10+ Best HCM Software To Manage Your HR Needs in One Place (2026)
We've tested and demoed dozens of tools to create this guide to the best HCM software. Find pricing info, screenshots, pros & cons, and more below.
More than a software type, Human Capital Management is an economic theory; which states that companies should invest in their employees for them to generate more value. As such, the human capital theory concerns itself with optimizing the education, knowledge, skills, and experience of an employee. In that sense, HCM software manages and optimizes key related processes like training, performance, compensation, and everything essential to employee development. HCM is an organizational philosophy, but as such, what it does overlaps tremendously (as it should) with broader HR software.
HCMs, however, should provide specific competencies for workers in three categories: workforce acquisition, workforce management, and workforce optimization.
This guide will help you understand the big picture of HCM methodology and the pitfalls to avoid. Critical features like HR ops, scalability, and integration capabilities are also covered in detail for each of the vendors we’ve selected. This guide can also help you understand the difference between HCM and HRMS software.
To select the best HCM software, our experts have gathered user feedback, sought insight from HR thought leaders, and participated in product demos with vendors. In our experience, the right way to go about shopping for an HCM platform breaks down into three general questions. First, are the HR ops functionalities in line with what you need? Second, how easily does it integrate with other systems? And third, does it scale, and will it grow with you?
HR Ops
Every company’s needs differ, and no two HCM systems are alike. Specifically, we assessed products for workforce acquisition, workforce management, workforce optimization, performance reviews, learning management, succession planning, and employee onboarding.
Integration Capabilities
Because it’s so important for your new HCM software to work with your existing tech stack, we assessed each platform’s capacity for seamless integration with the standalone tools you might be using currently, such as accounting software, applicant tracking systems, performance assessment tools, and time and attendance software.
Scale
We assessed each company’s HCM software for exponentially flexible features. Take customization and permissions, for example. As companies grow, their org charts tend to get more complex. Where a simple set of customized permissions would suit a team with only managers and non-managers, a more complex team needs the ability to customize permissions for an elaborate, interwoven network.
For anyone interested in more detail on our selection process, we recommend reading more about our editorial guidelines.
BambooHR
We picked BambooHR for its flexibility, UX/UI, and reliability. It is a leading HR software suite with extensive HCM capabilities and also offers optional payroll services for US employees, effectively transforming it into a complete HRMS solution.
PROS
- Offers flexible pricing and customizable packages.
- User-friendly interface streamlines employee management for both employees and HR teams.
- 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 limited to the U.S.-based workers.
- Support hours limited to U.S. time zones
- Some modules, including time and attendance, performance management, and surveys are available as add-ons with BambooHR.
- 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 deserves a mention within the HCM space (in most HR tech categories, really), even though they can technically be either an HRIS or an HRMS, depending on the package and add-ons you pick.
Their HCM core features like benefit tracking, reporting, employee directory provide sufficient visibility for short and long-term decision making. Other HCM features like performance management and time tracking, however, are only offered as add-ons. This flexible packaging, however, is part of what makes BambooHR so popular among teams in all many sorts of industries. It’s a tool that can adapt to your evolving needs and there’s likely always something to discover.
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.
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 can be an ideal choice for companies in search of a customizable HCM tool that provides pricing options that reflect their requirements. Additionally, it is well-regarded by teams that are partially or fully remote.
I used BambooHR to manage all HR work, including payroll, employee relations tracking, benefits, and employee experience. When I was working with the smaller organization, I used the application daily for a few months. I believe the company is still using BambooHR and anticipate they engage with it daily.
I was primarily responsible for setting up the HR system and establishing workflows for the end user. Once the system was set up, I used it to confirm that all employee information was flowing correctly throughout the system.
I liked the comprehensive approach it provided. It allowed me to manage everything in one system without needing to use other platforms. The platform was very user-friendly.
I worked for a smaller start-up that used it to centralize all of its HR needs. They were using it to replace paper files, outsourced payroll, and similar services. BambooHR addressed these needs and allowed them to manage all of their HR work in one place.
I personally used BambooHR for a few months while helping the company implement the software. I found it to be a helpful tool, especially for smaller organizations.
I disliked the limited compliance information across different states. I was not able to use it for our international employees. Uploading large amounts of data was difficult for larger organizations.
BambooHR is great for smaller organizations that don't have a complex employee structure. It was very user-friendly.
Organizations should consider the complexity and size of their employee structure. They should also evaluate the cost in comparison to what they currently pay for other ad hoc services that this tool would replace.
Unknown, as I didn’t use it for a long time.
Smaller, more centralized organizations will find BambooHR a great fit.
BambooHR is not a great fit for large or more complex organizations that need a custom tool.
Paylocity
Paylocity offers a robust Human Capital Management (HCM) platform that streamlines HR processes, payroll, and talent management into a single, cohesive system. Its user-friendly interface and comprehensive features make it an excellent choice for mid-sized U.S. companies seeking to enhance operational efficiency and employee engagement.
PROS
- Integrates HR, payroll, and talent management, reducing the need for multiple systems.
- Empowers employees with 24/7 payroll and HR data access via desktop or mobile app.
- Scalable to accommodate growing companies thanks to its many modules and product offerings.
- Intuitive interface that’s easy to navigate, supported by extensive online help resources.
- Extensive reporting capabilities to track key HR metrics
- 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
- Creating custom reports can require manual data work.
- Customer support is only available in English, limiting global access.
- Small businesses might find the features more than they need, and the pricing a bit steep for modest budgets.
- According to some user comments, customer support response times can be lengthy and inconsistent.
- 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's HCM platform is designed to simplify and automate HR tasks, making it a valuable asset for mid-sized companies aiming to enhance their human resource operations. The unified system encompasses payroll processing, talent management, and employee engagement tools, all accessible through a user-friendly interface.
One notable feature is the Employee Self-Service portal, which grants employees secure, round-the-clock access to their payroll and HR information via desktop or mobile devices. This accessibility fosters transparency and empowers employees to manage their personal information, request time off, and collaborate with colleagues seamlessly.
The platform's automated workflows are particularly beneficial in reducing administrative burdens. By automating routine tasks such as onboarding, offboarding, and compliance tracking, HR teams can redirect their focus toward strategic initiatives that drive business growth.
In terms of compliance, Paylocity offers an intuitive dashboard that provides quick access to work authorizations, EEO and FLSA compliance data, and industry news. This proactive approach helps organizations stay ahead of regulatory changes and mitigate potential risks.
However, some users have noted a learning curve associated with the platform's extensive features, which may require time and training to navigate effectively. Additionally, while the platform is scalable, its pricing structure may be a consideration for smaller businesses with limited budgets.
Overall, Paylocity stands out as a comprehensive HCM solution that integrates essential HR functions into a single platform, enhancing efficiency and employee engagement for mid-sized U.S. companies.
Paylocity’s HCM features are used by over 40,000 companies.
Pricing is customized based on the specific needs and size of the company. Interested organizations should contact Paylocity directly for a personalized quote.
Best For
Mid-sized U.S.-based companies seeking a unified HCM platform that integrates HR, payroll, and talent management to streamline operations and enhance employee engagement.
During my year as an HR Consultant, I used Paylocity regularly—several times a week and daily when updating information. I managed payroll processing, tracked time-off requests, and oversaw employee benefits to ensure accurate and timely payments.
The reporting features were essential for identifying and addressing discrepancies, helping me maintain accuracy. I also relied on the platform's built-in processes to guide onboarding and manage new hires efficiently.
It was an integral part of my workflow for maintaining data consistency and compliance.
- It made payroll processing simple and user-friendly.
