10+ Best Employee Management Software in 2025
Our experts reviewed and rated the best employee management tools on the market in 2024. Read on to learn about their capabilities, pros, cons, pricing, and more.
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Employee management software solutions store and retrieve employee data, track time and attendance, manage leave requests, schedule shifts, monitor performance, and much more. When such tasks are automated, you can save money, boost productivity, and increase employee satisfaction whether you’re a small business or a large company.
Our expert researchers have compiled a curated list of the best employee management systems, including must-have features, key benefits, pricing info, and other considerations to help guide your selection process.
To choose the best employee management software, we conducted demos with vendors, sought the expertise of HR tech leaders, tested the products ourselves, and chatted with other end users. Factoring all that in, we think the features that make an employee management system stand out are easy onboarding and self-service, data management and security, and reporting and analytics.
- Easy onboarding and self-service: The best employee management systems provide a strategic onboarding process, including a self-service portal, to create a positive employee experience. New hires can quickly complete paperwork, access key documents, and learn company policies. There’s often an employee self-service portal too, enabling employees to access and update their personal information, view pay stubs, submit time-off requests, and more.
- Employee data management: This is perhaps the most important function of an employee management system, and getting it right is vital. Your employee management software should act as a centralized repository for storing and organizing employee information. It should also protect that information with a host of security measures such as authentication, role-based permissions, encryption, and compliance with data protection regulations.
- Reporting and analytics: We’ve looked for employee management tools with robust reporting and analytics capabilities. Besides pre-built reports, the best tools in this space let you customize your own and give you insights on various HR metrics, including employee turnover, attendance patterns, and performance trends and stats.
The above is just a summary of what our team does. If you want to learn more, we have a detailed guide explaining our editorial guidelines and review methodology.
Connecteam
As an all-in-one platform for deskless employees, Connecteam covers communication, scheduling, task management, core HR, and more. Its aim is to connect unanchored workers at small and large companies alike with an easy-to-use mobile app.
PROS
- Connecteam offers a user-friendly, mobile-first platform that’s tailored for deskless employees.
- With a variety of features for team management, communication, training, and engagement, the platform provides a comprehensive solution.
- Connecteam offers transparent pricing for all modules, including free plans for small businesses.
- A 14-day free trial without requiring a credit card allows potential users to test the platform's capabilities.
- One of the only fully-mobile HR tech tools for deskless workers
- Very adequately-priced for all it entails, SMB-friendly
- Quite open to feedback, having implemented user suggestions as features in the past.
CONS
- There’s a bit of a learning curve simply because of the many features there are on the platform.
- While the platform's scalability is commendable, several important features are only accessible on higher pricing plans.
- We would have liked to see more integration options with third-party tools such as calendar sync. Payroll integrations are also limited at this time to just Paychex, Xero, Gusto, and Quickbooks.
- In the communication hub, the app offers no confirmation that messages were sent and/or seen.
- Certain features that some teams consider essential, such as GPS-tracking, are only available in the higher-tier pricing plans.
Connecteam offers comprehensive employee management software that stands out for its mobile-first approach - everything inside is built with non-desk workers in mind. We’ve had a tour of its HR & Skills hub and were particularly impressed by the training and onboarding features within. The software allows managers to create custom courses tailored to each position within the company, and these courses can be completed directly from employees’ mobile devices. The addition of quizzes ensures that trainees have a solid grasp of the material, while progress tracking provides managers with real-time insights into each employee's development.
Another notable feature is Connecteam's ability to digitize and centralize employee documentation. By gathering all paperwork in one secure location, the platform simplifies the onboarding process and ensures compliance with expiration date reminders for important documents and certifications. This not only saves time but also reduces the risk of regulatory issues.
Connecteam also excels in managing time off requests. Employees can easily submit absence requests through the app, while managers gain a clear overview of these requests and can effortlessly update balances. The software further simplifies the process by allowing the creation of policies for various types of absences and automating notifications to prevent compliance issues.
Recognizing and rewarding employees is yet another thing made easy with Connecteam's built-in features. Managers can publicly or privately acknowledge individual and team achievements, fostering a culture of appreciation. The platform also offers the ability to reward employees with their favorite gift cards, providing a tangible incentive for going above and beyond.
Lastly, Connecteam's employee lifecycle tracking is also worth highlighting. The timeline view provides a comprehensive picture of each employee's journey, from onboarding to performance reviews and salary raises. This information, along with the ability to attach related files to each event, empowers managers to make informed decisions based on a holistic understanding of their team members.
Over 35k businesses use Connecteam’s solutions, including Chick-fil-A, Ihop, and The UPS Store.
Connecteam’s pricing ranges from free-for-life to up to $99 per month for up to 30 users. The final amount will depend on how many users and modules you choose. Visit Connecteam’s pricing page for the full breakdown of each plan.
Best For
Companies of all sizes looking for a mobile-first employee management platform.
Gusto
SMBs can use Gusto to manage employees in all states, 1099 workers, and contractors worldwide. The platform offers full-service payroll, plus HR and benefits administration, at budget-friendly pricing.
PROS
- Premium plans give you access to workflows, performance reviews, and development resources.
- The UI is modern-looking and easy to use.
- Payroll deductions are automated.
- You can process payroll for U.S. W2 employees as well as domestic/international contractors.
- The customer support team is responsive both via phone and email.
- All plan users can reach out to Gusto’s team of licensed benefits advisors for help.
- Employees can access a self-service portal to check information and perform tasks on their own.
- The dashboard feature keeps tabs on compliance tasks
- The hiring and onboarding sequence is nicely streamlined between HR and the new hire
- Post-offer, pre-start tasks are made easy with integrations like CorpNet (state tax set up) Checkr (background checks)
- Easy payroll for U.S.-based W-2 folks, domestic, and international contractors
- Person-to-person phone support, email, and other customer service resources
- The business model is responsive to customer needs
CONS
- No international employee payroll, only contractors.
- No native accounting for financial tracking.
- The analytics dashboard is rather basic, compared to similar platforms.
- No native time tracking for the Simple plan.
- Compliance alerts and insurance integration can only be accessed by Premium plan users.
