’s workflows are straightforward and easy to use. Its biggest strength is that it lets you manage as well as automate your unique workflows and processes.
PROS
- Maintains a record of all changes which is useful for compliance and audits
- Leverages gamification for learning and development
- Adjusts to the needs of a small but growing team
- Built to accommodate remote-first teams
- The platform keeps track of all changes done to HR processes; useful in case of audits and to ensure data compliance.
- Includes talent-development features through the e-learning module, such as gamification of certain courses.
- Good bet for small and scaling teams given the flexibility of the platform.
- The tool also has remote team-focused features process auto-assigning.
CONS
- Customer support reported to be slow occasionally
- Some issues reported with ADP integrations
- Overall, integrations require tech savvy and require more API and webhooks knowledge than others in this space
- Several users have reported that the support team can be slow to respond to requests for assistance.
- Although it might not be completely on Sapling's hands, other users during are research reported troubles with the integrations to software like ADP.
- Additionally, the integrations are somewhat limited and you need to work with either an API or webhooks with some of the most trusted HR tools out there.
Whether you run a small care facility or a competitive hospital, Sapling has powerful tools designed with an eye towards the problems healthcare organizations face on a daily basis.
Sapling lets you automate repeatable processes, execute e-signatures with ease, manage complex time-off policies, and helps you reduce non-compliance risk among a variety of other things that help save you time.
With its analytics tool, you can also get actionable insights and create custom reports for all your data. Sapling works seamlessly with other leading HR, IT, and productivity systems that your team might already be using.
Oura Health, Navia Benefits, Sequoia Benefits, Webflow, Digital Ocean
Sapling's pricing varies depending on which modules you'd get. You can start with the People Operations Platform, and then add the Essential and/or Premium modules. The final price will depend on the applicable platform fee, plus a per-user-per-month fee. To give you an idea, the minimum annual fee is $4,000 USD.
Best For
Sapling is aimed primarily at mid-sized organizations (50-2000 employees) distributed internationally.
APS
APS is very easy to use but what makes it a class apart is its first-rate customer service. When you sign up, you get a dedicated account team that is just one phone call or email away.
PROS
- APS is very cost-effective. Although the pricing is custom and depends on your business size, we’ve heard current users speak of its affordability. Jackie R, who is a HR Director for a small-sized company says, “I love that APS offers all aspects of an HRIS system at an affordable price. We are a small business and can't afford the big name payroll vendors, but get everything they offer at APS for a price we can afford as a small business.”
- Their customer service is remarkable. As testified by multiple users, the customer service team at APS is prompt and there for you every step of the way, right from implementation to anytime you get stuck using the software. They’ll likely resolve your issue within the same day.
- APS is very easy to navigate and everything is updated and saved in real-time. Despite its complex features, you would likely not find it confusing. They also have how-to guides that come in very handy.
- APS is very cost-effective. Although the pricing is custom and depends on your business size, we’ve heard current users speak of its affordability. Jackie R, who is a HR Director for a small-sized company says, “I love that APS offers all aspects of an HRIS system at an affordable price. We are a small business and can't afford the big name payroll vendors, but get everything they offer at APS for a price we can afford as a small business.”
- Their customer service is remarkable. As testified by multiple users, the customer service team at APS is prompt and there for you every step of the way, right from implementation to anytime you get stuck using the software. They’ll likely resolve your issue within the same day.
- APS is very easy to navigate and everything is updated and saved in real-time. Despite its complex features, you would likely not find it confusing. They also have how-to guides that come in very handy.
CONS
- The reporting feature is limited in functionality. Sometimes, there will be missing information that you may require.
- Although their customer support is prompt, you can’t directly reach their team via phone. Customer service answers your queries via email and if you wish to talk to someone on the phone, you’ll have to mention it.
- The reporting feature is limited in functionality. Sometimes, there will be missing information that you may require.
- Although their customer support is prompt, you can’t directly reach their team via phone. Customer service answers your queries via email and if you wish to talk to someone on the phone, you’ll have to mention it.
APS places customers at the heart of their solutions and this reflects in their product in a myriad of ways. Their cloud-based HR and payroll platform is a unified HR solution and has everything from payroll and attendance to recruiting and compliance management tools.
APS has many integration options and you can connect your existing business systems with it. It’s equipped with employee self-service so that you can delegate low-level HR tasks to your healthcare staff and focus on high-bandwidth activities like strategy and planning.
Once you purchase APS, you would receive lots of training and the help of an instructor to get you acquainted with the nuances of a new HRIS.
Atlas Chiropractic and Wellness, Circle Logistics, Columbia Southern University, Eagle Distributing, Linden Management
APS offers custom pricing that you can get after entering a few details about your company. You can also request a personalized demo.
