Categories   >   HR Management Software
Last Reviewed: November 25th, 2024

Best HR Software Of 2024

What is HR Management Software?

HR Management Software acts as a digital hub for streamlining employee lifecycles and optimizing HR operations. It tackles challenges like manual tasks, data silos, and inefficient workflows by offering functionalities like employee database management, recruitment tools, onboarding processes, performance management, payroll integration, and analytics. Emerging features leverage AI for tasks like talent acquisition matching and sentiment analysis. HR professionals, managers, and employees across all industries benefit from improved efficiency, data-driven decision-making, and a more engaging work environment. While implementation costs and user adoption require attention, HR Management Software empowers organizations to attract, retain, and develop talent, ultimately driving business success through a more empowered and productive workforce.

What Are The Key Benefits of HR Management Software?

  • Streamlined processes & automation
  • Improved data accuracy & compliance
  • Reduced administrative burden & costs
  • Enhanced talent acquisition & management
  • Simplified onboarding & employee self-service
  • Data-driven decision making & insights
  • Stronger employee engagement & satisfaction
  • Improved risk management & security
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SelectHub Award Winners - Array

Our Research Analysts evaluated 747 solutions and determined the following solutions are the best HR Management Software overall:

Overall

  • 85 UKG Pro
    Best Overall, Document Management, Payroll Management
  • 85 Paycor
    Best Overall, Document Management, Employee Engagement
  • 84 Oracle HCM Cloud
    Best for Applicant Tracking and Recruiting, Platform Capabilities, User Support
  • 79 Dayforce
    Best for Employee Engagement, Reporting and Dashboard, Succession Management
  • 79 SuccessFactors
    Best for Document Management
  • 77 ADP Workforce Now
    Best for Training
  • 77 Workday HCM
  • 76 PDS Vista
    Best for Deployment Options, Professional Services and Maintenance, User Support
  • 74 Infor HCM
    Best for Compensation Management, Document Management, Succession Management
  • 73 Cornerstone OnDemand
    Best for Employee Engagement, Learning Management, Succession Management
UKG Pro Award
UKG Pro
UKG Pro
Start Price
$100
Per User, Monthly
Analyst Rating
85
SelectHub’s Analyst Rating for UKG Pro, is based on data from our 400+ point analysis of HR Management Software, user reviews, and our own crowd-sourced data from our free software selection platform. Scores are periodically updated via ongoing selection projects and user activity within our platform.
Company Size
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Deployment
Cloud On-Premise
Platform
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Why We Picked UKG Pro

UKG Pro is a cloud-based platform that’s designed to streamline global human capital management across all industries. It brings together key functions like payroll, benefits, recruiting, onboarding and learning management in one place.

Some standout features include an advanced scheduling tool that helps balance staffing levels and control labor costs. AI is a big player here, enhancing HR tasks with things like schedule optimization, retention forecasting, sentiment analysis and candidate matching.

From what I've seen through the demo, the mobile app lays everything out in a simple, direct way with menu options like time off, pay, HR help, benefits, goals, notes and learning. Under learning, there's a variety of helpful courses, including security awareness, conflict management and mindfulness training.

Completing requests seems quick and straightforward. Click HR Help and find requests to ask for a shift change, PTO or travel expense.

Manage assignments by viewing "To-Dos," including what's waiting for completion and what's crossed off your list already. Plan effectively with a headcount under metrics, showing who is on leave or on the clock in real time.

On the subject of planning ahead, UKG Pro scores a perfect 100 under succession management, with talent matrix, talent pool and talent insight functionalities.

Document management is also a top feature, earning 100 for its capabilities. It includes access controls, document search, automatic tax document generation and the creation of employee handbooks and policies.

Managing performance can be challenging, especially with a large team. It's important to ensure that everyone feels valued, but time constraints can make this difficult. UKG Pro’s talent dashboard helps by highlighting top performers and potential flight risks, making it easier for you to address issues and make necessary adjustments.

One thing I really liked was that there's a page for work-life balance with improvement ideas, including resisting multitasking, expanding team goals and introducing flexible work schedules. This helps employees feel valued, which ultimately fosters more productivity and job retention.

Additionally, I thought it was admirable there’s a "Giving" option on the platform for creating employee giving programs and tracking donations. This is a great source for team building, increasing engagement and building a more positive work environment.