- No free plan or trial.
- Gusto can support payments for international contractors, but not employees
- No native accounting feature to keep earning and spending under the same roof
- Analytics dashboard is simplistic
We have tested Gusto's employee management software and found it a comprehensive solution for SMBs. With the ability to manage employees across all states, 1099 workers, and contractors worldwide, Gusto offers full-service payroll, HR, and benefits administration at affordable prices.
The Premium plan (the highest tier) provides additional value with access to performance features like automated workflows, self-evaluations, manager reviews, and career development resources for better employee engagement and professional growth.
In addition to its functional capabilities, Gusto boasts an eye-catching interface that is visually appealing and user-friendly. Navigating through the platform is intuitive, making it easier for users to manage employee-related tasks efficiently.
We also found automatic payroll deductions and payroll services available for U.S.-based W-2 employees and domestic and international contractors. Gusto's employee self-service portal is also available, reducing administrative burdens and allowing employees to handle tasks independently.
However, we couldn’t help but notice Gusto doesn’t support payments for international employees. Native accounting for comprehensive financial tracking is missing. We also found that the Simple plan lacks several features, such as time tracking, compliance alerts, and broker integration. And regrettably, Gusto does not offer a free trial option.
Gusto supports over 400,000 businesses across the U.S., many of which rely on the platform for core HR workflows like employee onboarding, benefits management, time tracking, and compliance.
Gusto’s employee management software starts at $49 per month plus $6 per employee, with higher-tier plans costing more as they add HR features like advanced reporting, time tracking, compliance tools, and access to certified HR experts. For companies looking for a centralized system to manage onboarding, benefits, and performance alongside payroll, Gusto’s pricing scales to match those broader needs.
Best For
Gusto's basic plan is budget-friendly, making it accessible even for cash-strapped startups. The premium plan is highly recommended for companies that have the funds to invest in human capital, especially those with just one HR employee. The premium features are worthwhile for such companies.
We use Gusto on a weekly and bi-weekly basis to pay contractors, send offer letters, engage employees, and onboard new hires. The key workflows that we use are our recruiting workflow and hiring workflow. Of the workflows, Gusto is heavily used on the hiring and employee management side. Gusto is used from the time an employee receives an offer letter through to their onboarding and paychecks.
The top three reasons why we like this solution are: 1. We no longer have to jump from a spreadsheet, to a PowerPoint, to QuickBooks, and an ATS to accomplish daily tasks. 2. We are saving money by having one centralized system that integrates with our other software instead of paying for multiple systems. 3. Gusto has helped reduce our time to hire thanks to automated onboarding.
We are a startup organization, and we were seeking a cost-effective SaaS HR platform to assist with our onboarding and employee management. We started off utilizing spreadsheets, PowerPoint presentations, and Google Docs. We wanted to streamline our process and have everything in one centralized location. We have used Gusto for two years, and it has been a tremendous help with our hiring workflow. The key benefit it provides is having everything in one place that is readily accessible to all responsible parties in the hiring workflow as well as our employees. We love the self-service functionality.
I dislike Gusto’s applicant tracking system. It isn’t user-friendly and doesn’t have the best UI. They can improve the ATS by making it user-friendly and creating a better dashboard.
Gusto fares well with its competitors in benefits administration and onboarding services. From a cost perspective and the number of features included in their lower-tiered plan, Gusto outperforms its competition. They offer flexible monthly plans that scale with your business without being locked into a contract. This is a very enticing feature for startups that are still getting familiar with tools on the market and determining their software needs.
People should consider how many users require access and whether Gusto integrates with their existing software. They should also look at the number of existing employees and their projected hiring goals to determine if Gusto is a long-term solution.
Over time, Gusto has added new features such as the ATS. It appears it is attempting to be an HRIS. They have also added additional third-party integrations.
Gusto is an excellent tool for startups. It provides cost-effective solutions to help you get started with a small workforce.
I don’t feel Gusto is a good fit for a company seeking an HRIS or a company with over 100 employees. Gusto falls short in this area. Although Gusto has great onboarding capabilities, at times there are discrepancies with payroll, and the ATS isn’t user-friendly or robust.
Leapsome
With easy onboarding, customizable performance reviews, employee training, recognition, and engagement features as well as OKRs setting and tracking, Leapsome has everything you need for you to manage your employees, listen to their feedback and keep them happy and productive.
PROS
- Leapsome offers a comprehensive range of features, including modules for employee onboarding, learning management, engagement, performance management, and goals tracking, among others.
- Users find Leapsome's user interface (UI) to be friendly and easy to navigate.
- The platform provides numerous third-party integration options, such as Slack, which users appreciate for enhanced connectivity.
- Leapsome's pricing is flexible, allowing users to pay only for the modules they require.
- Besides English, Leapsome is available in 12 additional languages, catering to a diverse user base.
- Leapsome is quite feature-rich; the platform packs modules for employee onboarding, learning management, engagement, performance management, goals tracking and much more.
- The majority of users find Leapsome’s UI to be friendly and easy to navigate.
- There are lots of third party integrations options to choose from, including Slack, which many users appreciate.
- The platform has transparent pricing, and you only pay for the modules you need.
CONS
- There currently isn’t a way to post or upload images or files within your feedback.
- Due to the platform's extensive capabilities, users may need some time to adapt to its various functionalities, and the implementation process can also be time-consuming.
- Leapsome currently lacks a dedicated mobile app, limiting on-the-go access for users.
- While a free 14-day trial is available, users need to schedule a demo with the sales team to sign up, as self-registration is not possible.
- There is currently no way to post or upload an image or file into your feedback.
- Since Leapsome can do so many things, you may need some time to get used to it. The implementation process can also take some time.
- There currently isn’t a mobile app that users can download and access Leapsome quickly on-the-go.
- Free 14-day trials are available but you need to book a demo with the sales team first to sign up for one; you can’t do so on your own.
Besides hosting your employee data, Leapsome gives you several tools to manage your employees, from performance tracking to sentiment analysis and skills development.
Managers can provide performance feedback to their team members either publicly or privately. The platform also enables peer-to-peer reviews and for employees to provide feedback back to their managers on what can be done to improve leadership styles and collaboration.
