10+ Best HRMS Software Systems in 2025

I like it is an all in one system and is easy to use. I have used a few other payroll systems and this one is by far the easiest to use.  I also like that there is an app for employees to use. Most of the functions are available through the app and Paylocity is constantly improving the app and system to meet our needs.

I also like that I have one main customer service contact with any issues. There is an email to our dedicated rep and a phone number.  If our rep is unavailable there is a team that can help assist.

We needed an all-in-one system, and this was the best option. It includes all the tools we required, such as onboarding, recruiting, timecards, schedules, payroll, and benefits. It is user-friendly and easy to use. We have been using it for three years. When I first joined the company, HR and payroll were outsourced, and we used at least two different programs.

Paylocity provided an excellent solution by integrating all the systems we needed into one login. It was also cost-effective since Paylocity charges per employee per month, and we can run as many payrolls as needed without incurring additional charges.

We recently experienced issues with PTO not calculating correctly, which took some time to resolve, requiring manual adjustments for employees. Some onboarding documents are not readily accessible, as they should automatically transfer to the HR and payroll profiles for easy access.

Paylocity is actively working to resolve this issue. We also encountered problems with double-time payments, which removed some regular hours, but this was addressed with Paylocity’s assistance.

I have used ADP and Paycom in the past. Paylocity stands out by providing a dedicated customer service contact, whereas ADP only offers a general number to call. I also find Paylocity to be more intuitive and easier to use than both ADP and Paycom. Overall, I prefer Paylocity over other systems I’ve used.

Some key questions to consider include whether the tool will meet most or all of your needs, how long the company has been in business, and whether similar industries use the software. Evaluate its ease of use and affordability to ensure it fits within your budget.

I recommend asking for references from current users to gain insight into their experiences. Watching a demo can also confirm whether the software aligns with your company’s requirements.

Paylocity has introduced new modules, such as the rewards and recognition module, which consolidates anniversaries, birthdays, and employee achievements in one place. The app has also been significantly improved since we started, offering more features and functionality than before.

I think any organization could benefit from using Paylocity. My industry is healthcare, and it works exceptionally well for us. I am part of an HR group where members from industries like manufacturing and professional services also use Paylocity successfully.

It was easy to learn how to use. The ATS had a clean and organized layout. Notifying candidates and other team members through BambooHR was seamless.

I used BambooHR while working at The Sourcery. When I arrived, it was already in use. I am unaware of what was used prior to this. It was easy to use and especially beneficial for the ATS. I appreciated that any member of the recruiting team could log in to view candidates, track where they were in the recruiting process, and review shared notes. Overall, it was a solid product for our needs.

I did not have any specific dislikes related to the ATS system.

BambooHR stands out from competitors primarily due to its user-friendly design and intuitive interface. Compared to other HRIS systems I've used (such as Paycor, Paycom, and Gusto), BambooHR feels simpler and less cluttered, which speeds up onboarding for new team members and managers.

Make sure the system is intuitive for both HR and staff to minimize training time. Confirm whether it includes your required features (ATS, onboarding, payroll, etc.). Evaluate the quality of customer support—are they responsive and knowledgeable?

Mobile access has improved, making it easier to handle HR tasks on the go.

Smaller organizations can benefit from BambooHR.

I liked working with the onboarding module because it was easy to navigate and ultimately saved hours of human resources’ time each week, allowing staff to focus on other tasks.

The training module was good and could have been even better had the implementation team properly trained staff on how to create the tests and set them up correctly. I liked some of the reporting features and the ability to schedule repeated reports for delivery; however, it was sometimes confusing when the reports did not include the information I expected.

The company wanted to upgrade its HRIS and decided Paycor would be the best fit, which was about six months prior to my taking a contract with them. My time working with Paycor was about four months after I had worked six months on another similar program, which gave me a great opportunity to compare the two.

The pain points the company wanted to solve, including those present when I was brought in to assist, started with employee documentation management being a key problem. Even after the implementation, the company struggled to move older files from long-term employees into the system, as they were scattered throughout different units.

Another issue was the ability to easily test and complete core competency assessments on employees, not only at the beginning of their employment but also during annual testing. The company also wanted to present a more professional, polished image to new executives.

According to other staff in human resources, the implementation was rushed, which resulted in a scattered and unpolished system.

One con of the training system was that it took an extremely long time to get the tests set up correctly for the appropriate job titles. I didn’t like the navigation in the employee section, as there were multiple paths to access information, but none of them reliably produced the data I needed.

I also had a poor experience with customer service; it was often unavailable, and when I asked questions, our representative frequently could not answer them. His response was often, “Let me get the trainer,” but he would sometimes fail to follow up.

Paycor was similar in many ways to the recent competitor I had worked with, but customer service was the deciding factor that would prevent me from working with them again. All the other issues could have been resolved.