Using the live chat, I selected customer support and then UKG Pro, which led me to FAQs. After hitting thumbs down to request a representative, I asked for an in-depth demo. The chatbot offered alternative solutions or the option to end the chat. When starting a new chat, the previous conversation was visible, but there was no option to start a new chat from scratch.

Pricing starts at $100 per user per month with a per-user model, and you can request a free trial.

Pros & Cons

  • Employee Data Management: Users commend UKG Pro for its robust employee data management capabilities.
  • Payroll Processing: Reviewers consistently highlight UKG Pro's payroll processing feature for its efficiency, accuracy and intuitive interface.
  • User Interface: Some users found the UI slightly outdated based on confusing design elements, unclear wording choices and inefficient grouping that collectively hinder intuitive navigation within the system.
  • Reporting: Some users describe UKG Pro’s reporting feature as ineffective and lacking user-friendliness.

Key Features

  • Payroll: Incorporate a scalable, configurable engine for accurate, streamlined pay processing. This feature also includes:
    • Role-based access to ensure data security.
    • Prebuilt tax compliance, automatic tax updates every quarter and GIS-powered search to ensure accurate taxes based on employee location.
    • End-of-year reporting tools, including a task checklist.
    • Pay modeling calculator, enabling employees to calculate information on their own.
    • Integration support for global payroll providers and TurboTax.
    • Dashboards showing alerts and metrics.
  • Benefits: Provide help videos and documentation to assist employees. Key components include plan recommendations and side-by-side comparisons, process automation, search filters, compliance reporting, transaction records, admin tools and connectors to hundreds of carriers.
  • Workforce Scheduling: Ensure effective shift planning and workforce management with advanced scheduling capabilities previously found in UKG Dimensions.
  • Workforce Planning and Optimization: Make strategic planning and resource allocation a breeze. UKG Pro now packs the workforce planning and optimization tools from UKG Dimensions.
  • Time and Attendance: Optimize timekeeping and absence management with UKG Pro's enhanced time tracking and attendance features, which are now integrated from UKG Dimensions.
  • Learning: Aid employee learning and development by providing:
    • On-demand, mobile access to training materials in multiple languages.
    • Gamification, rewards and social tools foster engagement.
    • Blended learning, a drag-and-drop interface for content creation and a course marketplace with more than 3,000 courses.
    • Channels for employees to capture and share knowledge with coworkers.
  • Recruiting: Make talent sourcing and acquisition for recruiting teams and candidates easier and more efficient.
    • Recruiters: Dashboards show candidate and opportunity status and AI scoring reveals applicants that are the best match. Multi-language, multiple job board postings and screening questions also included.
    • Candidates: Applicants can submit their LinkedIn profile, receive open position suggestions based on basic information and provide an in-depth picture of themselves by sharing details like motivators and behaviors.
  • Onboarding: Access a dashboard that has a timeline for tasks they need to complete, job-related videos and training material, and required forms, which they can fill out electronically. They can also create goals and connect with teammates.
  • InTouch DX: Give managers and employees flexible, real-time access for time and attendance processes. This timeclock device is designed for an hourly, mobile workforce.
    • Features include configuration options, real-time data, a touchscreen, native intelligence capabilities and multiple integrated readers.
    • Managers can track employee information, confirm transactions and ensure schedules are followed.
    • Employees can request PTO, view time cards and schedules, punch in and out, receive push notifications, and receive suggested actions based on upcoming tasks.
  • BI Reporting: Display real-time data in a clear, user-friendly format, empowering managers and executives to monitor and analyze KPIs. They offer both prebuilt and customizable reports. It provides insights for:
    • Human resource metrics like headcount based on local and global demographics.
    • Benefit plan costs and employee participation.
    • Financial information like overtime cost, pay equity and payroll totals.
    • ACA filing data, including risks, deadlines and eligibility.
    • Recruiting costs and sourcing data.
    • Employee performance, retention estimators and 9-box assessment.
    • Pay factors ranging from expenses and revenue to total compensation at the global level.
    • Survey data, including participation, engagement details, historical trends and metric performance based on industry benchmarks.
  • Compensation Management: Reward employees based on achievements through salary planning, customizable compensation plans, merit rules and analytics. It supports targets based on units, flat amounts or a percentage of base pay.
  • Performance Management: Drive employee engagement and growth while giving managers insight into individual and team performance. Features include tracking dashboards, automated reviews, goals, achievement ratings and real-time feedback.
  • Surveys: Gather employee sentiment using AI, natural language processing and machine learning. They offer a question library, templates, mobile-friendly design, custom dashboards and curated improvement suggestions.
  • File Management: Organize and manage employee documents with a central repository along with role and type-based permissions. Templates automatically fill in employee details, and a compliance assist feature ensures global adherence.
  • Succession Management: Develop a talent pipeline, ensuring your employees are prepared to take on new roles. There are plans for any level in the company, alongside talent evaluation, predictive analytics, reporting and personal development tools.
  • Integration Hub: Support developers in enhancing the system through integrations by offering:
    • A collaborative community, a developer portal and APIs.
    • Sample code and instructional articles to speed up deployment.
    • A marketplace of product and service partners.
  • UKG Talk: Facilitate engagement and inclusivity within your organization by supporting various communication methods like:
    • Company-wide announcements.
    • Direct messaging.
    • Team group chats.
    • Employee feedback and participation through celebrations, idea collection and achievement recognition.
    • Provide actionable insights by measuring communication impact and engagement metrics.
Paycor Award
Paycor
Paycor
Start Price
$99
Per user, Monthly
Analyst Rating
85
SelectHub’s Analyst Rating for Paycor, is based on data from our 400+ point analysis of HR Management Software, user reviews, and our own crowd-sourced data from our free software selection platform. Scores are periodically updated via ongoing selection projects and user activity within our platform.
Company Size
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Deployment
Cloud On-Premise
Platform
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Why We Picked Paycor