The employee engagement and training tools help you pay even more attention to the experience of your employees. You can routinely do surveys and pulse checks to gauge employee sentiment and take necessary actions to improve the workplace environment, while the training module helps you create and deliver learning content, unique to what skills your employees want to be better at.
Leapsome is used by many well-known companies, including Spotify, +Babbel, Unity, PayFit, Learnerbly, Modus Create, Spryker, DCMN, and more.
The pricing of Leapsome starts from $8 per user per month, which varies depending on the specific modules chosen. They also provide multi-module and volume discounts. For an exact estimate, we recommend that you contact Leapsome's Sales team directly.
Best For
Companies of all sizes can use Leapsome, though medium and large-sized companies are more likely to get the most value out of it.
The tool has allowed them to create a cohesive performance management system, foster engagement, and support continuous learning and development, which are critical for building a high-performing organization. The client uses it for performance management, 360-degree feedback, employee engagement, pulse surveys, and onboarding of new employees.
The OKR functionality has increased collaboration and transparency, especially for remote teams. They leverage the data analytics and reporting modules for performance tracking, identifying training needs, and monitoring employee engagement and satisfaction. The client also uses Leapsome for employee recognition and rewards to increase retention.
The client appreciated the simple and intuitive interface, making it easy for both employees and managers to navigate. The platform’s design minimizes the learning curve, making it quick to adopt for teams of all sizes, which is a plus for a growing company.
The ability to integrate goal-setting (OKRs), continuous feedback, and performance reviews was highly valued. Another advantage was the ability to create custom review cycles, run 360-degree feedback, and effectively track performance.
Leapsome was purchased to streamline performance management, OKR tracking, and employee engagement. It allowed my client to align team and individual goals with the organization’s objectives through goal-setting frameworks like OKRs (Objectives and Key Results). It increased visibility and tracking to ensure that everyone was working toward measurable outcomes.
Leapsome provided customizable performance review cycles, including 360-degree feedback, continuous reviews, and self-assessments, which helped tailor reviews to organizational needs and culture. The ability to engage employees through surveys and gather real-time feedback was also a key selling point. The learning and development tools were valuable, although the client was using an existing tool at the time and had not yet begun leveraging this aspect of the platform.
There are limitations in customization for features like performance review templates and feedback processes, which could benefit from more flexibility. Companies with unique organizational structures or processes may find it challenging to tailor every aspect to their needs.
The learning curve for advanced features, such as custom analytics or deep performance tracking, can be difficult to fully grasp and utilize. The per-user pricing model and modular nature of the platform can become cost-prohibitive as the organization scales, which is interesting since scalability is also a pro, but the cost structure could be more considerate of hyper-growth companies.
Leapsome offers a modular approach, allowing companies to choose and pay only for the features they need, offering flexibility that many competitors lack. While some competitors provide all-in-one solutions that can be less customizable, Leapsome allows companies to avoid paying for unnecessary features.
Unlike many performance management platforms that emphasize periodic reviews, Leapsome strongly encourages a culture of continuous feedback and recognition, making it ideal for companies that prioritize ongoing development.
Competitors like Lattice and 15Five offer feedback options, but Leapsome’s seamless integration of real-time feedback and performance tracking helps embed feedback as a constant part of the employee experience.
Companies should clearly define the must-have versus nice-to-have features and consider how their future growth could impact their needs. Customization options for performance cycles, feedback, and surveys are essential.
Organizations should evaluate their data requirements, such as the need for deep data analysis versus standard performance, goal, and engagement tracking. Ease of use for both users and administrators, including integration with existing tools and the level of skill required for customization, should also be key considerations.
Leapsome initially focused on performance management and employee engagement. Over time, it expanded to include a full suite of tools covering goal setting (OKRs), continuous feedback, learning and development, and detailed reporting and analytics.
Recognizing that different companies have unique processes, Leapsome introduced greater customization options. Users can now tailor performance review cycles, feedback forms, and learning paths to meet their specific organizational needs.
Leapsome is ideal for tech companies and startups that are scaling, especially those with a feedback-rich culture. It’s also well-suited for medium-sized companies looking for scalability, as well as companies focused on learning and development and personal learning tracks for employees.
Leapsome may not be a good fit for budget-constrained small businesses. It is also not ideal for companies that are not interested in creating a culture of continuous feedback, or for highly hierarchical, traditional companies like those in banking. Industries with minimal need for data-driven HR decisions may not benefit from the platform’s extensive capabilities.
WorkDay
Workday is robust and quite comprehensive. It can cover all of your HR and payroll needs without needing to combine it with other tech solutions.
PROS
- Workday has an intuitive, easy-to-use interface that makes it simple for employees to navigate and find what they need.
- You can integrate Workday with an impressive number of HR systems and tools.
- Users appreciated that Workday consolidates HR information into a single system, eliminating the need to access multiple platforms.
- Customers can get the support they need from Workday’s community of users, or the support team via live chat and telephone.
- 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
- It can take a long time to initially set up and implement Workday (avg 4.5 months).
- The reporting functionality has room for improvement, particularly with regard to customization and search.
- Workday’s pricing is on the expensive side, making it less feasible for smaller companies.
- No free plan or free trial.
- 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.
Despite mixed reviews on the user-friendliness of Workday from teams that have implemented it, it is still a robust provider of a wide range of Finance, HR, and Planning solutions, made specifically with enterprises in mind. So if you’re looking for an all-in-one solution that can easily scale, checks the necessary data compliance measures, and can be implemented across large global companies, Workday is worth checking out.
- Target
- Patagonia
- Bank of America
The pricing of Workday’s solutions isn’t disclosed on their website. Contact their sales team to get a custom quote.
Best For
Large-sized companies and enterprises.
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
BambooHR
With over 20,000 active clients and 1.8 million employee users, BambooHR is a top provider in the HR tech space. Their Employee Management features include time & attendance, leave requests, and employee wellbeing tools.
PROS
- Customizable packaging and flexible pricing options, allowing you to select one or two packages and add modules based on your specific requirements.
- Known for its simplicity and user-friendliness.
- Straightforward tool, easy to navigate and use.