Best For
Mid-market organizations
Why Use HR Software For Your Healthcare Company?
Before buying any new software, it’s worth asking what are its use cases. Generally, companies use HR software for streamlining their workflows, hiring new talent, processing payroll, and other common HR functions. But when you’re running a healthcare organization, you might be motivated to buy an HR software for slightly different reasons. Here are some of those:
- Save time: For workers in the healthcare industry, even a minute of delay can deteriorate the health of their ailing patients. Time is therefore the most precious resource for healthcare professionals and using an HRMS can monumentally help in this regard. Contemporary HR systems use automation to eliminate repetitive HR tasks like payroll processing, sourcing, onboarding, and attendance so you could focus on delivering quality patient care.
- Stay Compliant: In an industry such as healthcare, where the slightest of negligence can cost a patient their life, being compliant with laws and regulations is extremely important. HR systems designed for healthcare organizations ensure that you’re not only following all the necessary rules and regulations but also being up-to-date with any statutory changes.
- Reduce employee turnover: Employee turnover is one of the biggest challenges that the healthcare industry is facing right now. According to a report by NSI Nursing Solutions, the national hospital turnover rate stands at 25.9% for the year 2021. In 2017, this figure was 18.2%. Given the kind of stressful work environment that healthcare workers find themselves in everyday coupled with the stress of COVID-19 pandemic, this increase in the employee turnover is warranted. A good HRIS can help increase employee retention by enhancing the employee experience in multiple ways. It can accelerate the pace of otherwise frustrating HR tasks, help you compensate your employees on time, give employees the access to manage their benefits, and improve internal communication.
- Training and development: Healthcare professionals need to keep up-skilling themselves so that they can accurately use new medical instruments or techniques and deliver quality patient care. HR systems designed for healthcare organizations are usually equipped with a learning management system or LMS. Such HR software allows employees to take self-assessments, track their progress, and check their certifications.
- Improve employee experience: HR software is not just built for human resources professionals but for employees too. Instead of depending on HR managers all the time, employees can perform some of the HR tasks on their own like requesting time-off, marking absence, availing benefits, picking up open shifts. Giving employees some control leads to transparency, builds trust, saves time, and reduces their stress— all of which ultimately leads to better performance and overall productivity.
- Get reports and trends: Modern HR tools have analytics and advanced reporting features. You can get insights about everything ranging from employee turnover and the number of incidents to attendance and employee engagement. You can then use this data to make decisions and strategies for improvement.
- Streamline your workflows: One of the biggest advantages of using an HRMS is that it acts as a centralized solution for all your HR tasks. You can hire, onboard, compensate employees, do background checks, and performance evaluations all from one place, instead of using different applications for each task. Moreover, you could also map out an employee’s compensation and PTO based on their attendance, performance, and other such metrics.
- Manage shifts and schedules: Healthcare professionals usually have constantly-changing schedules. HR software made specifically for healthcare companies is cognizant of this fact and incorporates features that let employees fill open shifts quickly and give managers insights on scheduling needs.
Some Pitfalls To Avoid While Buying A New HR Software For Your Healthcare Practice
- Lack of employee self-service: Modern HRMS are equipped with employee self-service which means that your employees can access, edit, and update some of their information on their own; a task that was previously reserved for the HR team. In an industry as demanding as healthcare where employees always need to be on their toes to fill an emergency shift, it’s absolutely vital to steer clear of HR systems that don’t have employee self-service.
- Low data security: The Health Insurance Portability and Accountability Act of 1996, commonly referred to as the HIPAA, necessitates organizations to protect patients’ sensitive information. Make sure the vendor you’re purchasing your HR software with keeps your sensitive information secure and is able to comply with these regulations.
- Interface that’s not user-friendly: Working in the healthcare industry can certainly entail working in a high stress environment. You don’t want to take on more stress by trying to decode an incomprehensible HR software. Besides, HR managers are not the only people who have to deal with the HRIS but also the nurses, doctors, and other staff workers who have to directly deal with the patients.
- No mobile app: Since the majority of workers have to be in direct contact with patients, healthcare professionals don’t have a lot to do with computers. Besides, it’s always less time-consuming to carry out routine tasks from a smartphone. If there’s no mobile app for the HR software you’re intending to buy, it could cause logistic issues later.
- Inability to integrate with other applications: Most HR technologies integrate with myriads of third-party applications. While the HRIS you’re interested in buying might have the ability to integrate with popular applications, it may not integrate with the system that your company uses regularly. If you fall prey to this common pitfall, you’ll be spending your days manually entering data from one software to another, causing an unnecessary roadblock for your core HR responsibilities.
- Bad customer support: Due to the time-bound and compliant nature of work that healthcare professionals do, it’s imperative to look for an HRIS that delivers speedy and robust customer support service. You don’t want your employees to be wound up in a situation where they fail to deliver quality patient care due to an unresolved technical glitch.