Paycor is a popular HR management software designed for both in-office and remote teams, as well as HR managers aiming to improve performance management. Suitable for small, medium, and large businesses across the United States, Paycor supports teams of 50 to 500 employees and can scale to accommodate organizations with up to 2,500 members.

Key features include personalized coaching, Smart Source recruiting, online learning and leader insights. Financial managers benefit from Paycor’s analytics tool, which helps with compensation planning, pay equity monitoring and trend analysis. The software also integrates with general ledger data and offers self-service options for employees to access pay stubs, history and tax forms.

Jumping on a live chat, I found Paycor's the most personable experience compared to competitors. I selected “just browsing” and received prompts for webinars, compliance checks, product info, and pricing. The only downside was there wasn't an option to start a new chat and the previous conversation kept reappearing even after refreshing.

The mobile app provides employees with easy access to their wages, flexible pay options and paycheck details from anywhere. They can view deductions and adjust federal and state tax withholdings directly through the app.

Users appreciate Paycor for its intuitive navigation, self-service features and employee recognition tools. However, some have experienced extended wait times for customer support and challenges with implementation, which sometimes require additional support team intervention.

Pricing for Paycor begins at $99 per user per month. A free trial is available for prospective users to evaluate the platform before committing.

I found Paycor’s platform pretty straightforward after trying it out, specifically when it came to managing compliance and employee details. I appreciate how the system highlights potential compliance issues and provides clickable warnings for detailed insights. For example, if there's a tax registration issue, I can quickly see specifics like the tax authority, client ID, and tax code, as well as the exact problem, such as a missing tax ID. The platform then guides me to a resolution page where I can easily add the necessary tax ID to fix the issue.

When it comes to managing employees, I found the “Manage People” section intuitive. I can filter employees by department, location, title, or status, including options like 3rd-party payable, Active, FMLA, Laid off, or on paid leave. To perform tasks such as assigning a new responsibility, I simply check the box next to the employee’s name. If an employee needs a specific form or document, checking their name is all it takes.

The homepage is handy for checking time-related information at a glance. I can see scheduled absences, approaching overtime, and current clock-in or break statuses without needing to dig through multiple screens.

For new hires, I can view their name, hire date, email and onboarding progress in one place. Clicking on their name provides access to important details for updates, such as tax information, compensation, and work schedule adjustments.

Sharing documents is simple with the “Bulk Actions” feature. I can select and send documents like the employee handbook, PTO policy, or exit interview questions by setting a date and clicking “share form(s).” I can also track the status of these documents in the Forms & Documents Tracking Center.

I like the drag-and-drop menu options for customizing my homepage. Managing my tasks is made easier with the “My Task” option, and viewing my available PTO balance and requesting time off are just a few clicks away. I can specify the dates and whether it’s a full or partial day leave, add any necessary notes for my supervisor, and submit the request easily.