- Flexible packaging and custom pricing is the way they roll. You can pick out one or two packages and pick other modules as add-ons based on your needs.
- Very simple and straightforward tool, easy to use.
CONS
- You can only run payroll for U.S.-based employees.
- Customer support is limited to U.S. workdays and business hours.
- Several modules such as time tracking, surveys, and performance management are available exclusively as add-ons, meaning you do need to pay more to use them.
- 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.
Here’s a company that is a must-consider when it comes to various types of HR tech, including, of course, employee management systems. BambooHR is a well-known vendor in this space, with a host of HR tools to help companies manage employees throughout their lifecycle, from hiring and onboarding, to payroll and day-to-day management.Of course, employee management tools like time tracking and a performance module are available, but only offered as add-ons within one of the HRIS plans.
BambooHR has over 20,000 customers, including major companies such as the University of Maryland, Quora, Reddit, Universal Group, Asana, and Wistia.
BambooHR’s pricing is not disclosed upfront, but they do offer a free trial of their all-in-one software. The best way forward is to book a demo with their team, request trial access, and discuss pricing for the modules you need.
Best For
BambooHR is great for companies wanting a customizable HR product with pricing tailored to their needs. It's especially popular with partial or fully remote teams.
We use BambooHR every day. I use it to process payroll, make changes to employee profiles (personal and employment information), and review timesheets and time-off requests. Our employees use it to clock their hours, check their pay stubs, and request time off. We also use BambooHR for hiring purposes, though not on a weekly basis.
- It has a modern, user-friendly interface that is very intuitive.
- Every section of BambooHR is customizable.
- It consolidates payroll, HR, benefits, and performance management in one place.
We were using Heartland Payroll Solutions when I joined the team, which was a terrible platform. BambooHR came highly recommended by our new CRO at the time, who had used it before. We wanted a more user-friendly system for both administrators and employees that would also allow us to pay contractors and process all company benefit packages. We also liked that BambooHR offers hiring and performance review options.
- It doesn't allow you to add a fixed semi-monthly amount for contractors who are not charging hourly rates, requiring you to create an hourly rate and manually adjust hours when running payroll.
- We've had minor issues with pay periods when a weekend and holiday fall together, causing the system to prompt us to run payroll before the pay period has ended. While there are workarounds, it's stressful and inconvenient.
- Employees have reported that the time-tracking feature on the BambooHR app doesn't always work correctly, requiring me to adjust their hours. I have brought this to BambooHR's attention, but since it doesn't seem to be a widespread issue, it may be user error on our employees' part.
I have some minimal experience with Gusto, which I liked well enough. However, compared to our previous payroll provider (Heartland Solutions), the difference is night and day. Heartland was slow, not user-friendly, and had very few integrations. Everyone in our company was happy when we switched to BambooHR. It has definitely made my job as an HR manager much easier.
Consider your main goals. I think BambooHR is reasonably priced for what it offers. The yearly cost is based on a variable monthly fee that depends on the number of employees, whether they use time tracking, etc. It usually amounts to $216 per month.
BambooHR also offers many add-ons that can increase the subscription cost, such as a Slack-style platform and a Community feature, which we do not use.
I recommend discussing pricing and features with the platform representatives to ensure it aligns with your budget. Also, consider the other services and benefits you offer and whether you want them integrated into your HR platform. BambooHR is designed to be an all-in-one HR solution.
We have only been using it for 1.5 years, but they are constantly adding new features. They also send out frequent newsletters with downloadable HR guides.
We are a relatively small startup (<50 employees), so I’m not sure how BambooHR would work for a very large organization. It is well-suited for dynamic, tech-forward companies, as it requires some customization on the user's end. It feels very much like a Millennial/Gen Z platform.
Perhaps a large corporate organization, though I can’t say for certain. BambooHR is not a very formal platform in its approach or language. Certain sectors of the corporate world may find it too informal, dynamic, or playful.
UKG
From paying your employees to managing them, developing them, and everything in between, UKG is a robust HRMS suite that can cover all of your people management needs.
PROS
- Super robust product, packing years of experience with HCM and Workforce Management technology.
- Administrators can configure the visibility settings for managers, employees, and themselves.
- The Ultimate Community provides on-demand information about all UKG Pro products and their usage.
- The mobile app is available in the Apple and Android app stores.
- Offers 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.
- Super robust product, packing years of experience with HCM and Workforce Management technology
- Since they offer UKG Pro for HRMS and UKG Ready for workforce management, you could arrive at a combination of products that suits many of your HR needs from the same set of tools.
CONS
- Compared to newer tools, UKG Pro and UKG Ready have not configured their offering to work for smaller or niche teams.
- Employees can encounter log-in issues at times with the Android app.
- Not a very budget-friendly option for small businesses.
- 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.
- 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 Pro is a comprehensive employee management solution for midsize to large enterprise companies. HR departments at companies like MGM Grand and the Miami Dolphins use it to hire, onboard, pay, and manage employees. This all-in-one tool also features performance management, engagement, and succession planning, so it eliminates the need to purchase additional products to fulfill such needs separately.
UKG also offers UKG Ready, a workforce management solution developed with Kronos, a well-known time and attendance tool. This partnership adds time keeping, attendance, scheduling, and Affordable Care Act (ACA) compliance to the broader UKG offering.
Tesla, Marriott, Yamaha, Aramark, Puma, Sony Music, Samsung.
- Pricing for UKG Pro or Ready is not available on their website. However, it is usually on a per-employee-per-month basis, either billed annually or monthly.
- You’d need to contact a sales representative for an accurate quote.
- Our research has shown that licenses tend to start at around $600.00 per year for every 5 users.
Best For
UKG goes beyond payroll and offers a comprehensive suite of features tailored for enterprise-level organizations. Its robust capabilities serve as an exceptional payroll + HR solution, well suited for large teams with a global headcount, but also smaller businesses with over 50 employees.
We use many of the UKG modules, but not all of them. At this time, we utilize Recruiting, Onboarding, Payroll, Benefits Administration, and Learning. We rely on the recruiting module to post jobs and source candidates. Using the recruiting module allows us to easily process new hires into onboarding. We process weekly and bi-monthly payrolls through three different operating companies. The benefits administration is used during open enrollment and new hire onboarding. We recently purchased the Learning system, so we haven't fully utilized that module yet.