- The accurate reporting features helped maintain data integrity.
- Employees could access their payroll information independently, reducing the need for me to provide printed payslips.
I was an HR Consultant contracted by various companies and used Paylocity intermittently for about a year. Although I was not involved in purchasing the tool, I saw firsthand how it streamlined compliance processes, which saved a significant amount of time.
The platform was easy to use and had great features that supported my HR role, especially as a remote user managing multiple clients. Its accessibility and functionality made it an effective tool for handling essential HR tasks.
Overall, Paylocity provided a reliable solution for managing payroll and compliance efficiently.
- Employees were occasionally locked out of their accounts, often due to forgotten login credentials, requiring me to guide them through the reset process.
- Customer service was overly automated, making it frustrating to reach a live representative when needed.
- The platform could be slow at times, especially when running reports, which delayed task completion.
I have also used ADP, which was more suited for larger companies with complex HR needs and extensive data management. Paylocity, by contrast, was a better fit for the smaller companies I worked with due to its simplicity and user-friendly design. It required less training to use effectively, making it a more practical solution for smaller-scale operations.
When considering Paylocity, it’s important to evaluate whether it suits the size of your business and aligns with your specific HR tasks. Determine if you need the tool exclusively for payroll or for additional HR functions such as benefits management and employee performance tracking.
Scalability and user access requirements should also be considered to ensure it meets your organization’s needs efficiently.
A year ago, when I used Paylocity, new features like time tracking and benefits management had been implemented, making it more user-friendly and competitive. These updates allowed it to better rival other platforms in the market by providing more comprehensive functionality.
Paylocity is well-suited for payroll specialists, managers overseeing HR processes, and administrators handling bulk updates from spreadsheets. It is a great platform for small to medium-sized businesses across various industries.
It may not be the best option for large companies requiring advanced reporting capabilities and comprehensive HR management tools.
Rippling
Rippling is a prominent platform for HCM. And more than that, it gives growing teams flexibility in their shopping. All Rippling modules — applicant tracking, onboarding, self-service, payroll, benefits, time tracking, training, engagement, and reporting — can be purchased according to customers’ needs.
PROS
- Rippling offers a full-feature HCM with great automation support.
- Payroll automatically updates work hours, deductions, and tax filings.
- Supports both US and global payroll.
- Strong integration capabilities (500 third-party apps).
- The Benefits module enables users to collaborate with their preferred broker.
- Provides a mobile app.
- Modules can be purchased separately or wholly as a full suite.
- 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
- No payroll automation
- There’s no free trial, not a tool for tight budgets
- Telephone support is an added fee
- Not a great fit for teams greater than 2,000
- The mobile app can be slow and doesn’t perform as well as 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 stands out as a strong HCM platform, providing a complete cycle of human capital management functions, encompassing acquisition, management, and optimization.
The features are rich in automation and customization, while the UI maintains a clean look that soothes the eyes. We’re surprised at how fast the solution has evolved since it started the business back in 2016.
Integration capabilities are a standout feature for Rippling, with over 500 software solutions connected across various categories. The self-service feature empowers employees to manage onboarding, benefits, compensation, and personal information through mobile accessibility.
Furthermore, Rippling has taken good care of workforce management and optimization, offering US and global payroll automation for faster payroll processing. Running payroll for employees and contractors is quick, taking only a few minutes. The synchronization between the time tracking app and payment app ensures accurate work hours, deductions, and tax filing. Additionally, the benefits administration tool offers flexibility, allowing us to select our preferred broker and choose from 4,000 plans.
However, we expected more accessible customer service, as Rippling doesn’t offer 24/7 support, and phone consultations come at an additional cost. Additionally, the requirement to purchase the Rippling Unity module to access other modules limits flexibility.
Vox, Maximum Games, Superhuman, Compass Coffee, Highnoon.
Rippling pricing starts at $8 per employee per month. Contact the Sales rep for more info.
Best For
Rippling is a powerful HCM for both US-based and international teams to manage their workforce. With its current feature set, the ideal team size is from 50 to 2,000 team members.
I used Rippling for several functions. My main focus was payroll and expenses. The expense and finance tools are excellent. We also use Rippling for onboarding, which improves the new hire experience.
It is also used for benefits administration and open enrollment. Employees appreciate these features and do not feel overwhelmed by communications during open enrollment or when making life event changes.
The user interface is impressive and appeals to both employees and administrators. The payroll tool is quick and easy to use. The chat support feature is highly effective—whenever I need help, I can get assistance almost immediately.
We began using Rippling as our first HRIS tool for our small company. As with many small businesses, HRIS tools were not initially a priority, so we wanted something simple, straightforward, and intuitive. Rippling met all of those requirements.
It offers an efficient user interface while also providing depth and ease of use from the administrator side. It made payroll very simple for us. Rippling is still in use at our company today.
The cost can be challenging for a small business; we experienced some initial sticker shock, though the features are worth it. It can be difficult to use custom fields within reporting. The contract length is somewhat unusual and feels like a significant commitment.
Many payroll companies have unattractive user interfaces, which can discourage employees from logging in to complete tasks such as benefits enrollment or onboarding. Rippling integrates well with Slack and Google Workspace, simplifying communication across departments. I prefer Rippling over most other tools I have used.
The key buying criteria should begin with your budget and what you're willing to invest. It's important to understand what features are standard and which are considered add-ons, as these can significantly increase costs.
Based on your needs, it’s also worth evaluating how benefits are handled and whether the platform simplifies that process. Integration is another factor to consider—look into what systems the HRIS can connect with and how those integrations improve efficiency.
During the time I’ve used Rippling, there haven’t been many major changes to the tool itself. This reflects how robust the system has been from the start. Minor enhancements do occur from time to time.
My experience with Rippling has been at a small company (under 50 employees), and it has made my work significantly easier. I believe it would be a great tool for organizations of any size.
Based on my experience, I don’t see why Rippling wouldn’t work for most organizations. It appears to be a comprehensive solution.
HiBob
Our experience with HiBob left us with the sense that it’s designed for HR teams who want structural clarity and strategic leverage, not just administrative organization. During our testing, we were most struck by how easily people, data, automation, and analytics come together, providing HR leaders with key insights during chats with executives.
PROS
- People profile cards surface meaningful workforce context in one place.
- Automation builder reduces manual HR follow-up across lifecycle events.
- Out-of-the-box dashboards are genuinely executive-ready.
- Workforce planning tools connect org design with live headcount data.
- Performance tools integrate cleanly with employee records.
- Strong configurability without needing technical administrators.
- 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
- Org structure changes are permission-controlled, which may require coordination in highly dynamic environments.
- Large-scale, multi-thousand-employee enterprises with complex matrix org structures may require deeper enterprise-grade hierarchy tooling.
- Organizations running highly complex enterprise-grade calibration models may find that specialized performance platforms offer more granular configuration.
- Custom pricing requires a sales conversation before cost comparison.
- 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.
What stood out about HiBob during our testing was how organized and contextual the employee profile cards felt. Instead of being just static records, we appreciated how the HCM system combines reporting lines, compensation history, milestones, and customizable fields into a sleek, user-friendly interface. If we were managers using this daily, we’d probably ask HR fewer “quick clarification” questions.
The automation engine reinforced that efficiency. As we tested the onboarding and role-change workflows with conditional triggers based on location and employment type, the system managed them without needing technical setup. It’s nothing flashy, but it's pretty effective at cutting down on manual coordination.