ROI Of The Right Healthcare HR Software
On the surface, an HR software product may not seem like a necessity in an industry that has little to do with computers and software. But, on a closer look, it becomes apparent that no other industry needs a people management software as much as healthcare. This is because the way employees in a healthcare practice are managed has a direct impact on the quality of care delivered to patients. Therefore, the right HR software for your healthcare company is worth every penny and could help your organization cut down stress, time, and money.
If you’re still not convinced and need some numbers to change your mind, consider this simple stat: The average salary of an HR administrator in the US is $50,000 per year. If you compare the amount of money you’ll spend on an HR software vs the cost of hiring a few administrators, you’ll see that it’s completely worth buying good HR software for your healthcare organization. Besides, unquantifiable benefits such as accuracy, quick scheduling, elimination of duplicate entries, or avoiding compliance risks should not be overlooked.
Healthcare HR Software Pricing
Pricing for HR software varies from vendor to vendor as well as on the features that your organization requires. Some vendors can cost you as little as $4 monthly for each user, while others can cost you upwards of $99. For most vendors, the pricing model is per-employee per-month. Some vendors will also charge you a monthly fee in addition to the per employee charge.
Many vendors don’t disclose their pricing upfront and you can only get a custom quote after getting a demo of their HR software. Sometimes HR tech vendors also charge you for setup, implementation, customer support, or consultation. Make sure to ask about these charges from your potential vendor.
Although pricing will vary according to your organization’s needs, below is a chart of estimated price ranges:
Key Healthcare HR Software Features
There are hundreds of HR tech vendors out there, rich with features to make your work as an HR manager easy. But when it comes to healthcare HR software, there are certain core features that you must not compromise on. Here are some of those:
- Employee self-service: In a fast-paced environment such as a healthcare company, the option to let your employees carry out recurring HR tasks like marking absence or benefits enrollment is a must-have. Not only would it help you save a lot of time as an HR manager, it would also bring clarity to the work of your employees.
- Multiple pay rates: In hospitals, workers may have to take on emergency shifts at night. Such shifts take place at odd hours and usually compensate employees more than their regular shifts. This is why a single individual can have different pay rates depending on the job and the hours it is performed at. Look for an HRMS whose payroll tool comes with a multiple pay rates feature.
- Training and development: Staying up-to-date with the methodologies and brushing up on old knowledge is absolutely critical in a field like healthcare. Make sure that the HR software you end up buying has a training and development tool where employees and managers alike can track their progress and access learning resources.
- Attendance & time tracking: Modern HRIS have an attendance tool that’s linked with the payroll. In healthcare practices, where there can be fluctuating working hours, a time tracking tool will help you avoid duplicity errors and pay your employees accurately.
- Scheduling: In healthcare practices, employees need to be on their toes to fill an emergency shift. A good HR software would make it very easy to schedule and fill open shifts fast.
- Employee database: Think of an employee database as your one-stop solution for quickly storing data and pulling up information about your employees ranging from their contact details and age to their salary and performance history. In healthcare practices, this feature can come in handy when responsibilities need to be delegated under a time crunch.
- Legal guidance and HR advising: In an industry that’s as highly-regulated as healthcare, compliance can be the most critical component of healthcare companies. HR systems designed for healthcare practices usually have a full-fledged compliance tool that helps companies stay abreast of legal changes and take actionable steps to avoid hefty costs.
- Reporting: It’s extremely important to report incidents in healthcare organizations to improve safety and patient care. A healthcare HR software would not only let you log incidents but also other data like employee satisfaction, retention, and growth.
- Recruitment and staffing: The healthcare industry is rife with staffing problems and HRMS built for healthcare companies usually come with solutions to tackle this problem. Some would argue that HR software for healthcare should be equipped with a recruitment tool. This would involve features such as sourcing, applicant tracking, and automated onboarding; among others.
Questions To Ask On Demos
We hope that the information on this page has acquainted you well with the various HR vendors out there and that you have shortlisted a couple of them. Your next step should be to get first-hand experience of the HR software you’re interested in buying. You could do this with the help of a demo, which most of the HR tech vendors provide.
Depending on the vendor, you could expect to get a live demo or a recorded one. In either case, what’s going to set you up for success is coming up with a list of questions to ask during your demo session, so that you could find the HR software that most meets your needs.
To help you get started, below is a list of questions that we think every healthcare company should ask from a potential vendor. Feel free to use this list to ideate more questions:
- If my team is already using an HRMS, what is the process and timeline of transferring data from our previous HR software?
- Do you provide legal guidance to help us stay updated with new laws?
- How secure is our patient data and other sensitive information?
- Do you help with HIPAA training and certifications?