UKG is fairly user-friendly once you get used to the system. The recruiting module feeds into the onboarding, making hiring candidates simple. The community boards in UKG Community are very helpful when you're looking for tips and tricks on how to do something.
Our organization was looking for an HRIS as we were currently only using Ceridian for payroll. We purchased the UKG software about seven years ago. We were sold on the capabilities that were described to us during their sales pitch. The main objective was to streamline our HR processes and integrate various functions like recruiting, onboarding, payroll, benefits administration, and learning into one platform. Since implementing UKG, we have improved our HR efficiency and overall employee management.
Since it's a SAAS system, there is very limited customization despite what their sales team says. For example, we don't like to use the term "review," and their sales team said we could change that to "coaching," but we actually can't.
In the recruiting module, once a requisition is approved, you can't change the job title. For example, if we decided to upgrade an assistant manager role to a manager, we would need to put in a whole new requisition or change it on the back end once the employee is hired.
Time and Attendance can be a challenge depending on how you run your payroll. We've run into problems with showing the correct amount of PTO for our weekly payroll employees.
I've used SilkRoad for recruiting in previous organizations, and I definitely prefer that to the recruiting module in UKG. UKG doesn't let you save your view preferences, so every time you log in to look at jobs, you see everyone's jobs and not just yours.
Organizations need to think about how much customization they really need. If it's minimal, then UKG would be a good option. You should also consider your end user—tech-savvy employees will have little issues learning and navigating the system, while those who aren't as tech-savvy may struggle.
Yes, UKG makes updates based on customer feedback. For example, there used to be no option for new candidates to "sign and accept" their offer letter. Now there is.
UKG is good for a mid-size organization.
UKG would not be good for a large, complex organization.
15five
15Five’s Perform module comes with employee management tools to conduct performance reviews, check employees’ role clarity, identify strengths, and help them have a career vision. A unique thing managers can through this module is adjust employee scores in real-time during a calibration session.
PROS
- 15Five helps HR leaders run their performance programs from start to finish and make talent decisions based on a 360-degree view of each employee.
- With the help of visual dashboards, HR leaders can access colorful and easy-to-comprehend insights that will make their talent decisions easier.
- The platform is fairly easy to use, comes with a mobile app, has transparent pricing, as well as a 14-day free trial so users can try before they buy.
CONS
- Some users reported experiencing difficulty creating new objectives or connecting existing objectives to parent objectives in the objectives section.
- When you create an engagement survey using 15Five's template, you can only choose from a selection of pre-made categories rather than creating your own.
- The out of the box integration options are quite limited, and a Zapier integration used to be available but is now sunsetted. As an alternative, 15Five does have a public API for users to plug-in custom tools but that requires a bit more work.
15Five enables managers to have a better understanding of their team members through a host of tools for communication, performance tracking, and goal setting. For starters, managers conduct regular check-ins, performance reviews, and pulse surveys to stay informed about their team's progress and identify areas for improvement. They can also set goals, track progress towards those goals, and provide feedback to employees as needed, fueling a culture of continuous growth.
15Five’s customer base includes Hubspot, Spotify, American Red Cross, Clearbit, Pendo and more.
- Engage: $4 per user per month. Its features include Core engagement surveys, Topic-based assessments, Custom topic-based assessments, Filterable heatmap & analytics, Enterprise-grade security, an Action plan dashboard, and more.
- Perform: $8 per user per month. Its features include Performance reviews, 360º feedback, Talent Matrix, Data insights, Career Paths & Plans, and more.
- Focus: $8 per user per month. Its features include Goal setting with OKRs, OKR chart view, Data insights, Jira & Salesforce Integration, and more.
- Total Platform: $14 per user per month. Its features include everything in other plans, plus DPAs and security questionnaires.
Best For
15Five is a good bet for both growing companies and enterprises. It particularly benefits organizations seeking a holistic feedback system that ensures input from all employees throughout the company.
We use 15Five for Annual Performance Reviews, ongoing check-ins and 1:1s between managers and employees, manager training, and engagement. The robust offerings of 15Five allowed us to originally bring on the tool only for APRs. Over time, we saw the capabilities it had in other arenas. Mainly, we appreciate the tool for its ongoing, direct feedback methods. This allows managers to send and review feedback frequently and has it stored in one location for easy record keeping and reference.
- Ease of use and implementation (lots of CX support with onboarding).
- It is science and research-backed so you know the tool and approach are effective for your employees.
- Affordable and customizable to your team size and needs.
We originally purchased a subscription to 15Five in order to simplify and streamline the Annual Performance Review (APR) process. Employees, managers, and HR were facing tremendous time and administrative burdens when it came to the APR process and we wanted a place to facilitate a more comprehensive, timely, and meaningful experience. We also were looking for something to easily store and document all performance-related information and feedback. We've used the tool for just over one year.
Very few cons about this tool. It really is effective and affordable.
I prefer this tool to others for how easy and straightforward it is. Performance reviews don't need to be complicated, and 15Five has found a way to make it easy and fun.
What are the main needs of your team? How do you want reviews to be structured? What are your employees craving in terms of feedback, engagement, and training?
We have customized weekly check-in questions to fit each team specifically. We have run off-cycle reviews as needed. We have added managers who have high potential to the manager training.
Highly engaged teams. Small-medium sized businesses. Companies with high Gen Z and Millenial populations.
I think this tool might not be beneficial in environments that are not forward-thinking, progressive, or want to be on the cutting edge of employee development and performance.
Namely
Namely powerful HR suite streamlines how you manage your people. It covers onboarding, attendance tracking, performance management, payroll, and benefits administration. It also provides valuable insights into market trends so you can stay competitive.
PROS
- Namely offers a user-friendly interface that allows seamless navigation of the platform, even with its extensive features.
- The employee onboarding module has an easy-to-use wizard, facilitating a smooth onboarding process for employees and new hires.