Where HiBob impressed us most, though, was in its analytics. The dashboard presented headcount growth, attrition trends, span of control, compensation breakdowns, and diversity metrics in ways we could realistically imagine bringing into leadership without exporting to Excel first. The workforce planning tools extend that clarity, linking reporting structures with live headcount data so you can see how org design affects managerial load and growth paths in real time.
We also liked that HiBob’s performance management tool is integrated directly into employee records, so feedback and goals stay in context. That said, organizations using detailed calibration grids or complex OKR setups might find these features less robust compared to best-of-breed performance platforms.
Some users we talked to mentioned they wish updating the org chart didn't require so many administrative permissions, since that could slow down frequent reorganizations or quick team changes. When we looked at larger-scale updates, it also seemed that the org mapping tools might struggle in environments where restructuring happens frequently.
Finally, pricing requires a conversation. HiBob operates on a custom pricing model, which means you won’t know what it costs until you engage with sales. For those trying to compare vendors quickly, it can add an extra step.
5,000+ companies, including Huel, JIMDO, riseUP, and VaynerMedia.
Custom Pricing.
Best For
Scaling, multi-entity organizations that need unified people data, operational automation, and strategic workforce visibility within one HCM platform.
Workforce
Workforce.com offers a flexible, all-in-one HCM system purpose-built for shift-based industries. Its deep integrations across scheduling, time tracking, and payroll stood out in our demo. We also liked how this platform helps streamline workforce operations while minimizing administrative overhead.
PROS
- Unified platform for scheduling, time tracking, HR, and payroll on one platform.
- AI-driven scheduling predicts labor needs from POS data and auto-builds cost-optimized schedules.
- Real-time labor tracking via live time clock feeds, wage variance reports, and shift ratings.
- Highly rated mobile app provides employees with access to schedules, pay stubs, time-off requests, and shift swaps.
- Industry-specific flexibility with tools for safety audits, certifications, and role-based compliance.
- Full-service, in-house payroll engine with tax filing and wage garnishment support.
- Centralized employee profiles housing HR data, documents, and compliance logs.
- Automated time-to-payroll workflows reduce manual intervention.
- Onboarding and offboarding steps are trackable, with document bundling and digital forms.
- Employee self-service tools (mobile and web) for leave requests, profile updates, and shift management.
CONS
- Not designed for enterprises with more than 2,500 employees.
- All-in-one positioning limits modular use, with no free trial available until speaking with a representative.
- Built primarily for shift-based environments, limited appeal for global/remote-first teams.
- No standalone access to payroll or HR modules.
- No free trial or sandbox access to test payroll workflows without speaking to a Workforce.com representative.
- Recruitment components are basic compared to specialized ATS systems.
- Their payroll system lacks international tax/localization support.
Workforce was originally a top-of-the-line workforce management tool, and that foundation is still its strongest point. We tested how the system connects scheduling with time and attendance, then flows directly into payroll without requiring data exports or third-party connectors. On par with some top names in this space, Workforce built every module in-house on a single codebase, ensuring tight data continuity.
The dashboard is command-center-like, with live shift statuses, wage variance reports, and schedule versus actual costs all surfaced immediately. There’s also a “Lightwave” live wage tracker that compares labor costs against forecasted revenue, which we know will be particularly useful if you’re in hospitality and retail environments.
A clear differentiator is the AI-based scheduling engine. Using sales or foot-traffic data from POS partners like ROLLER, Square, LightSpeed, and GoTab, the system builds labor-efficient schedules based on configurable productivity ratios (e.g., one staff member per $100 in sales).
Importantly, the payroll module is a native part of Workforce.com’s stack. In testing, once we approved a time card, the system automatically calculated wages, taxes, and deductions. It supports direct deposit and printed checks, and the system files and remits taxes on behalf of the employer. We especially liked that time card edits, certifications, and warnings are stored in a centralized employee profile for seven to ten years, so it’s safe to say it meets most retention policies.
Workforce.com also provides ATS and onboarding tools, but these are tightly integrated with the core platform. From our testing, they were not as robust as those found in Factorial and BambooHR. And since HR modules aren't offered independently, this could be a limitation for orgs seeking point solutions.
It’s a bit of a shame that Workforce doesn’t offer a self-signup free trial, which may deter certain budget-conscious teams. Further, if your SMB grows to over 2,500 employees, this platform may no longer accommodate your HR needs.
Domino’s Pizza, Altitude Trampoline Parks, Louisiana State University, Pinnacle Live, Cedartown Foods, Winnipeg Jets.
Workforce pricing ranges from $5 to $24 per employee per month.
Best For
For SMBs or mid-sized companies based in the U.S., Workforce offers a clean and focused way to manage performance cycles.
Dayforce
Dayforce is a cloud HCM platform that efficiently handles the employee lifecycle end to end, including payroll, benefits, workforce management, and talent management.
PROS
- Payroll coverage across 200+ countries and territories supports global scale.
- Built-in compliance tools and local experts help manage regulatory complexity.
- Unified system improves visibility into global payroll data and reporting.
- Continuous calculation reduces manual work and improves payroll accuracy.
CONS
- Likely too complex for smaller teams or companies with limited global footprint.
- Pricing is not transparent and may be high compared to simpler payroll tools.
- In countries where payroll is partner-delivered rather than native, reporting consistency and issue resolution may vary.
Dayforce HCM consolidates data from all employee lifecycle stages, enabling informed decisions and data-driven insights. This comprehensive platform integrates HR, payroll, benefits, workforce management, and talent management. Notably, Dayforce features a flexible rules engine that handles intricate regulatory demands, delivering real-time updates and computation.
- Guitar Center
- Danone
- Spirit Aerosystems
- El Pollo Loco
- Crescent Bank
Pricing for the Dayforce HCM suite is not provided upfront.
Best For
Dayforce HCM is best for enterprises with over 1,000 employees.
As an HR leader working in the COE, I used Dayforce as an administrator. I had access to add and remove reports, run reports for North America, Canada, and Mexico, and control benefits administration - including open enrollment, life event changes, reconciliations, etc. I used Dayforce as the main HRIS for the company I was employed in at the time.
I loved that the platform reached our global audience and that our employees could manage their own data in the system. I also liked the reporting functions and how easy it was to make benefit changes in the system from an administrative view.
We chose Dayforce because it was one of the only systems that had the global support we needed. We needed a robust system that would allow our employees to manage their data in the US, EMEA, Canada and Mexico, as well as hone into reporting functions easily for our COE. I used Dayforce for almost 4 years, managing benefits, reporting, and employee data. I trained my team how to use it, so they could emulate this training at their respective locations.
Dayforce is not the most user-friendly interface. It is not impossible to use, but for anyone who struggles with tech, it can be a challenge. Companies with large populations may also find it easy to get analysis paralysis, as all of the reports can be overwhelming and hard to sort through. Lastly, it only gets easier with practice, so if you are not on this platform often it will not get easier to navigate. One truly must familiarize themselves with it in order to understand how to navigate it.
What sets Dayforce apart is its global capability and reporting functionality. I have yet to come across another platform that can store the amount of data this can and pull it together in the same way Dayforce can.
The size and location of their organization/employees, data analytics, user interface and price.
I think they are trying to make a dashboard more user-friendly but otherwise, I think they know their strength and lean into that.
Large global organizations
Small businesses operating on a local scale.
Criterion
Criterion helps midmarket orgs gain better control over their human capital by combining the entire talent lifecycle into a single interface: applicant tracking, onboarding, compensation, benefits, performance, and learning management. The HCM also has good scalability—it can accommodate well whether you have 200 or 5,000 staff.
PROS
- Flexible and reasonable pricing: starts at $4.50 per employee per month.