- Does this HR tool integrate with the applications that we’re currently using for our healthcare practice?
- Do you have a mobile app for this HR software product?
- How do you help us stay legally compliant?
- Do you provide HR advising?
- How robust is your reporting tool?
- How quickly does your customer support team respond and resolve issues?
- Is training required for using this HRIS? If so, is it free?
- Can you show us what your software looks like, from the point of view of someone outside the HR department?
- How extensive is employee self-service?
- Can you customize this HR software according to our organization’s needs?
- Do you have a tool for internal communication?
Healthcare HR Software Implementation
Depending on whether you’re buying HR software for the first time or switching to a new one, your implementation process would slightly differ. There are also variables such as your organization size, training requirements, and the vendor you choose that would dictate your timeline and process. Thus, implementation of a new HR software could take as little as a day to a couple of weeks.
Most vendors start with an installation, which is followed by data migration (if you’re switching from another vendor), configuration, testing, employee training, and finally officially bringing the software onboard. Later, the vendor may follow up for feedback.
In most cases, the implementation team would ask you the following information:
- Basic company information such as your EIN (employee identification number)
- Basic employee information such as their name, SSN, address, compensation etc.
- Payroll and information about already paid taxes, if you’re switching vendors mid-year.
Do note that although this is the typical process, it’s best to ask the vendor you’re interested in about their implementation process and timeline before proceeding with them.
Healthcare HR Software FAQs
What is HR software?
An HR software is a suite of tools that helps a company’s human resources department perform everyday HR tasks.
What software is used in healthcare?
There are many HR vendors that cater to healthcare companies and our list mentions some of the top healthcare HRMS such as Zoho, Workday, Rippling, and BambooHR.
What is included in HR software?
Modern HRMS act as an all-in-one HR solution and can help your company with all your basic HR needs ranging from payroll and recruiting to benefits and talent management.
What are the three main types of HR software solutions?
The three main types of HR software solutions are HRIS, HCM, and HRMS.
What does HRIS stand for?
HRIS stands for Human Resource Information System.
What does HCM stand for?
HCM stands for Human Capital Management.
What does HRMS stand for?
HRMS stands for Human Resource Management System.
What’s the difference between HRIS, HCM, and HRMS?
These terms are often used interchangeably because on the surface, there isn’t a huge difference between HRIS, HCM, and HRMS. The definition varies from vendor to vendor and even among HR professionals. While all three are all people management tools, the differences lie in their features and use cases. An HRIS takes care of your core HR needs and is limited in that sense. An HRMS has the same use case as an HRIS but goes beyond the core HR needs in terms of features. Strategic planning is the epicenter of an HCM while having most of the HRMS features.
What are the advantages of using HR software in healthcare companies?
There are many benefits of using an HR software in a healthcare company, some of which are:
- Helps you save time by automating repetitive tasks
- Reduces stress and Improves the overall employee experience
- Guides you with legal changes and Increases compliance
- Helps you overcome staffing problems
- Incident reporting, analytics, and key business insights
- Workforce management
What is the difference between an HRIS and ERP?
An ERP or Enterprise Resource Planning is a centralized software solution that helps organizations integrate the operations of different departments like sales, IT, marketing etc. An HRIS on the other hand, helps organizations integrate different HR processes and perform core HR tasks from one place.
What is the relationship between HR and healthcare?
The role of HR in healthcare is paramount. In order to deliver quality patient care, healthcare employees need a management system that lowers their work stress and improves their overall performance. HR software made for healthcare companies solves this.
What is the best HR software for healthcare?
While we’ve spent a lot of time researching and coming up with this list of the top HR software for healthcare, what is best for one organization might not be for some other. Hopefully, our comprehensive yet brief vendor reviews helps you shortlist what would be the ideal HR software for your healthcare practice.
Final Advice
If you’ve made it this far, we really hope we’ve covered all the gaps in your knowledge about HR software for healthcare companies. Your next step should be to shortlist 2-4 vendors and book demos with them.
As a last piece of advice, we’d suggest that you factor in the various constraints and edge cases that by default come when you work in an environment as dynamic as a healthcare organization.
Many HR software vendors provide a one-size-fits-all solution for all industries and lure prospective buyers in by simply marketing the relevant features. Take ample time to list down everything that your organization needs by talking to your doctors, nurses, and other healthcare staff who will be using the HR software. It’s always good to have clear objectives before setting up a demo. All the best!
If your healthcare practice is specifically focusing on staffing, our best recruiting software guide may help you.
About the Author
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- Our goal at SSR is to help HR and recruiting teams to find and buy the right software for their needs.
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- SSR lists all companies we feel are top vendors - not just those who pay us - in our comprehensive directories full of the advice needed to make the right purchase decision for your HR team.