Accessing and downloading my pay stubs and tax documents directly from the platform is convenient, and setting up direct deposit is straightforward. I can even split my paycheck between two accounts if needed, with one as the primary. Plus, I can check how many days are left until my next paycheck right from the homepage.

I'm a fan of the Recognition Center because it lets me view positive comments from colleagues and leave recognition for others.

Overall, Paycor’s platform has simplified many of my HR tasks and made the process more efficient.

Pros & Cons

  • Time Tracking: 86% of users like Paycor's time tracking feature for its simplicity and accessibility.
  • Payroll: 88% of users found payroll processing convenient and reliable, particularly when processing bi-weekly payroll.
  • Ease of Use and Navigation: 77% of users appreciate Paycor's intuitive platform, noting that it’s easy to use and navigate, which simplifies daily HR tasks.
  • Integration and Customization: The platform's ability to integrate various features and customize settings to meet specific needs is frequently highlighted as a strength.
  • Training Opportunities: Paycor offers a variety of training options, including online webinars, recorded sessions and certification courses, which users find beneficial.
  • Employee Recognition and Communication Tools: Features that support employee recognition and communication are well-regarded. Users find these tools effective in engaging and managing their workforce.
  • Onboarding: The onboarding feature is praised for its effectiveness in streamlining the new employee integration process.
  • Login Frustrations: Users note that the login process can be inconvenient as it adds an extra step to accessing information.
  • Customer Service: Some recent reviews cite difficulties with the support process, specifically over the phone with wait times.
  • Timecard Issue: A recent review notes experiencing a glitch with timecard integration, which impacted payroll processing.
  • Reporting: Users find the reporting features cumbersome and inconsistent. The complexity of reports and the lack of simplicity in generating them are notable pain points.
  • Integration With Third-Party Platforms: There are some minor issues with integrating Paycor with third-party platforms, such as benefits systems, which can lead to excessive delays and unresolved problems.

Key Features

  • Leader Insights: Just like report cards, give new managers a detailed look at their successes and areas for growth. Managers view the number of completed 1-on-1s, pay rate changes and recognition, supporting employee development and engagement.
  • Benefits Management: Centralize employee information and empower employees to self-enroll in benefits plans through the system. Gain high-level insights into maximizing employee benefits packages with analytics.
  • Compensation Management: Ensure workers are getting paid the correct amount based on experience, skillset, education, certifications, job title and performance (great for reducing turnover and boosting morale).
  • Career Development: Let everyone know when there’s an opportunity for advancement, develop goals that align with larger business objectives and reward high performers.
  • Learning Management and Development: Search for courses, take notes, provide feedback and access various learning tools from any internet-connected device.
  • Payroll Management: Enable easy access to pay stubs, history and tax forms without admin intervention. Ensure accurate payroll processing, calculations and deductions. Automate payroll calculations, tax withholdings and direct deposits, reducing manual entry errors.
  • Time and Attendance: Monitor employee hours and forecast labor costs using historical data. Clock in and out from Paycor's app. Manage time-off requests and resolve time clock errors.
  • Scheduling: Ensure peak productivity with real-time analytics. Manage leaves and sick days, ensuring there are enough people to get the job done when unexpected call-outs occur.
  • Reporting and Analytics: Combine HR, payroll and time data into a single report. Track, store and compile data to provide managers with insights into business practices.
  • Smart Sourcing: Use Paycor's AI smart sourcing to analyze job descriptions, focusing on key factors like responsibilities and experience to find the best candidates. Run targeted campaigns to attract and engage potential hires, speeding up your talent search.
  • Job Posting Assistance: Paycor has customizable templates and AI to take skills recruiters type in and turn them into job descriptions. The platform connects to various job sites, including Facebook and LinkedIn, letting managers see which employees share job postings.
  • Compliance: Paycor offers comprehensive compliance solutions, from application tracking and EEO/OFCCP compliance reporting to simplifying ACA requirements with detailed reports and employee eligibility tracking. They also have online resources on compliance updates and changes to state laws.
  • Performance Management: Ensure regular 1-on-1s, track goals and collect feedback. Use job assessments, role profiles, templates and role-based reviews.
  • Learning Management: Get self-paced tailored training and coaching. Employees and managers can take bite-size learning courses on key topics like compliance.
  • Pulse Surveys: Turn employee feedback into actionable improvements. Empower staff to share their experiences and identify needed changes to mitigate turnover.
Oracle HCM Cloud Award
Oracle HCM Cloud
Oracle HCM Cloud
Start Price
$4
Per Employee, Monthly
Analyst Rating
84
SelectHub’s Analyst Rating for Oracle HCM Cloud, is based on data from our 400+ point analysis of HR Management Software, user reviews, and our own crowd-sourced data from our free software selection platform. Scores are periodically updated via ongoing selection projects and user activity within our platform.
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Why We Picked Oracle HCM Cloud

According to our data, Oracle HCM Cloud leads in succession management, reporting, applicant tracking, and recruiting and payroll management.