It differs from inferior products that are not all-in-one packages. Products such as this will be the future of HR, given their ability to manage an employee’s entire lifecycle, from application to termination.

People should thoroughly read reviews from other users about the pros and cons of this company. I suggest contacting a recent client—something Paycor should offer—to understand why their customer service may be lacking.

Compare Paycor’s offering to similar products in terms of integration and implementation, and ask whether they will provide on-site assistance throughout the initial implementation until it is fully complete.

Compare costs and inquire about any additional fees required for support once the official implementation period has ended (according to their terms).

I don’t believe I worked with Paycor long enough to observe any evolution, but I would like to see improvements in their customer service department and a greater level of product knowledge among their employees.

Paycor could be a good fit for companies with between 100 and 1,000 employees. It would likely be too much for smaller companies, and I recommend that companies with over 1,000 employees carefully review current feedback on Paycor’s handling of system glitches, payroll issues, and customer service before making a decision.

• I liked that Rippling provides robust reporting across their different functionalities.
• Rippling does a great job at making a user-friendly interface to navigate.
• I like that it has all the bells and whistles you need for a small to medium sized business.

We started off using Gusto as our Payroll/HRIS. Our team grew from under 50 to about 110 in 6 months. Unfortunately, we quickly outgrew Gusto's Benefits, Reporting, and HRIS capabilities.

A nearly all-in-one system is difficult to find. Coming from Gusto, we knew we wanted to keep our benefits, payroll, and HR information in one system, with great functional reporting across these data points. This cross functional data helped us create great reports that helped us visualize our YoY growth, retention rates, benefit enrollment data, headcount, and much more.

• They nickel and dime every part of the platform, so you'll end up with hidden costs for unlocking parts of the platform that are usually included in others, and you'll end up with a larger cost than you originally thought. Ask for an upfront detailed overview of the costs of all the modules.
• Subpar customer service with not a lot of dedicated support.

Overall, it's a good competitor for small to medium-sized HRIS solutions because it includes HRIS/Payroll capabilities. They extend into all facets of HCM, but they do payroll, benefits, and reporting best. I appreciate they delve into different avenues, but a perfect all-in-one is impossible, so it's best to stay with what you're best at. In terms of an "all-in-one" solution, if your team is under <500 employees, it's a decent solution. The platform and company is still growing, so be patient with changes and bugs. But overall, 7/10 experience utilizing Rippling. They do listen to customers, advocate for change within the system, and move quickly.

• Budget - Rippling can start off inexpensive, but when you add the bells and whistles, it can get quite expensive. Make sure to ask what each module costs independently.
• Payroll Audience - If your population includes a significant population of hourly time keeping needs, this may not be the best platform. You can also integrate various time tracking tools as well.
• All-in-One - Unfortunately, there still isn't a perfect solution. It's important to know which modules to prioritize. If you care about your payroll, HRIS, and benefits admin in one, this is a good system for a small to medium-sized company.
• Customer Support - If you need significant customer support, Rippling may not be the best fit. It was a challenge getting a hold of our reps at times. For payroll support, you don't get a dedicated person so it can be a challenge. If you prefer to have white-glove service here, this may not be the best unless things have changed.‍
• App Integrations - Rippling is a closed environment, meaning you cannot create your own integrations. However, they do have a lot of APIs available for many of the largely popular apps/tools. Most of our tech stack was already aligned to what we used within Rippling so it wasn't too difficult, but it's a serious point to consider for things like your accounting system, time tracking system, expense management, etc.

Since the time we started utilizing Rippling, they have implemented significant changes to their platform. They added PEO services, global payroll, LMS, pulse surveys, and a few other new functionalities. They truly are innovating to become the all-in-one mid-enterprise platform.

I believe Rippling is great for companies under 500 employees with a predominantly salaried workforce. This tends to be more common in tech centered environments. Also when you have a lean team around Payroll/HR, it can be a great system to utilize.

I like the features of Ceridian Dayforce. It's a very user-friendly HR tool that our hourly employees can maneuver effortlessly. The system troubleshoots itself if there's an error.

Our organization was in need of a more user-friendly timekeeping software for our hourly employees located across various plants in our US campuses. We required a consistent payroll and time management system that could be seamlessly implemented across all offices. After exploring multiple HR tools, we ultimately chose Ceridian. The impressive functionality and user-friendly features of Ceridian caught our attention, allowing us to streamline timekeeping processes for all employees nationwide without any issues. Specifically, we opted for the Ceridian Dayforce version, and the transition to this HR tool has been highly satisfactory. In fact, we have enthusiastically recommended it to several partners and clients who collaborate with our individual plants.