- All-in-one platform combining ATS, payroll, benefits, and learning management.
- Open API for app integrations.
- Native biometric check-in feature.
- Flexible and reasonable pricing: starts at $4.50 per employee per month.
- All-in-one platform combining ATS, payroll, benefits, and learning management.
- Open API for app integrations.
- Native biometric check-in feature.
CONS
- Mobile app users reported experiencing login issues and frequent crashes.
- There’s a steep learning curve for employer users.
- The implementation process can be lengthy.
- Mobile app users reported experiencing login issues and frequent crashes.
- There’s a steep learning curve for employer users.
- The implementation process can be lengthy.
Criterion satisfies every feature note we were hoping for in an enterprise-centric HCM. It covers talent acquisition, onboarding, attendance, benefits, compliance, communications, enrollments, payroll, and other HR tasks through a single central database. Thanks to this, finding employee information is quick and easy, and its ability to eliminate double data entry is just on par with other robust HCM listed in this buyer guide.
Two standout features of Criterion that receive lots of love from admin and employee users alike are its time tracking and payroll.
The time and attendance feature includes scheduling and labor tracking that can work for both on-site and remote hires. It also supports biometric check-ins where employees can clock in with a fingerprint—a huge plus for teams in environments like factories and warehouses.
As for payroll, Criterion has one-click integration with payroll systems and can process payroll and taxes quickly with minimal user input. Plus, the employee self-service portal that centralizes all communications between managers and staff regarding time tracking, PTO, and performance reviews is such a great element in driving better team collaboration and engagement.
Criterion offers a mobile app that allows workers to track their time on the go. However, it wasn’t as good as we expected, with system crashes and login issue loops happening here and there as we tested it out.
It’s no secret that Criterion is recognizable by its feature richness but not so much in appearance. The UI looks quite dated, and teams prioritizing simplicity over comprehensiveness may find this HCM’s layout a bit too information-heavy.
Owing to its extensive feature set and, especially, formula-driven configurations, employers may encounter some learning curves to get used to all the features Criterion offers. For the same reason, the time to get the software up and running is quite long, with implementation taking 2 to 6 months to finish.
500+ companies, including Scott Steel, Inflector, and Gordon College.
Criterion has three products you can buy separately or jointly: Human Resources costs $7.50 PEPM, Payroll costs $4.50 PEPM, and Talent Engagement costs $4.50 PEPM.
Best For
Criterion HCM is of great use to mid-sized and large enterprises (200 to 5,000 employees), North America-based preferable.
I used Criterion for one year. The key workflows we used included HR, payroll, recruiting, data, employee engagement, and more. HR included documentation, company information, benefits management, and workforce management tasks.
Recruiting included candidate pipelines and talent engagement, and onboarding was seamless since everything for recruiting and HR is in Criterion. Data and reporting were easy to generate and somewhat customizable.
I liked that you could pick and choose which solutions you wanted in your Criterion HCM. We selected every solution they offer ($35 per month per person), so we had a one-stop-shop/all-in-one solution, and at that price, it was a terrific value.
Not every person needed payroll, and not every person needed recruitment, so Criterion was very customizable. I liked that Criterion was simple and easy to use.
I used Criterion for one year. We bought it as an all-in-one solution for our HR needs. We were a small company that needed a simple solution to help with HR, payroll, recruitment, and data. Criterion is a clean, user-friendly platform. It is a great HCM for small companies and functions better than Workday.
If you are a larger company, Criterion is not robust enough. There was slowness in the payroll system, especially with timecards. There were glitches with the facial recognition feature when using timecards.
Criterion is different from its competitors because of the one-stop-shop/all-in-one solution it offers. Criterion HCM provides customizable solutions for the entire HR lifecycle, including recruitment, HR functions, and payroll. It has a great price point. Data and reporting are built-in, and you can create simple custom reports as well.
Small to medium-sized businesses, including startups, could successfully use Criterion HCM. It is affordable at $35 per month per employee (for the all-in-one solution), or cheaper for those who don't need every solution Criterion offers. Criterion is best for companies that want simple and seamless solutions, not complicated workflows or highly personalized requests.
The integrations and automations have improved. The ability to send product requests is a great option. Facial recognition for employee timecards has been added.
Small to mid-sized businesses, including startups and entrepreneurs will find Criterion a good fit.
Large companies or companies that need complex workflows won’t find Criterion robust enough.
Factorial
We picked Factorial for its balance of core HR depth and modular flexibility. It stands out for localized onboarding, AI-powered performance insights, and built-in employee finance tools, all of which are rare in SMB-focused HCM platforms.
PROS
- Offers a comprehensive HR operations suite, including time tracking, leave management, e-signatures, and self-service.
- Includes a built-in ATS with AI-powered resume screening and automated onboarding handoff.
- Supports structured performance reviews with AI insights, OKRs, and competency tracking.
- Enables localized onboarding workflows tailored to specific countries, states, or entities.
- Modular design allows companies to adopt features at their own pace as they grow.
- Finance tools, such as expense tracking and project time allocation, are included natively.
- Flexible pricing scheme
- Complete HR Suite + ATS
- Strong SMB focus
- Good UX/UI and frequently updated design
CONS
- Does not run payroll internally and requires exports to third-party systems.
- A free trial is only available after completing a sales demo.
- U.S.-based customers don’t have access to built-in rewards integrations for recognition.
- Some users have pointed out that the tools are not very customizable.
- Because it covers such a wide range of functions, we’ve found that modules like payroll and reporting could be further developed.
If your business is growing fast, especially across regions, and you want an HCM you won’t outgrow in six months, Factorial is well worth a look. We spent time testing this platform and came away impressed with how well it balances flexibility and functionality. While many SMB-focused tools prioritize either HR ops or performance features, Factorial delivers both in one clean, navigable interface.
When we walked through the platform, core HR features like time tracking, PTO requests, e-signatures, and employee self-service were easy to configure and felt polished. Everything lives inside a customizable employee profile, and we liked how simple it was to add new tabs or data fields without writing a single line of code. If you want to track onboarding status, salary history, completed courses, or whatever matters to your workflow, you can.
What really stood out was how harmoniously the system connects modules. After test-hiring someone through Factorial’s built-in ATS (which utilizes AI to screen resumes), we triggered a localized onboarding sequence with forms tailored to our test location; no manual routing was required. Performance tools followed a similar logic. We created a review cycle, sent out self and manager forms, and then reviewed the system’s AI-generated summary. We appreciated that it went beyond just offering the report, but also flagged where scores misaligned and suggested next steps, such as assigning a training course or creating a learning plan. For overwhelmed or first-time managers, that’s a real time-saver.
However, unlike Paylocity and Rippling, Factorial doesn’t run payroll internally. The system can calculate time worked, apply compensation changes, and generate clean exports, but you’ll still need to plug those into another system like ADP or QuickBooks. That’s fine if you’re already outsourcing payroll, but if you’re looking for a fully unified system, you might not be a fan of this approach.
We also found integration options to be less ideal. While offering over 80 native connections, Factorial has no direct sync with employee reward and recognition systems in the U.S. Lastly, although there’s a free trial offered, you can’t access it until after a live demo, which slows down hands-on evaluation.
Factorial HCM is used by over 13,000 companies worldwide.
Factorial HCM starts at $8/user/month.
Best For
Small and mid-market orgs scaling across regions, seeking a flexible HCM suite with strong operational tools and built-in growth paths.
We use Factorial HR as our main HR system on an ongoing basis. I log into the platform multiple times each week to manage core HR workflows.