Oracle HCM Cloud is tailored to meet diverse human capital management needs across various industries for businesses of all sizes. Users commonly appreciate its seamless integration capabilities and user-friendly mobile access. The platform's robust management features ensure reliable maintenance and security for data privacy.

However, initial setup can be challenging, requiring a learning curve for new users. Feedback from users highlights areas such as referral tracking, interview feedback workflows and job offer processes that lack customization options.

Additionally, some users have noted limitations in the reporting functionality, suggesting room for improvement in data analysis capabilities.

Oracle HCM Cloud operates on a pricing model starting from $4 per employee per month, making it accessible for varying business sizes. It offers a free trial for prospective users to explore before committing.

Training resources include live online sessions, videos and webinars. It also has comprehensive support options such as email, phone, chat, FAQs, forums, a help desk, knowledge base and a ticketing system. 24/7 live support ensures assistance is available whenever needed.

Industries commonly leveraging Oracle HCM Cloud include technology, finance, healthcare, manufacturing, and retail sectors, benefiting from its scalable solutions and tailored industry-specific functionalities.

Oracle HCM is well-regarded for its user-friendly interface, effective integration of HR functions, and strong customer support. It provides significant benefits in streamlining HR processes and enhancing data reliability.

In contrast, it struggles with customization, mobile application robustness and user communication. The quarterly release cycle can also be a hurdle for some organizations, though it typically becomes more manageable over time.

Organizations with robust in-house IT capabilities are particularly well-positioned to deploy and manage Oracle HCM Cloud effectively, maximizing its potential benefits for their HR management needs.

Pros & Cons

  • Usability: Oracle HCM is praised for its intuitive and visually appealing user interface, which makes it easy for beginners to learn and navigate. The system’s workflows streamline processes, enhancing productivity and minimizing non-value-added work.
  • Functionality and Integration: The tool excels in integrating various HR functions into a single platform, offering good connectivity and the ability to define and execute global templates. This integration supports enhanced analytics, real-time reporting and a unified HR experience across different countries.
  • Customer Support: The sales and technical teams are noted for their people-oriented approach and strong support. Oracle HCM has improved its customer engagement model and actively works to understand and respond to customer feedback.
  • Flexibility and Adaptability: The product's extensible configuration allows it to adapt to an organization’s specific needs, making it easier to tailor the application.
  • Customization Limits: While the system is generally flexible, it has limitations in areas such as user rights management and the ability to introduce new ideas to Oracle Development. There’s room for improvement in how user rights and areas of responsibility are managed.
  • Communication Inconsistency: There is a noted inconsistency in user communication within the app. For example, email notifications and other communication features vary in sophistication, affecting the overall customer experience.
  • Quarterly Releases: The frequency of updates (four times a year) is viewed as too frequent by some users, creating challenges in managing and implementing these updates effectively. While initially challenging, users generally adapt over time.

Key Features

  • Global Human Resources: The software streamlines global, local, and industry-specific needs, driving efficiency across cultures and countries. It offers work-life solutions, an HR help desk, a workforce directory, strategic planning, modeling, predictions, and payroll and benefits management.
  • Employee Information: Employees can manage their personal information, benefit enrollments, absences and leaves, as well as view reimbursement slips and total compensation.
  • Worker Lifecycle: This feature supports end-to-end employee management — hiring, management and termination — keeping applicable legislation and global practices in view.
  • Rule-Driven Processing: The suite helps manage unions, collective labor, worker agreements and policies while staying compliant.
  • Talent Management: The talent management cloud empowers talent lifecycle stages so employers can hire the right people, nurture growth and employee development, manage succession, and more.
  • AI Apps: Artificial intelligence and data-driven functionalities improve the candidate pool quality, increase employee engagement, decrease time to hire and optimize organizational processes.
  • Advanced HCM Controls: This function helps control exception workflows, automate analysis to comply with privacy regulations like GDPR and prevent payroll errors.
  • Workforce Management: Workforce management solutions help talent managers build an agile workforce through effortless time and labor tracking, time calculation, cost control, and managed compliance risks.
Dayforce Award
Dayforce
Dayforce
Start Price
$6
Per Employee, Monthly
Analyst Rating
79
SelectHub’s Analyst Rating for Dayforce, is based on data from our 400+ point analysis of HR Management Software, user reviews, and our own crowd-sourced data from our free software selection platform. Scores are periodically updated via ongoing selection projects and user activity within our platform.
Company Size
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Deployment
Cloud On-Premise
Platform
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Why We Picked Dayforce