- Besides Namely’s payroll and benefits administration features, you can opt for their managed payroll and benefits administration services to reduce your team's workload even further.
- The majority of users are able to navigate Namely without any issues. They find the UI to be intuitive and clean, despite the fact that the platform has lots of features.
- Namely’s employee onboarding module gets a alot of praise from users. It features an easy-to-follow wizard, which helps new hires get on quickly and be clear on what they need to do.
- Besides the platform’s built in features for data management, recruiting, onboarding, time off tracking, payroll and benefits administration, there are also managed payroll and benefits administration services you can opt for to reduce the burden on your internal teams.
CONS
- Namely caters mainly to the U.S. market, which means it’s not quite suitable for organizations that need it to handle payroll and benefits for employees in other countries.
- If you’re looking for quick implementation, Namely may not be for you as on average, 6-8 weeks are needed to get your instance up and running.
- Currently, Namely lacks employee development features such as skills training, career pathing, and succession planning.
- Users should look into whether Namely is compatible with their existing benefits provider, as a few users have reported instances where Namely's team encouraged them to switch to providers with higher fees.
- Namely primarily operates in the U.S., which means if you’re looking for a global payroll and benefits provider, this platform isn’t for you.
- Though many praise the platform’s ease of use, it does take long to implement it. Namely’s own team says that an average implementation takes between 6-8 weeks.
- For a platform of Namely’s size, there currently aren’t any features that focus on employee development such as skill training, career pathing, succession planning etc.
- You’ll need to check beforehand if Namely can work with your existing benefits provider, if you have one. There have been a few reports (but not few enough to ignore) about Namely’s team convincing customers to change their benefits provider to providers that charged them more.
Namely offers a range of features to help you with day-to-day employee management. A fundamental one is employee profiles, which you can create from scratch or upload from existing sources. You can access these profiles whenever you need to view employee data, including personal details, job roles, performance history, and benefits information. Namely also packs payroll management capabilities, optimizing how you process payroll and helping you with calculations, tax filing, direct deposits, and more.
You can use Namely’s time and attendance tracking module to ensure accurate recording of work hours and payroll processing. You can stay on top of things even further with Namely’s performance management module, which can help you set goals, conduct evaluations, and provide feedback to employees among other things.
Namely is used by several growing companies including Greenhouse, Vita Coco, Life is Good, and OneLogin.
Custom pricing is available upon request of a demo. It will vary depending on which package you choose. They start with a basic HR package and then sell extensions or enhanced services for things like payroll solutions and employee benefits.
Best For
Mid-sized companies across different verticals will make the most out of Namely’s offering.
Our HRBP and operations team accessed Namely multiple times a week, while Finance and IT logged in several times a month, and managers did so quarterly. The Recruiting team used it to verify organizational structure and ensure accurate data transfer for new hires.
As someone who helped implement Namely, I used it for various tasks, such as ensuring its proper function, creating and pulling reports for HR programs, and supporting my client groups with necessary data. It served as our central repository for all employee information.
In my first six months, I adjusted workflows and reports to align with our processes, ensuring other teams had the information they needed. I also supported 40% of the company's employees, using the data for organizational planning, talent development, and performance reviews.
Namely's user interface is modern and intuitive, making it easy for managers and employees to navigate. The workflow configurations are straightforward, reducing the need for extensive support. The reporting functions are robust, allowing us to generate customized reports essential for effective planning and reporting.
Our organization was experiencing rapid growth, doubling in size each year, and we needed to upgrade our HRIS system to accommodate this expansion. We sought a solution that integrated HRIS, payroll, and IT support into a single tool.
After evaluating Namely and ADP, we chose Namely for its more cohesive system. It offered improved permission settings, enabling managers, IT, and finance to access necessary information and generate reports.
Additionally, it facilitated the creation of cross-functional workflow notifications. We used the system for 2 and a half years until our acquisition necessitated its discontinuation.
Namely's HRIS and payroll systems are connected but not fully integrated, which complicates data transfer between the two. The payroll interface is less user-friendly, creating additional workload for our payroll personnel and requiring more support from our HR implementation team. Although we were initially assured of specific reporting capabilities, we found ourselves unable to generate certain reports without delays and additional support from Namely.
Namely is particularly appealing to mid-market and small enterprise companies due to its price point and functionality, positioning it between basic SMB tools and more complex systems like Workday. However, newer entrants like Rippling and BambooHR are beginning to offer improved functionality at a competitive price, encroaching on the niche Namely once effectively filled.
When it comes to HRIS systems, none of them are perfect. It's really about finding a tool that can do 70-80% of what you need and have workarounds for the rest. My biggest factors for evaluating tools like this is to see if it'll take care of our "basic needs/high priority needs" first, whether it will be easy to use for the people who use it most, and then cost. I would start by creating a spreadsheet of what problems are you trying to solve, then label them–is this a basic need, high/medium/low priority? Make sure you include the stakeholders so you can look at the tool holistically and make better-informed decisions.
When we were using the tool, a lot of Namely's updates were more back-end functions. For example, they later implemented better reporting which helped make looking at data easier. This was great for HR teams because it reduced the friction in the product for us.
Namely is best suited for mid-market to smaller enterprise customers, typically with employee sizes ranging from 400 to 3,000.
Namely may not be suitable for companies with fewer than 400 employees. Its complexity and management requirements might be excessive for smaller organizations that prefer not to allocate significant resources to system oversight.
kissflow
Kissflow Digital Workplace gives you all the tools you need to optimize, manage, and track all of your work. It has five core modules to handle any type of work that moves your way: processes, projects, cases, datasets, and collaboration.
PROS
CONS
Kissflow is designed for both managers and their employees. It lets individuals know exactly what tasks are assigned to them and lets them track work as it moves along a flow. It allows team leaders to create and control codeless workflows and forms. It helps the entire organization digitize their work and creates an operational system of record to know the status of what work was completed.
- Domino’s
- Pepsi
- Sears
- Hubspot
- Casio
- Basic: $16/user/month (Starts at 10 Users)
- Advanced: $22/user/month (Starts at 10 Users)
- Fully Loaded: $30* /user/month (Starts at 50 Users)
Best For
Kissflow has plans for companies of different sizes.