We use Factorial HR to onboard new employees, collect required documents, and assign policies during setup. Day-to-day leave management runs through the system, including employee requests and manager approvals.
We store contracts, letters, and employee records in Factorial so HR and managers have one source of truth. We also rely on Factorial HR for basic reporting around absences and headcount.
- Factorial HR reduces manual work for the HR team; onboarding is fast and structured.
- Requests and approvals are automated, saving time for managers, employees, and the HR team.
- All documents are centralized, which makes accessing information easy.
We bought Factorial HR to replace manual tracking through spreadsheets and email threads. We needed a single system for employee records, leave management, documents, and approvals.
We spent too much time answering basic employee questions about PTO balances, policies, and status updates. Managers depended on HR for routine approvals and to pull any data.
Factorial HR provided a centralized system with clear workflows. We set up onboarding, leave requests, and document storage in one platform. Employees access their personal data and submit requests without follow-up from HR. Managers approve actions directly in the system. We gained visibility into headcount, absences, and trends through standard reports.
I have personally used Factorial HR for over five years. My day-to-day usage includes employee setup, permissions, leave rules, document management, and reporting.
- The first area is payroll capabilities—I believe it could be expanded to handle more complex setups.
- The second is the performance review tools, which could offer better tracking and analytics for slightly larger teams.
- Support for configuration changes could also be faster and offer more self-service options.
This tool stood out for me because of its simplicity and centralized system. Unlike other tools I’ve used, it combines employee records, leave approvals, and documents in one platform.
Factorial HR setup is also fast and easy, so we started using it almost immediately. Others felt more complex or required multiple systems for the same workflows.
I prefer Factorial because I wanted my team to move toward automation, keep data clean, and provide core HR functionality without unnecessary complexity.
One key criterion is evaluating scalability, including pricing as the team grows. Another is to confirm whether core functions such as document storage and leave tracking are included.
It’s also important to assess how easy the tool is for HR, managers, and employees to use, so the HR team can spend less time on manual support.
In the beginning, Factorial HR focused on simple and basic HR functions like employee records and leave management. I noticed the platform improved by providing mobile access, which made approvals and requests faster. They also started giving more control to employees and managers, such as role and permission changes.
This tool is best for small to mid-sized companies with straightforward HR processes. Factorial HR is also a good fit for companies with a small HR team, as managers and employees can handle tasks directly in the system.
Companies that need highly customizable workflows should explore other options. Factorial HR is not ideal for large organizations with complex HR needs.
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Deel
Deel HR stands out for offering a flexible, globally compliant HCM system that builds on its core strength in international payroll. It’s one of the few platforms designed from the ground up to support distributed, cross-border teams while enabling growing companies to scale from an HRIS to full HCM with optional add-ons.
PROS
- Manage all types of employees, including contractors and EORs, in 150+ countries.
- Advanced compensation, employee engagement, workforce planning, and learning are available as optional modules.
- Unified payroll and HR data dashboards support strategic workforce decisions.
- Robust workflow automations reinforce Deel’s compliance and reporting capabilities.
- Offers fast, localized support and compliance guidance in 100+ countries.
- Excellent 24/7 customer service with fast onboarding (2-3 days) and local payroll experts in each jurisdiction.
- 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
- HCM capabilities like workforce planning and career management are not included in base HRIS pricing.
- Designed for global teams, Deel may offer additional features that companies operating in a single country don't need.
- Performance and succession planning features are still evolving compared to legacy HCM suites.
- No trial or freemium tier available.
- 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.
We included Deel in this category because of its increasingly sophisticated approach to talent and workforce management, which are key functions of a proper HCM system. While Deel HR covers onboarding, time off, and compliance, what makes this platform worth considering as an HCM is its ability to evolve with your company's complexity: you can access strategic HR offerings like Workforce Planning and Career Management, and even layer in Deel’s payroll products for clearer visibility into workforce costs and planning—only when you’re ready.
During our latest evaluation, this platform impressed us with its ability to centralize the global workforce for contractors, EOR hires, and direct employees under one compliance-first umbrella. The fact that HR and finance teams can slice data by geography, department, or role and get real-time insights into headcount and costs makes it a practical fit for companies scaling globally.
Another thing we liked was the AI labor law assistant. It gave us fast, jurisdiction-specific answers to common compliance questions without having to ping legal. In testing, we found this helpful for quickly answering onboarding and tax questions, especially in new markets. We also appreciated the intuitive layout and self-serve design, which felt welcoming for both HR and non-HR users.
That said, Deel HR is still maturing. Strategic features such as succession planning and learning management are limited compared to the legacy HCM suites we’ve featured in this guide. And while the modular pricing is flexible, it can feel quite pricey if you suddenly need multiple upgrades. Also, U.S.-based companies that don’t hire internationally will likely find Deel overbuilt for their needs.
Serving over 40,000 companies globally, including Makerpad, Andela, and Brex.
Deel HR modules are sold individually and run on a unified HR data platform, with no migration/re-implementation required.
- Core HR ($5/employee/month) includes essential HRIS foundation (profiles, time tracking/time off, document management, analytics, roles/permissions, compliance, AI help).
- Recruit ($14/employee/month) includes Core HR, ATS, interview scheduling/feedback, AI screening/offers, and integrations (LinkedIn, G Suite).
- Develop ($22/employee/month) includes Core HR plus Goals/OKRs, performance reviews, LMS, AI-assisted career frameworks, development plans, and engagement surveys.
- Recruit & Develop ($30/employee/month) bundles Core HR, Recruit, and Develop.
- Full HR Solution ($56/employee/month) includes Core HR, Recruit, Develop, plus compensation cycles/bands, headcount forecasting, and anonymous reporting.
Best For
Deel HR is best for remote-first and globally distributed companies looking for an HCM that can evolve with their needs.
Oracle
Oracle is one of the top names in IT. Their HCM is popular among enterprises with more than 1,000 employees and boasted for its implementation and CS practices.
PROS
CONS
Oracle’s HCM suite is built for the cloud and made for connecting every single HR process. It’s good for teams looking to have a single source of truth for HR data in order to improve decision making. Their product includes talent management, recruiting, workforce management, payroll, and HCM analytics. The interface is not the best-looking out there and UX can be frustrating for employees and HR alike, but they're still one of the top choices for large scale implementations.
- Axa
- Blackboard
- Deutsche Bahn
- Marriott, Cisco
Oracle doesn’t provide pricing details for their HCM upfront. To get a quote, you’d have to request a demo, but they also offer interactive product tours that you can take before chatting to a sales rep.
Best For
Enterprises with over 1,000 employees in most parts of the world.
Oracle is being used to manage each employee's onboarding, personal information, payroll, attendance & leaves management, rewards and performance management, cost management, workflows, and training development.
- It helps us manage and analyze each employee's performance.
- Employees' attendance records are efficiently managed, and their payroll is being auto processed.
- The mobile application version is being used by employees to update their details, professional qualifications etc, efficiently.
My organization has been using Oracle’s Human Capital Management solution for the last 4 years, and it is being used to manage employees from the recruitment process to the performance management. Oracle HCM is being used to analyze and report on employee performance
- Since Oracle is not a user-friendly software, some training is needed in order to use this software.
- Legacy data is not easily uploaded with this software.
- The Oracle system is expensive for small organizations.
Oracle is a cloud-based solution and far better than other competitor software. Oracle HCM provides all aspects of human resource functions, and its robust features and analytical reports make this software a good option.
If an organization is looking to manage all employee data, including their personal and professional information, and use the same system to track and evaluate their performance, then this software provides all solutions in one platform.