Dayforce, a popular AI-powered HCM solution, caters to businesses across various industries on a global scale. It’s perfect for large teams and companies needing a scalable and adaptable platform. Most of its features are user-friendly, making it relatively easy to learn and navigate.

Dayforce stands out with its mobile time-off requests, smart benefit enrollment recommendations, TeamRelate, Dayforce Wallet and automated payroll calculations. It also offers robust support for day-to-day operations, including reports and dashboards, org charts, shift trades, and compliance.

The mobile app and self-service platform give employees the freedom to handle tasks like accessing pay stubs, viewing schedules, and submitting time-off requests independently, which reduces the need for admin intervention.

Dayforce tackles common HR challenges like managing varied payroll and compliance needs, dealing with tricky reporting, and making employee self-service easier. While users appreciate its mobile features and schedule management, they’ve mentioned that reporting can be a bit complex and time-consuming, sometimes leading to long waits for customer support.

The demo reveals a comprehensive hub serving as a centralized dashboard, providing news updates, team objectives, pending tasks, and recommended applications like performance management and recruiting.

Personally, I thought the scheduling module looked a little cluttered/complicated for beginners, but you can use filters to narrow down results and make it look less busy/cleaner.

Payroll processing demands a hawk's eye when it comes to details. I thought Dayforce had a reasonably straightforward payroll design.

Engagement surveys offer compact insights into employee sentiment and effectiveness, while customizable dashboards and scorecards display key metrics on workforce dynamics, such as availability, recruitment metrics, and turnover rates.

Automated alerts and integration with job boards enhance recruiting, and self-service features support career development, HR and benefits enrollment.

The chatbot provided a brief welcome and directed me to the Help Center after I chose support. The chat ended there, and I encountered the issue of the conversation not clearing when the page was reopened.

Pricing is competitive, based on user numbers and selected modules (charged per month).

Overall, Dayforce is a comprehensive HCM software that effectively supports managing people, pay and compliance.

Pros & Cons

  • Easy PTO Tracking: Dayforce simplifies requesting and viewing PTO and tracking employee hours.
  • User-Friendly Interface and Features: Dayforce receives praise for being easy to set up and navigate.
  • Comprehensive: Dayforce is effective for managing payroll, benefits, and workforce management (WFM), providing real-time data and streamlined record-keeping. Custom reporting, time management and compensation planning are highlighted as strong features.
  • Consistency: The system integrates well across various functions such as HR, payroll, and time management, helping to consolidate processes and improve efficiency.
  • Reporting: Report creation can be cumbersome and not very user-friendly. The ability to convert fixed reports into customizable formats and access more diverse formats is limited.
  • Outdated Employee Self-Service: Some users found this feature outdated without improved auditing and traceability features for payroll elections.
  • Frequent Updates: Some updates lead to slow down and create a learning curve for some users.
  • Implementation Process: Users reported implementation can have high up-front costs, take longer than expected and cause frustration.
  • Customer Support: Users experienced long response times and additional fees.