Occasionally, the troubleshooting function of Ceridian can be somewhat perplexing when attempting to identify the root cause of an issue. In the past, we have encountered login problems where employees have had difficulties logging in correctly. Another minor inconvenience we have noticed is that when inputting time, the screen does not automatically display the current day but rather defaults to the beginning of the month.

Ceridian stands out as a highly user-friendly timekeeping software compared to many of its competitors. What sets Ceridian apart is its exceptional customer service, with its team readily available to address any inquiries or issues that may arise. Personally, I have a strong preference for Ceridian over other alternatives we have tested primarily due to its superior functionality.

The primary factors that influence our purchasing decision are the user-friendly nature of the software and its comprehensive features related to timekeeping. Additionally, the troubleshooting function performs effectively, even when dealing with a large group of hourly employees simultaneously logging in.

While I'm not entirely certain, I don't recall the HR tool having the troubleshooting function from the beginning, but I could be mistaken. It appears that Ceridian recognized the importance of addressing the timekeeping challenges faced by larger companies operating on a nationwide scale. They dedicated efforts to meet the specific requirements of such corporations and enhance their capabilities to effectively manage timekeeping across the entire country.

I think it fits larger organizations best.

Bob is a very user-friendly tool for both administrators and applicants. The recruitment analytics were effective for a company of this size, which had fewer complexities in terms of organizational structure and recruitment goals. It provided a strong candidate experience for those comfortable using computers and technology.

Our medium-sized US company needed a more efficient tool to enhance the recruitment process. During peak hiring seasons, we required a more organized approach to posting job openings, managing candidate pipelines, and streamlining the onboarding experience.

Bob proved to be user-friendly, and while I have used more intuitive HRIS systems in the past, this one effectively met our needs. It was particularly useful for managing high-volume recruitment during critical times. I used this tool for a couple of years during my time with the organization.

Bob's training posed a significant learning curve for management teams who were unfamiliar with similar tools. While it worked well for employees and managers regularly using computers (e.g., in customer service, sales, and accounting), it was challenging for frontline workers in packaging and production roles due to their limited technological skills.

The tool was not ideal for smaller companies or larger, more complex organizations with global needs.

From a user-friendliness perspective, Bob ranks highly. However, in terms of functionality, other tools I have used, such as Workday, Paradox, and PeopleSoft, offer more advanced features that are better suited for larger, more complex organizational needs.

If you are looking for a system that is user-friendly and well-suited for a medium-sized company with predominantly office-based employees, Bob would be a great fit. However, for companies with a diverse workforce, including frontline employees, or those with highly complex needs, other solutions may be more suitable.

It has been a few years since I used Bob, but at the time, it effectively met the basic needs we had. That said, it lacked the advanced functionalities required by larger organizations with more complex requirements.

Bob is ideal for medium-sized organizations, especially those without highly complex or global organizational structures. It is also more suitable for companies with employees who are comfortable using technology.

I like that Workday can be your one stop shop for all HR and recruiting needs. It is easily customizable to your organizations preferences. I love the reporting capabilities that Workday can provide. I also like the main screen user interface. I think it is very user friendly and easy to learn.

My organization implemented Workday for the reporting and metrics functionalities. Workday is so robust and can do so much, especially for a big organization like the one I am in. The key benefits are that you can personalize Workday to your company's needs. There are no shortages of capabilities and functions Workday can serve. If you want recruitment metrics and reports, Workday is your tool. I have used Workday personally for 5 years in 2 different organizations. Both companies needed better reporting metrics around hiring and Workday solved these needs.

Workday can be a lot! It offers so many functions that it can get overwhelming. I have had candidates who have not liked the Workday experience when applying for a position. Workday's customer service has been weak at times and has not been the easiest to deal with.

WorkDay has a great brand name. Some of the largest and most profitable companies in the world use Workday which I think speaks for the brand itself. Workday’s functionalities can do so much more than a lot of their competitors. I have used similar tools and Workday by far has the largest arsenal of functionalities. You can utilize anything you decide you want to utilize and can offer almost everything from an HR, Recruiting, and Benefits standpoint.

Workday can be expensive. You get what you are paying for. If you want a complex product as a one stop shop then I would recommend Workday. I would figure out what you want your Workday to function as within your organization.

Workday has continuously made adjustments to the user interface to make it more user friendly. More training is always offered to new capabilities that are added monthly.

Very big organizations who want a system that can do a lot of different things. If you are an organization who has a high requisition load, a need for high level reporting, Workday would be a great fit.

It integrates with many systems. It is clear and nice layout. It is end user friendly.

My organization used UKG for time keeping. They wanted time clocks around the entire 7 Arce property. There were a lot of hourly staff and they wanted time to be easily captured. The goal was to have a time clock that integrated with the payroll system. The payroll system was supposed to pay incumbents accurately based on live time clock punches.