All organizations that have over 1000 employees and they want to manage each employee's details and performance with analytics in one place.
I believe that all organizations who are having 1000 below employees and are considered as small organizations should not be a good fit for Oracle as its annual cost is relatively high.
WorkDay
Workday is a popular HRMS solution, primarily targeting enterprises. It offers a centralized source for managing workforce administration, engagement, compensation, and benefits data across various worker types. This includes contingent workers, employees, contractors, and retirees, making it a comprehensive solution for all aspects of workforce management.
PROS
- Workday process flows are easily adjustable to conform to global and local needs.
- Self-service is available for both employees and managers.
- AI-driven assistance for detecting skills gaps.
- Mobile apps...
- Offers phone, email, community, and live chat support.
- Complies with the General Data Protection Regulation (GDPR) and includes a robust, configurable security model.
- 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
- Not transparent with pricing.
- No free trial is available.
- Long implementation process (4.5 months on average).
- Navigation for beginners can be confusing and may need training to understand all features.
- Mobile apps aren'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.
Workday excels at personalization by tailoring recommendations, tasks, and search results to individual users based on their roles.
Other aspects of the business processes functionality stand out, too, especially for multinational businesses. WorkDay helps teams achieve operational consistency while also allowing customization of workflows for specific location requirements.
The platform also offers performance assessment capabilities that provide visibility into the workforce's current capabilities. This enables swift identification of skills gaps and facilitates prompt action in sourcing and training internal talent development.
Despite its popularity with larger organizations, Workday's mobile app underperforms compared to the software itself. Users report issues with the time clock system, frequent crashing, and sign-in problems on both Android and iOS platforms.
Additionally, the implementation process for Workday's HCM can be time-consuming, averaging around 4.5 months, and involving multiple individuals and departments.
Quicken Loans, AstraZeneca, Target, Dell, Bank of America.
Workday pricing is undisclosed on the website. You need to contact Sales for a quote.
Best For
Workday is awesome for large enterprises with multiple branches that are looking for an inclusive HCM solution that is scalable and with great reporting capabilities.
I used it for recruiting, internal mobility, onboarding, and reporting. It was an excellent tool for internal mobility because it gave visibility into information like compensation, leveling, and performance reviews. This helped ensure that candidates had eligibility to apply to roles internally. The onboarding workflow was also very straightforward and configuring the to-do tasks was easy. Reporting took a little bit of time to learn and I would recommend taking the Learn Workday course if you have no experience with it because you will learn Workday's logic.
The ATS portion of Workday is a struggle. It is difficult to schedule candidates and build structured interviews.
Pros:
- The information you can get access to is extremely helpful
- The UI/UX is very clean
- All-in-one type solution
Workday was selected because it offered a comprehensive people solution. Instead of having different portals for compensation, performance management, recruiting, and people analytics, Workday allowed everything to live in one system of record. This reduced costs and ramp time in some ways because it allowed everyone to be in one place.
I've used it for a combined 2-2.5 years in my career in all facets from selection to design and then every day use for reporting and recruiting.
Cons:
- The Recruiting module for recruiters and recruiting coordinators is not intuitive and user friendly
- The Recruiting module for candidates is lengthy and miserable. It does a terrible job of parsing resumes
- Job management versus position management makes data funky in some instances (for example, if you were hired into a position, it can look like you hired your whole team unless you put in specific calculated fields)
- If you don't have the right access controls, it is borderline impossible to do your job effectively.
The Workday Recruiting Module (their ATS) is one of the most reviled in the Recruiting space. It doesn't compare well to other ATS like Greenhouse, Lever, or Ashby because the latter offers better functionality, controls, and ease of use.
- Ease of use. Workday has the ability to be so much but you have to know exactly what to look for and how to configure it.
- Implementation time. Workday requires a focused implementation and testing period. Without it, you will run into a number of problems. If you need to roll out something quickly, Workday isn't the tool for you.
It is difficult to tell because they release big updates every 6 months so requests for solutions might be forgotten by that point.
HR Business Partners, HR Operations, Finance, Compensation, and C-Suite
Recruiting, Analytics, Interviewers, Candidates
SAP SuccessFactors
SAP SuccessFactors is one of the big names in HCM. They’re currently pushing the boundaries of the category itself, calling their product an HXM suite, for Human Experience Management.
PROS
CONS
SAP is trying to transform traditional human capital management into a more employee-oriented endeavor. Through their HXM, they are trying to put the worker’s experience as the main focus of the way companies engage with their people. Their product helps HR managers deliver experiences that resonate with employees while shaping their strategy.
One thing to consider is that SAP, like many of the biggest companies doing HCM products, has been criticized for having a frustrating user experience. With their shift towards being an HXM, however, it looks like they're tackling that issue and moving in the right direction.
- American Airlines
- Ernst & Young
- Hero Group
- Terex
- Watco Companies
Pricing for SAP’s HXM suite is only available upon request.
Best For
Enterprises looking to improve UX
Paycor
Paycor is an HCM system that offers a wide range of features, including payroll, time tracking, benefits administration, and employee self-service. The software is designed for small and medium-sized teams to streamline their HR processes and improve employee engagement.
PROS
- Paycor has a robust payroll solution that is easy to navigate.
- User-friendly employee self-service portal.
- Has multiple plans for small businesses and custom plans for teams with 50-1000 employees.
- Often runs discount programs.
- Works well on both Android and iOS devices.
- Is acquiring the people development platform Verb to strengthen its learning management system.
- 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
- Lacks transparent pricing.
- Customer support isn’t very responsive.
- Not the right choice for businesses with 1000+ employees or require advanced customization.
- 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 is easy to use and can be customized to meet the needs of businesses with 2 to 1,000 headcounts. The software also offers a variety of payroll and HR features, such as ledger integration, AutoRun, direct deposit, on-demand pay, tax withholding, and reporting tools.
Paycor's employee self-service portal allows employees to access their pay stubs, timesheets, and benefits. Employees can also change their contact and banking info. Through Paycor, employees can finish onboarding paperwork online, choose the benefits package and payment methods, and update their information as needed. Moreover: all of this can be done from the app.
In May 2023, the software just rolled out a new feature named PayCor Engage on its mobile application. This newly launched feature allows employees and employers to interact with each other on the app, which is a massive benefit for engagement and transparency, especially for remote employees.
Paycor has also just acquired the people development platform Verb. We hope that with this acquisition, there will be an uptick in customer service and reporting quality in addition to improving its employee learning functionality.
Regarding Paycor’s downsides, we have heard some users complaining that the support team can be hard to contact at times. As for reporting and analytics features, Paycor charges extra for some custom reports, which are, unfortunately, less intuitive than one would hope.
Wendy’s, McDonald’s, Detroit Zoo, The Cincinnati Bengals, The YMCA.
Paycor pricing varies and depends on your team size and the modules you select.
Best For
SMBs looking for an HCM with flexibility and strong payroll capability will benefit most from Paycor.
We use all of Paycor’s features, primarily for payroll and benefits administration. The reporting feature is helpful and used as needed, depending on the situation. Given our one-person HR department, the open enrollment feature is especially useful.
Many of the features reduce the need for constant follow-ups with employees. For example, during open enrollment, we can track employee participation in real time instead of sending multiple reminder emails. It has made HR tasks significantly more manageable.
It’s easy to use. It offers multiple features at a reasonable cost for a company of our size. The onboarding process is efficient and streamlined.
Our company was starting to grow and needed more Human Resources (HR) management tools. We were using another HR and payroll software but had outgrown its features. After researching functionality, pricing, and ease of use, we chose Paycor.