Zoho People
Zoho People is a solution for HR teams looking for an affordable or even free workforce management tool. It administers core HR activities, like onboarding, time off management, attendance, performance, LMS, engagement, and database management. It also includes an employee self-service portal with security-conscious permission controls and more.
PROS
- Comprehensive core HR features consolidated in a single platform.
- Offers a wide array of integrations.
- Available in multiple languages, catering to users across the globe.
- Provides a free version and a free trial.
- All core HR features in a single dashboard
- Wide array of integrations
- User-friendly UI, constantly updated
- Available in multiple languages
CONS
- Some modules may lack the depth of comparable products. For example, some users found the payroll offering to be relatively basic.
- The mobile app does not mirror the features of the web version.
- The platform's responsiveness is unpredictable – users have reported occasional loading delays.
- Since they offer so many modules, some may be not as robust as other products that have been more specific about covering certain needs. For instance, some teams have found their payroll offering to be quite basic.
- Not all that’s available in the web platform is available in the app
- Some users reported that the platform can be slow to load every now and then.
Zoho People is a 360-degree HR solution that amazes us with its rich features. Depending on the plan purchased, users can get some or even all of their employee management needs covered, from onboarding and attendance management to time tracking, appraisals, and learning.
One standout feature is Cases. The feature lets users post their support questions under specific HR categories to receive prompt responses from assigned agents. It's a simple, effective, time-saving solution.
Zoho People features real-time access control. It allows administrators to assign access permissions for select members, promoting better collaboration while ensuring data security.
Another nice touch is Announcements: managers can use this to keep employees posted on company news using various content types, formatting options, and location-specific visibility.
In our testing, the self-service elements worked well in the Chrome browser. The web version contains numerous tools like employee records, leave requests, timesheets, and policy documents.
However, we did encounter some challenges with the mobile app. It occasionally lagged, particularly when using functions like check-ins and facial recognition. Additionally, certain tools, such as the payroll feature, are less fleshed out than in similar tools in this space.
ZPE Systems, Cloudfronts Technologies, Zomato, SpiceJet, Foresight CFO.
Zoho People is free for up to five users. After that, the platform offers four plans with the following pricing:
- Essential HR: $1.25/user/month billed annually.
- Professional: $2/user/month billed annually.
- Premium: $3/user/month billed annually.
- Enterprise: $4.5/user/month billed annually
Best For
This tool is particularly well-suited for SMBs who can make use of its multilingual capabilities.
It offers several key workflows that we can leverage to enhance our HR operations.
- Employee On-boarding: Zoho People simplifies the onboarding process by automating tasks such as creating employee profiles, collecting necessary documents, and assigning onboarding tasks to relevant stakeholders.
- Time and Attendance Management: It enables accurate tracking of employee attendance, including clock-in/clock-out times, breaks, and leave requests.
- Leave Management: It ensures transparency in leave policies, simplifies the approval process, and maintains accurate leave records.
- Performance Management: It facilitates goal setting, performance evaluations, and feedback mechanisms. Managers can define objectives, track progress, conduct appraisals, etc.
- HR Analytics and Reporting: It allows us to generate reports on various HR metrics, such as employee attendance, leave utilization, performance ratings, and turnover rates. These insights enable data-driven decision-making and help identify areas for improvement.
Pros -
- Comprehensive HR Management: It provides a centralized platform for managing all HR-related tasks, simplifying processes, and increasing efficiency.
- Mobile Accessibility: It offers a mobile app that enables employees and managers to access HR-related information and perform essential tasks on the go.
- 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
- Customer Support Response Time: The support response time is slower. This affects the resolution of critical issues.
- Pricing Structure: The pricing structure is relatively higher compared to other HR management software options in the market.
- 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-
- Size of the organization
- Goals of the organization regarding growth & increase in team size in future
- Price of the product
- Number of users it allows to access
Zoho People has evolved in the following ways -
- 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.
- Mobile Accessibility: Recognizing the growing importance of mobile devices, Zoho People has expanded its mobile capabilities.
- 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.
- 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.
- 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.
IT companies
Academic Organizations like schools & colleges
Key Features of Employee Management Software
“Employee management” is an umbrella software category; hundreds of different HR management software solutions (HRMS) can be labeled under it. While that may be the case, the following are features you can safely expect from employee management software.
- Storing employee records: An employee management software effectively functions as your employee database. It stores employee information such as names, addresses, designations, salaries, and start dates. You can even store custom employee info such as skills, education, birthdays, emergency contact details, and more.
- Time and attendance tracking: Manually updating timesheets is a tedious task that’s time-consuming and almost impossible to perform without error. Incorrectly inputting employee time and attendance data leads to incorrect payroll. With the help of employee management software, you can cut down on human errors and ensure that your payroll is always accurate.
- Employee scheduling: Employee management software can help you schedule and move around shifts for your employees to ensure that the working hours of your business are sufficiently covered. Depending on what product you use, employees may also be allowed access to the same system to adjust availabilities and request shift changes.
- Employee self-service portal: Most employee management solutions provide employee self-service portals. Employees may use these portals to handle a number of human resources-related tasks that would otherwise require the attention of an HR employee. Most self-service portals allow employees to update personal details such as contact details, addresses, bank account info, and more. Some employee self-service portals also allow employees to put in time-off requests and adjust availabilities.
- Employee performance monitoring: Most employee management systems allow employers to define goals and productivity metrics and monitor employees’ progress towards those goals and metrics from a single dashboard. Accessing such data enables employers to make informed decisions that drive performance, e.g., identify where certain employees could use some training or if their skills are perhaps more suited for a different role.
- 3rd-party integrations: The majority of employee management software solutions offer integration options with your existing business tools, such as those for recruiting, payroll, enterprise resource planning (ERP), team collaboration, and more to extend the functionality of your software, have your data synchronized automatically and eliminate duplicated effort.
- Additional features: In addition to the above, some employee management systems may also carry features for applicant tracking, onboarding, payroll management, benefits administration, learning management, employee rewards, and employee recognition.