Key Features

  • Core HR: Centralize employee info, manage performance, carry out recruiting, oversee payroll and get reports for data-driven decision-making.
  • Employee Self-Service (ESS): Let users enroll in benefits, view pay details, update personal information, access learning resources and stay current on announcements.
  • Payroll: Roll out a variety of payroll tasks, including tax management, employee verification and data entry for unique situations like retroactive payments. Dashboards provide insights and reporting tools support payroll reconciliation.
  • Benefits: Fast track enrollment by letting employees independently enroll for coverage. Admins can access enrollment totals, a library of qualification rules, on-demand calculations and streamlined COBRA management. It also integrates with hundreds of carriers and incorporates features to ensure ACA compliance.
  • Talent Management: Manage every phase of an employee lifecycle, from recruiting and onboarding to succession planning. Track performance in a holistic view, plan budgets effectively and reskill current employees with AI talent tools.
  • Workforce Management: Process payroll, manage sick days or vacation time, and view reports on key trends like spending for proactive planning.
  • Compliance Support: Safeguard sensitive information with role-based access and ease multi-jurisdictional tax filings with tax services for federal, state and local jurisdictions.
  • Customer Support: Get help with questions and concerns through live chat or phone. Access additional resources on the website like the help center and webinars.
  • Dayforce Wallet: Provide employees access to their earned wages before payday. This flexibility improves financial wellness and reduces employee stress associated with waiting for a paycheck. It also provides functionalities such as budgeting tools and financial planning resources. Note: The amount available depends on completed shifts and standard transfer time is between 1-3 business days. Faster transfers require additional fees.
SuccessFactors Award
SuccessFactors
SuccessFactors
Start Price
$10
Per User, Monthly
Analyst Rating
79
SelectHub’s Analyst Rating for SuccessFactors, is based on data from our 400+ point analysis of HR Management Software, user reviews, and our own crowd-sourced data from our free software selection platform. Scores are periodically updated via ongoing selection projects and user activity within our platform.
Company Size
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Deployment
Cloud On-Premise
Platform
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Why We Picked SuccessFactors

SuccessFactors provides full integration with all HR modules and can connect to other SAP solutions, such as finance to materials. With extensive customization, integration and analytics, it can be of great use for planning, developing and implementing HR strategies.

According to our analysts, SAP SuccessFactors scores a 79, leading in applicant tracking and recruiting, document management, and succession management.

It includes AI-assisted screening, LinkedIn applicant prospecting, automated tax documents, succession planning, offline course access and employee lifecycle tracking, helping HR cover core tasks today and plan for the future.

It’s gotten praise for its strong support team, which is responsive and customer-focused, although users sometimes experience delays in resolving issues. The platform excels as a comprehensive HR solution, integrating various functions into a single system that streamlines processes and reduces costs.

While there's a learning curve for most, the majority found it worth the work to centralize all things HR, especially with its AI capabilities. Recent updates have improved the UI design, though some users indicate growing pains with release-related glitches and complex integrations.

SAP SuccessFactors pricing starts at $10 per user per month with a free trial.

SuccessFactors makes recruitment easier with tools for job postings, tracking candidates, evaluating resumes and managing interviews. Its AI-assisted screening matches candidates to job requirements more efficiently.

The onboarding module speeds up the process for new hires by automating paperwork, setting up training and ensuring a smoother transition into the company. Overall, SuccessFactors helps identify and nurture internal talent for future leadership roles, creating a smooth succession plan and minimizing the impact of turnover.

Pros & Cons

  • Support Quality: The support team is highly regarded for its responsiveness and customer service. It’s praised for being helpful and treating customers well, although there can be occasional wait times for resolution.
  • One-Stop-Shop for HR: Most users appreciate the system's ability to integrate various HR functions into a single platform, which can streamline processes and reduce the total cost of ownership (TCO).
  • Goal Setting Flexibility: The learning module is seen as robust and flexible, making it easy to set and manage goals. Users can select from a library of goals or add their own, which facilitates effective goal setting and tracking.
  • Recruitment Management: According to most users, the recruitment module eases the entire process, including job postings, candidate selection, resume evaluation, interview scheduling and offer management. The applicant tracking and AI-assisted screening features were noted for improving time to hire.
  • Getting Started: Many find SAP SuccessFactors complex, especially for new users. The system is described as intricate and sophisticated, leading to a steep initial learning curve.
  • Reporting Woes: Users find the reporting options pretty restricted, with not much room to customize dashboards and reports. This lack of flexibility makes it tough to tailor reports to fit specific needs.
  • User Experience and Interface: The user interface (UI) has received mixed feedback. Some users feel it's outdated and clunky, with hiccups like confusing time-off calculations and cumbersome goal-setting processes.
  • Updates: While the support team is effective at troubleshooting integration issues, some users have experienced release-related breakdowns. On the flip side, other users noted recent updates have improved the UI, making it easier to navigate with new icons and better drill-downs.