This platform offers everything: HR and payroll software, talent acquisition, talent management, and workforce management to support each function. This is especially helpful for our one-person HR team.
The platform forces guided tours for explanations, which can be time-consuming. You have to speak with the sales team to get answers to specific questions. Product and pricing details are not clearly laid out online, requiring unnecessary effort to locate them.
The most important differentiator, in my opinion, is the cost and the functionality offered by this platform—especially in the areas of talent acquisition, workforce management, and payroll. I haven’t found other platforms to be as user-friendly at this price point with comparable features.
Consider your company’s size and identify work processes that can be automated or need to be streamlined. Think about the number of employees you have—how are you recruiting, managing compliance, and handling documentation?
For a company with 50–100 employees, this platform is a strong fit due to features like workforce management and talent acquisition. Even for companies with 1–50 employees, the payroll functionality alone is beneficial.
It has added more features and now has a more robust and knowledgeable sales team.
This tool is ideal for companies with 50–100 employees. It helps maintain compliance, automates processes to save time, and compiles reports and reminders. It functions like an assistant to the HR department and provides employees with easy access to their schedules and time-off requests.
It may not be suitable for companies with 1–5 employees. In those cases, tools like QuickBooks or HR platforms such as BambooHR, which offer pay-as-you-go options, may be more appropriate.
UKG
UKG is the merger of Ultimate Software and Kronos. As such, it brings over 70 years of experience with People tech into the HCM space. Ultipro became UKG Pro, their feature-rich HRMS, packing features like performance and time & attendance management.
PROS
- UKG is a robust product with extensive experience in HCM and Workforce Management technology.
- UKG includes UKG Pro for HRMS and UKG Ready for workforce management, providing a comprehensive set of tools to address various HR needs.
- Administrators can customize user visibility within the system through configurability.
- The Ultimate Community provides valuable on-demand information and fosters networking among UKG Pro users.
- It offers 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
- Lacks a unique selling point or specific focus on niche businesses compared to newer tools, making it more suitable for larger companies.
- Users report ongoing issues with logging in to the Android app.
- Can be pricey for budget-minded companies.
- 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, born from the merger of Ultimate Software and Kronos, delivers a wealth of features designed to meet the needs of enterprise-size teams.
One of the standout qualities of UKG is its ability to handle multiple aspects of employee management. From hiring and onboarding to performance management and succession planning, this platform provides a holistic solution for HR needs.
Drawing on over 70 years of combined experience in people tech, UKG brings a robust and extensive set of capabilities to the table. The fusion of Ultimate Software's UltiPro and Kronos' workforce management expertise has resulted in UKG Pro. This powerful HCM tool offers performance management and time and attendance tracking features.
UKG also provides UKG Ready, derived from Kronos, which enables functions like time and attendance, scheduling, and Affordable Care Act (ACA) compliance. This comprehensive approach eliminates the need for multiple tools and offers a unified experience.
While UKG has many strengths, we did notice a few drawbacks. The platform may not have a distinct selling point or a specific focus on niche businesses compared to newer, more specialized tools available in the market.
Furthermore, there have been reports of login issues with the Android app, which can be frustrating for users needing easy access to information.
Pricing is another aspect that requires careful consideration. UKG may be out of range for organizations with limited budgets. According to our research, licenses generally start at around $600.00 per year for every 5 users.
Tesla, Marriott, Yamaha, Aramark, Puma, Sony Music, Samsung.
- Pricing for UKG is not provided on their website.
- Typically, pricing is based on a per-employee-per-month model, with options for annual or monthly billing.
- To obtain an accurate quote, it is necessary to contact a sales representative. But based on our research, licenses generally start at around $600.00 per year for every 5 users.
Best For
UKG is an excellent HCM solution for companies operating in the Americas, EMEA, and Asia/Pacific regions, ideally with a minimum employee count of at least 7. UKG Pro can cater to companies with 75-500 employees, while UKG Ready is for companies with a headcount of 500 and beyond.
I use UKG daily for timecard approvals, running reports, and for auditing benefit invoices. Additionally, I utilize the system on a quarterly basis to initiate quarterly employee performance review check-ins, that facilitates the overreaching annual compensation review cycle.
UKG is very easy to navigate. The UKG system interfaces easily with other carriers so that benefit elections easily flow into the system. The system has a robust library that allows for self-study and learn-as-you-go training.
My company's HR Department was spending countless hours physically trying to collect sheets of paper for employees' performance reviews. Many managers were reviewing their employees on different criteria that was not aligned with our overall mission, nor using consistent department goals that aligned with our company core values.
Paperwork was messy and difficult to read due to handwriting and typos. We needed a consistent, easy to use, electronic system that would streamline not only the content of our employees' performance reviews, but the methodology of how our HR Team collected the data.
The system sometimes would be slow or stagnant. Having a dedicated account representative would have been appreciated. The system was extremely cumbersome when initially trying to set up company-wide performance reviews.
It would have been very helpful to have templates within the system, rather than be required to build out competencies by job position from scratch.
UKG is certainly a strong competitor for a small-medium sized company's HRIS, compared to larger providers such as ADP's Workforce Now. I preferred UKG because the system itself was much more intuitive to use.
Consider what you plan to use the system for and how many employees you have in your company to determine whether the system will accommodate your needs. Consider your industry as well, for example whether your employees will need remote, self-service options in the field or will be at a desk all day. What training is offered and how difficult the system is to navigate and learn is also worth evaluating carefully.
UKG constantly comes out with new versions and options. They are excellent at adapting to new laws and regulations, as well as advancing their technology alongside their competitors.
Human Resources Administrative Leaders, line managers, and payroll administrators will find UKG a great tool to use.
Someone not comfortable using SaaS and people who are not willing to take training and build out their performance reviews and set up their tailored company profiles properly won’t find UKG good to use.
Sage People
Sage People offers a scalableHCM cloud solution, covering the entire HR process and delivering real-time actionable HR analytics. With customizable dashboards, users can create recruitment plans and delve into metrics such as attrition and time-to-hire.
PROS
- Good range of workflows for globally-distributed teams
- Lots of local expertise from payroll and compliance consultants
- Good range of workflows for globally-distributed teams
- Lots of local expertise from payroll and compliance consultants
CONS
- Integrations offerings are somewhat limited
- Some users report the mobile app lacks core functionalities
- Not many integrations
- Some users have found the mobile app to lack core functionalities
Sage People is a customizable HR suite with HCM capabilities. It’s a great option for companies in the small to medium enterprise range (150 - 5k employees) that have a global presence. It’s a very broad product that also integrates with the rest of Sage's ERP suite, which includes tools for finance, accounting, business management, and more.
CRU, Lovehoney, Showbrook Bank, Enigma Industrial Services
While the pricing for Sage People isn't disclosed, you can take an interactive tour and see the tool for yourself. Afterwards, you can get in touch with their team to get a customized quote.
Best For
SMBs with a distributed team, especially those that use Salesforce. Also medium enterprises with a global workforce.
I use Sage People,
- to record employees and all their employment history.
- to give employees access to their own information page.
- to provide various reports for internal teams and human resources teams.
- to feed databases and generate human resources dashboards.
- for managing employee databases from various countries and integration with other internal applications like DocuSign, Bonusly, payroll, etc.
I like Sage People,
- as it has many features for example it generates extremely comprehensive and complete reports.
- as it has tools that allow me to batch-load data in a very easy and practical way.
- because it has very complete and functional support available to the user.