Common Mistakes Made When Buying Employee Management Software
You can easily make mistakes when choosing an employee management solution if you don’t carefully research and compare what’s available on the market while factoring in the needs and budget of your business. Here are a few mistakes you should avoid:
- Buying an all-in-one employee management software when all you need is one or two HR functions covered: For example, if you only need a system for performance management or attendance tracking, then buy a product that does just that. An all-in-one HR cloud can be quite costly if you’re not putting it to good use. We recommend that you always invest carefully and selectively to make the most out of your budget.
- Choosing an employee management system that isn’t scalable: Your business may see exponential growth within just a matter of months. It may also experience financial hardships, requiring you to downsize your team. No matter what the future holds for your business, you’ll definitely need your employee management software to grow or shrink accordingly.
- Not aligning internally with all departments that could benefit from an employee management system before buying one: Many top employee management systems offer features extending beyond your HR department’s scope. For example, employee management software can have project management capabilities, which means different managers across your company can use it to stay organized and keep track of their team members’ progress. It is also quite common for an employee management system to have payroll processing and benefits administration features, which are typically the responsibility of the finance department and not HR. Since other departments/managers can benefit from your employee management system, make sure you factor in their feedback in your product selection process.
- Making long-term commitments before thoroughly testing a solution: Most software vendors will offer discounts if you get into an annual contract. Some will even try to tempt you to get into a two-year commitment. While such deals can save you significant money over time, you should only commit to a vendor after thoroughly testing their software and verifying that it’s the one for you. Otherwise, you will end up going back and forth with them regarding their refund policy and likely incurring a considerable cancellation fee.
Pricing Models of Employee Management Software
The majority of employee management software vendors offer tiered pricing to accommodate different business needs and financial capabilities. Those tiers vary in features and either cost a flat monthly/annual subscription fee for an unlimited number of employees or have a per-employee-per-month pricing structure, which could cost anywhere between $1.25 - $30 per employee per month.
Do keep in mind that in all cases, additional fees may still apply for on-demand services such as product training, customization, compliance services, dedicated account management, and cancellation. Consult your selected employee management software vendor on the exact breakdown of their recurring fees as well as the pricing of all on-demand services that are billed separately.
Benefits of Using Employee Management Software
Using employee management software allows you to:
- Secure employee information: Paper files and spreadsheets are not a secure way to store sensitive employee data, as they could easily fall into the wrong hands. You can mitigate such risks by using an employee management system instead. The majority of employee management systems are highly secure, with measures such as data encryption and multi-factor authentication to keep your employees’ information safe at all times.
- Increase productivity: Using an employee management system helps you automate many processes that are otherwise quite tedious and take up a great deal of your team’s time. When different departments across your company aren’t manually dealing with employee data maintenance, time and attendance tracking, shift scheduling, and leave management, they’re able to reinvest that time in other tasks that contribute to your bottom line.
- Improve employee satisfaction: Good HR tech has an impact on employee experience and retention. When employees are managed through outdated channels and processes, it is easy for them to get frustrated and dissatisfied with your company. Employee management software gives your employees a channel to easily update their information, request time off, adjust their shifts, track their performance, communicate with you when needed, and much more - all in an effortless manner.
Questions to Ask During Your Employee Management Software Demos
As you’re researching different employee management software, we always recommend that you schedule demo sessions with the top vendors on your list to make sure their solution is compatible with the needs of your business. Here are a few questions you can ask during your demos:
- What HR functions does your software cover? Can your solution replace other products in my HR tech stack?
- Can you walk me through what employees see through their self-service portal (if any)?
- Does your platform feature Artificial Intelligence (AI) to automate certain processes?
- How easy is it to implement your solution, and would I be able to do it myself?
- What business solutions does your software integrate with?
- What metrics have you used to prove the effectiveness of your solution, and where can I see these in my analytics dashboard?
- What data protection laws are you compliant with?
- How much does the software cost for my team size?
- How will our pricing change as our team grows or shrinks?
- Will I be assigned a dedicated account manager?
- What are your Customer Support SLAs?
- Do you have a help center with articles and other documentation for self-service?
Implementing an Employee Management Software
Implementing employee management software is fairly easy, especially since the majority of them are cloud-based, delivered through a software-as-a-service (SaaS) infrastructure. Getting started with a cloud-based solution is relatively quick. Once you’ve purchased a subscription that meets your needs, you can create an account and start configuring it and importing your employee data.
On the other hand, some employee management software solutions are self-hosted (on-premise). Self-hosted solutions generally take longer to set up, and depending on your chosen vendor, you may need to consult them regarding their solutions’ compatibility with your current hardware and installation process or better yet, have them do the installation for you.
Note: Most of the vendors we’ve listed in this guide provide step-by-step video tutorials and help docs that assist customers in getting up and running quickly. For more information, you can reach out to your chosen vendor’s support team.
Employee Management Software FAQ
What is employee management software?
Employee management software allows companies to carry out different HR functions, including time and attendance tracking, new hire onboarding, shift scheduling, leave management, employee engagement, and performance management. It may also have features for payroll processing and benefits administration.
What should you look for in employee management software?
Besides making sure that employee management software covers the HR/finance functions that you need, see that it is user-friendly, scalable, can integrate with favorite products, and has an employee self-service portal.
Who needs employee management software?
All businesses, regardless of size and industry, can benefit from employee management software to streamline how they store employee information, onboard and offboard employees, as well as drive up employee engagement and performance.
Final Thoughts
No matter what industry you’re in and regardless of the size of your company, an employee management system is quite useful to streamline different functions across your HR department and beyond. All of the solutions we’ve listed in this guide would make a great addition to your tech stack. All you have to do is:
- Align with your HR, Finance, and other team managers regarding their needs and expectations before selecting a product;
- Carefully consider those needs as well as your budget and choose a product that meets them;
- Request a trial account to test the platform’s features first-hand;
- Schedule demo sessions with different vendors to get all of your questions answered.
About Us
- Our goal at SSR is to help HR and recruiting teams to find and buy the right software for their needs.
- Our site is free to use as some vendors will pay us for web traffic.
- SSR lists all companies we feel are top vendors - not just those who pay us - in our comprehensive directories full of the advice needed to make the right purchase decision for your HR team.