It is not easy to fix errors for end users. Tickets can take a long time to remedy. Interfaces can be buggy.

UKG is developed and large. It is used in integration with a lot of other systems. It stacks up well to similar tools.

The two criteria that people should think about when buying this type of tool is the size of the organization and the amount of user they would need to function their operation. The reason I say this is because UKG sells their product based on licenses needed for operation.

yes, their interface is more end-user friendly

I believe it is best for organizations with a lot of hourly time punch employees

Pros -

1. Comprehensive HR Management:  It provides a centralized platform for managing all HR-related tasks, simplifying processes, and increasing efficiency.
2. Mobile Accessibility: It offers a mobile app that enables employees and managers to access HR-related information and perform essential tasks on the go.
3. Scalable and Customizable:  It offers scalability, allowing us to accommodate our growing needs. It's highly customizable, and allows us to tailor the software to our specific HR workflows and requirements.

We majorly use it for attendance & leave management. Zoho People helps in keeping a track record of each & every employee. Other than that it provides Efficient HR Management, Employee Self-Service, seamless collaboration between HR teams and employees, Comprehensive Analysis of key HR metrics, etc. I personally have been using it for the past 1.6yr

1. Customer Support Response Time: The support response time is slower. This affects the resolution of critical issues.
2. Pricing Structure: The pricing structure is relatively higher compared to other HR management software options in the market.
3. Learning Curve: It has certain features, which may require a learning curve for new users. Getting familiar with the platform and understanding its functionalities might take some time, particularly for users who are not familiar with HR management software tools.

I have used Workday HCM in the past and I feel ZOHO People is better as it provides better UI at a very cheaper price. It is not possible for small or mid-size organizations to afford workday

Following things should be kept in mind while deciding on such tools-

1. Size of the organization
2. Goals of the organization regarding growth & increase in team size in future
3. Price of the product
4. Number of users it allows to access

Zoho People has evolved in the following ways -

1. Continuous Feature Enhancements: Zoho People has consistently improved its feature set based on user feedback and market trends. It has undergone regular updates and enhancements to offer new functionalities and improve the overall user experience.
2. Mobile Accessibility: Recognizing the growing importance of mobile devices, Zoho People has expanded its mobile capabilities.
3. Integration Capabilities: It has focused on integration with other Zoho applications, such as Zoho CRM, Zoho Recruit, and Zoho Analytics, to provide a comprehensive suite of tools for businesses.
4. Automation and Workflow Customization: It has placed an emphasis on automation and workflow customization features. Users can define their own workflows, set up approval processes, and automate routine HR tasks.
5. Self-Service Portals: It has expanded its self-service capabilities. The software offers self-service portals where employees can access their personal information, submit leave requests, manage time and attendance, view payslips, and collaborate with their teams.

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IT companies

Namely has a clean, easy-to-navigate platform that is user-friendly. It is accessible for both employees and HR professionals. The tool includes compliance features like reporting and ACA tracking to help meet regulatory requirements. It integrates with third-party apps, including accounting software, which ensures smooth operations across business areas.

At my previous company, we used Namely primarily to streamline our HR processes, including payroll, benefits administration, and employee data management. Our previous system was mostly paper-based and very inefficient. We needed a centralized solution that could handle our growing business.

Namely has a user-friendly interface that has improved onboarding, HR management, and overall communication. We’ve been using it for almost two years, and it has significantly improved compliance and efficiency.

Although Namely is user-friendly, some features—such as advanced reporting and customization—have a steeper learning curve. The cost can be high compared to other HR software, especially for smaller businesses. The mobile app lacks some functionalities of the desktop version, which can hinder accessibility for HR management on the go.

Namely offers a user-friendly, all-in-one HR platform for mid-sized companies. It combines payroll, talent management, employee benefits, and compliance into one solution.

Compared to competitors like Workday and ADP, Namely is more customizable and simpler. Many users appreciate its strong customer support. While other platforms may offer more advanced features, Namely focuses on simplicity and ease of use.

Consider ease of use, integration capabilities, and scalability. An intuitive interface is important for daily operations and efficient onboarding. Scalability ensures the tool can grow with your company and adapt to changing needs. Integration with systems like performance management and payroll is important for smooth data flow. Pricing and customer support should also be considered to ensure long-term value.

Namely has continued to improve its platform to better serve mid-sized companies. It has expanded to include enhanced benefits, payroll, and compliance tools. Customization options have been improved, allowing businesses to tailor the platform to their specific needs. User experience enhancements have made the software more efficient and intuitive. Namely has also focused on strengthening customer support to assist users as the platform grows.

Namely is well-suited for most mid-sized businesses, HR managers, recruiters, business owners/CEOs, payroll managers, and benefits coordinators.