The tool was acquired for the registration database of employees. It was necessary to have a tool that could globally attend several countries. The tool had to be integrated with several applications like slack, DocuSign, financial force, etc. The system needs to be very complete in terms of reports and automation. I have been using the system for more than 1 year and 3 months.
Despite being complete the system has some limitations and in some countries with specific legislation is difficult to adapt to local rules. I can say that the system is quite complex and therefore some activities are quite difficult to perform and require some steps of attention.
I can say that the system has a lot of integrations with several other applications and platforms. Sage also stands out for its complete functionality in terms of reports. I also see the support offered to understand the system as a great differential, it is very complete.
Take into consideration a tool that can be globally adapted to many countries. Consider a tool that is widely possible to connect to other human resources applications and systems such as benefits, payroll, and other applications. Also, consider a tool that is easy to use and has a potential range of reports to generate.
I highlight that SAGE has released an updated version that can be used in parallel to the classic version, they call it Lightening with a more modern interface and some improved features.
In my point of view this tool is ideal for global organizations, with a human resources department that looks and takes care of your database and needs consistency and a reliable system with the ability to manage large volumes of data and generate practical reports and dashboards and requires integration with other internal systems in the company.
Small companies that do not need such a complex and complete system may not make much sense to use SAGE.
Pitfalls of Buying Human Capital Management Software
When in the market for an HCM, the main thing you want to watch out for is picking a system that actually delivers on the practices that define human capital management. Unfortunately, HCM is little more than a buzzword for some people, to the point that they’ll throw the term here and there even if they don’t really have a product that addresses those requirements.
So how do you make sure that you’ll get what you need? If we take a tip from ADP’s 10 tips for evaluating HCM systems, the best bet is to identify your future HCM requirements first. This entails defining what you want to accomplish in terms of employee management and HR functions, and understanding how this may be underserved right now by current tech stack.
In other words, narrowing down what you expect from the tool and understanding whether it’s an HCM suite you need or just a regular HR management tool. The two tend to be confused with each other, and there are times where you could get the exact functionality you need from core HR software and spend less; even if you need to get additional tools, such as an applicant tracking system or a payroll management tool.
How are Most HCM Solutions Priced?
The thing with almost every HCM solution is that they’re built for the enterprise sector. Some of them are certainly made to accommodate SMBs, or any sort of organization size, but even in those cases, pricing is rarely discussed up front.
The reason for this, like with a lot of SaaS tools, is that costs can vary widely depending on the actual size of your business (however big) and the needs you’re looking to cover. For instance, some vendors will have a Core HR product that is priced per employee per month, and separately-priced modules for more particular necessities like benefits management and employee experience.
Key HCM Software Features
In order to build a list of requirements and use it effectively to evaluate vendors, it will help to know which are the key HCM software features and how these can support your goals.
As mentioned at the beginning of this article, human capital management software is implemented in three categories; workforce acquisition, workforce management, and workforce optimization. We’ll look at the key features from each category:
- Workforce Acquisition: This part of HCM is concerned with managing applicant tracking, recruitment, onboarding, and pretty much every early stage of the employee lifecycle. For modern tools, it should also include employee self-service so you know the recruitment and onboarding process can be expedited.
- Workforce Management: Although sometimes a category of its own, for the purposes of HCM, this is the tier where we could consider all the core HR tools. These include the daily administrative work of the HR department, such as payroll, benefits administration, leave and absence management, time tracking, and an HR service center. For features in this category, you should look mainly towards automation and efficiency.
- Workforce Optimization: This is where the ‘workforce as competitive advantage’ part of HCM really finds its momentum. Optimizing the workforce to align with business goals includes performance management, workforce planning, training & learning management, employee engagement, and reporting & analytics. This category is all about generating actionable insights that let you use data in your decision making and make sure that HR is doing its part in steering the workforce in the proper direction.
Questions to Keep in Mind when Demoing HCM Software
As you start demoing various HCM software solutions, it’s important to prepare and attend these meetings with some questions already in mind. These inquiries should aim at answering whether the solution in question will indeed address the main use cases and core needs that you’re looking for.
Of course, the most concerning of these questions shouldn’t be saved for the demo at all, but rather handled prior, through an email thread for instance, so you won’t waste time on a demo if X or Y solution turns out to be incompatible with your core needs.
Further, the demo should also help check certain boxes that your internal stakeholders care about, such as integrations, security, data management, self-service portals, features, etc.
You should write down a list of those questions, share it with your team, and maybe have stakeholders add to it as well. While that list will be unique, here are some common questions when demoing an HCM that should help get you started:
- What integrations are key to us? Does it integrate with ATS/payroll system/any other systems you might have that impact workforce management?
- Does this solution have SSO capabilities?
- Are there multiple authorization levels for different types of users?
- Is there a maximum number of employees it will support across the workforce?
- What types of reporting capabilities does it have?
- Does it include features to help HR communicate with employees (i.e. mass emails, filtering messages by criteria)?
- What kind of tasks can we automate or streamline with this tool? How many man hours can we expect to save doing so?
- How much technical training will be required?
- What kinds of technical support are provided?
- What recruiting capabilities are built-in?
- Which HR processes will be automated?
- How will information be exchanged with carriers (for employee benefits)?
- Does it accommodate benefits carriers’ rules?
- How can we import employee data into this system? (API, Excel spreadsheets, employee records, other databases, and paper documents)
- What built-in security measures does it contain?
- Does your solution feature pandemic-related tools like a vaccine management system?
FAQs on buying HCM software
Moving on, here are some of the most frequently asked questions from HR professionals when it comes to human capital management software:
What is the best HCM system?
While some of the top vendors in HCM software are Workday, SAP SuccessFactors, ADP Workforce, and UKG, “the best” is really a matter of your business size and requirements. There are many HCM vendors, out of which there are likely 1-2 that will align perfectly with what you’re looking for.
What is the difference between HCM, HRMS, and HRIS?
The main difference between HRIS, HRMS, and HCM is that the former two refer to a specific type of software, systems of information, as their names imply (human resource information system and human resource management systems). HCM, on the other hand, stands for human capital management. This is a set of business practices around the acquisition, management, and optimization of a business’s workforce.
What is HCM software?
HCM software is a software tool that takes most features that you would expect out of a labor management platform, but builds it purposefully for the business practices that encompass human capital management. This software puts together widely-varying features such as workforce planning, performance reviews, and employee onboarding in a single management platform where they can all help to generate insights that drive broader business decision making.
Why do definitions of HCM, HRMS, and HRIS vary so much?
This is a good question precisely because the definition of each term varies widely from vendor to vendor, and among HR professionals as well. That being said, the differences between each software category are all about features and use cases. Most thought leadership indicates that HRIS is the most circumscribed type of solution, focusing on core HR needs. HRMS takes it up a notch in features, while still sticking to HR use cases, and HCM is about rounding up all those features with strategic planning for the business in mind, with the workforce as the main component to analyze and optimize.
Last Advice on Buying HCM software
To wrap this up, we’ll assume that you’ve read everything above and have a couple of vendors in mind to reach out to and book a demo. To send you off to this part of the buying process, there’s one last piece of advice that can help a great deal when evaluating HCM software providers.
These demos should revolve around your HCM requirements, and you should try to avoid having one-size-fits-all demonstrations whenever possible. To do this, share your list of requirements and questions beforehand, asking them to show that specific functionality. Since reporting is such a big part of human capital management, you could even give them data for them to run into the system.
This way, you and your team will get to truly see how much of a fit the tool is for you, as well as gauging for factors like intuitiveness and overall user experience. Couple this guide with resources like our very own HR & recruitment software buying organizer, and you’ll be on your way to find the perfect platform for your HCM needs.
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