The 9 Best HCM Software To Manage Your HR Needs in One Place

I like the HR piece. It is pretty user friendly. I love the recruiting tool. It's my favorite I've ever used. The texting feature of the recruiting tool has been a big help for us.

We have been with Paycor since 2010. We bought it as our HRIS tool. We use it for HR tracking, recruiting, payroll, time, benefits, performance reviews, etc. I like that almost everything we need is in one tool. It helps to be able to use it for most of what we need.

Their customer service has been awful since covid. They have pushed more and more on the client so that they can expand. It takes way too long to get some tickets resolved.

I've used Peoplesoft previously and much prefer Paycor to it. It is easier to use for both the employee and employer.

Customer Service is so important, which is hard because I think many of these providers do not do that well. Functionality is important. They do this well on some modules. I do not like their time or benefits tool very well.

It has certainly evolved but I think it's away from the customer's needs.

I think it would be good for a tech organization where employees are all at their computers most of the day.

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.

There were several things I appreciated about Oracle. One attribute I appreciated was the simplicity of display on each page. There was not too much to sort through on each page that would distract or confuse me about what I needed to review or change. Another aspect I appreciated was the processing of transactions. The forms were simple, so processing was simple, and transactions would very rarely get "stuck" waiting on a particular user's approval the way it was implemented in our company. Lastly, I appreciate how the system would load quickly, and rarely was the system down, disrupting or delaying HR processes that needed to happen in a timely manner.

I worked for a Fortune 500 company that purchased Oracle PeopleSoft for their HCM software. I had used it for approximately seven years during my time there as the HRIS/HRMS system. My company purchased Oracle PeopleSoft with the intention to manage all People transactions, from pay, transfers, and all job-related information, in a timely and efficient manner. When you are managing tens of thousands of employees' data quality, ease of use and efficiency are key. The benefit of this system was having most of our employee data in one place for HR to manage employee information for the duration of the employee lifecycle.

There were a few things I disliked about the version of Oracle we had. It was limited to HR professionals to make changes to employees. For example, if HR was on training or vacation, managers were unable to make changes such as temporary upgrades or transfers. A second limiting factor was the lack of help tests. Without someone training you, you might not know how to navigate to the correct form you need. Lastly, Oracle seemed limited in its configurability options, so we had to use outside systems to manage all our HR processes (such as performance management ATS (recruiting)).

Oracle seems pretty antiquated to me and lags a bit behind the competition. While most HCM software is constantly evolving, the version of Oracle I used seemed to be a bit behind the competition. If I were deciding between various HCM systems, I would certainly add Oracle to my list to consider and compare for my needs, but I'm not sure it would make it to the top of the list for what we need.

There are a lot of criteria people should think about when purchasing human capital software. Cost, features, useability, tech support, and configurability are at the top of mind when considering unique business needs.

During the seven years I used Oracle at my company, I did not see much evolution. It remained pretty stable and served its purpose for that time.

I would say Oracle is a good fit for mid-sized organizations that are pretty stable (not in a high growth stage) and don't need a lot of customer support or configuration.

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

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

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

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

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

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

Human Resources, Management, Financial Department

It makes training compliance much easier for us. It is good for large enterprise environments. It is highly customizable.

My organization bought SAP-Success Factors to use as an LMS tool. We've been using it for about 4 years. Prior to using SAP-Success Factors, getting our large pool of employees to complete mandatory training was difficult. Now we can create our own training content and manage its delivery much more easily. It also allows us to track compliance on training more easily.

It can be difficult to get the support we need from our SAP representative quickly. It is so customizable that it can be difficult to predict the effect of small changes to the software. The integration with reporting can be slow.

Success Factors is very robust and highly customizable, and that differentiates them from competitors.

You should consider the cost, and it can be prohibitive for smaller organizations. It is also so customizable that you will need someone on staff to become an expert to really use it to its fullest. It's also good to consider if you actually need a product this customizable or whether something more plug-and-play would work better for you.

We are constantly meeting with our SAP rep to tweak our setup. They are willing to work with us on this, but it is sometimes a lengthy process.

Success Factors is great for a large enterprise-level organization that needs highly customizable software.

UKG is a comprehensive solution when looking for an HRIS. It also has favorable integration capabilities with other systems. I also appreciate that UKG is a scalable system that allows your business to expand as needed.

I used UKG with a past employer in the transportation industry. We implemented it and used it for several years. We selected UKG due to the fact that the transportation company I worked for had a few separate subsidiaries in different states under the primary corporate umbrella. UKG was able to handle the complexity that came with managing a distributed workforce under multiple EINs. The taxation functionality was particularly helpful for their mobile and transient 1099 workforce.

UKG would benefit from expanding its reporting and data analytics capabilities. Other competitors have more robust tools and functionality In this area. The cost for this platform has also been an obstacle for smaller organizations.

No HRIS is perfect and has the solution for all employer pain points and needs. That said, UKG is very versatile and flexible to customize and modify to the needs of different types and sizes of businesses.

People should consider scalability, integration, cost, and ease of use. These will be critical, especially for companies planning on growing and expanding their workforce. Also important not to “over buy” modules that the business may not be ready to utilize yet. Scale its functionality as the business grows and matures.

UKG has moved to a cloud-based platform and developed a mobile app

UKG would be a great HRIS platform for companies of all sizes but especially for those looking for flexibility and to scale.