Key Features

  • Joule: Use a virtual assistant to guide employees through the feedback process with easy-to-follow steps and prompts. Joule lets employees update their info right away (like location and working hours) without bouncing around multiple screens. It also streamlines promotion requests by guiding managers through the process and setting effective dates.
  • Automatic Tax Document Generation: Generate essential tax documents automatically, reducing administrative workload and ensuring compliance with tax regulations.
  • Payroll: Simplify payroll with automated pay calculations while ensuring compliance with both local and international rules to function globally. Plus, the self-service option lets employees easily access their information.
  • Time and Attendance Management: Automate time-consuming tasks like calculating hours worked and managing absences to make scheduling more efficient.
  • Recruiting and Onboarding: Create profiles, apply for jobs and track applications through a career portal. Employees can share openings and earn rewards for referrals. Recruiters can manage interviews based on candidate availability and location and provide a personalized onboarding experience.
  • Learning and Development: Use the earning management system (LMS) for all your learning needs, from succession planning to career development. It handles assessments, offline courses, training schedules, and tracking employee progress and course completion.
  • Performance and Compensation: Track employee performance to find top talent while providing feedback to help your team set and achieve goals. Reward employees with compensation programs and keep your numbers in line with budget modeling.
  • Workforce Planning: Modeling and analysis features provide insight into financials and scenario-based outcomes. Allocate resources effectively with budget planning, anticipate staffing requirements with workforce forecasting and reduce schedule conflicts with alerts.
  • Personalized Recommendations: The benefits plan recommendation tool offers a personalized ranking of benefits plans, providing employees with tailored recommendations to better meet their specific needs.
  • HR Analytics: Understand your company's data with insights on performance, turnover, diversity and more. Benchmark against peers and analyze HR data in detail. Use dashboards and reports to identify issues and spot trends.
ADP Workforce Now Award
ADP Workforce Now
ADP Workforce Now
Start Price
$110
Monthly
Analyst Rating
77
SelectHub’s Analyst Rating for ADP Workforce Now, is based on data from our 400+ point analysis of HR Management Software, user reviews, and our own crowd-sourced data from our free software selection platform. Scores are periodically updated via ongoing selection projects and user activity within our platform.
Company Size
Small Medium Large
Deployment
Cloud On-Premise
Platform
Mac Windows Linux Chromebook Android
Request Pricing Request Demo

Why We Picked ADP Workforce Now

ADP Workforce Now is a popular PEO and HR solution for businesses that need a comprehensive HCM for payroll, time and attendance, benefits administration, reporting, and compliance assistance. It’s ideal for small teams, mid-sized organizations and larger businesses looking to improve their time tracking, ensure payroll accuracy and go paperless with document management.

Standout features include automated time tracking, collaborative scheduling, talent acquisition, configurable work rules, employee self service and data syncing.

Time and attendance features support productivity by ensuring proper staffing, tracking time via desktop or app, and providing time clocks or ADP® Kiosk access. Additionally, it supports online schedule management, time-off requests and approvals.

It also facilitates benefits administration, SmartCompliance, financial wellness support, and performance and compensation management, fostering a positive employee experience.

Additionally, ADP Workforce Now has AI capabilities that can automate repetitive tasks, analyze workforce data for insights, find tax forms, access company policies, and submit PTO requests through mobile devices or myADP. AI-driven analytics aid decision-making across key HR functions like recruiting, compliance and time management.

Users commend ADP's time tracking for its efficiency and user-friendly interface. However, some users report drawbacks, including customer service issues and a learning curve during implementation.

As a PEO, ADP offers assistance with workers' compensation, claims management and tax support in all 50 states.

Overall, ADP Workforce Now is an inclusive HR solution that provides essential features for payroll, time tracking, and HR management while also offering custom reports, automation and AI capabilities to all business sizes.

Pros & Cons

  • Users generally have positive feedback about ADP's time tracking, highlighting its ease of use for clocking in and out, viewing time cards, and requesting time off.
  • Users highlight quick access to paystubs from current and past jobs. They appreciate having all paystub information in one place and find it easy to download. There are also detailed breakdowns of earnings and deductions.
  • 60% of users appreciate reporting capabilities, particularly the custom reports feature, finding it helpful for generating tailored insights.
  • 64% of users find the system intuitive and user-friendly, praising easy navigation and accessibility of features.
  • While some users appreciate backend support, such as assistance with 401k information, 73% of users express frustration with customer service, citing long wait times.
  • 47% of users experienced a learning curve with features during implementation. Some users mention poor implementation support, leading to a confusing onboarding experience for employees.
  • 40% of users express reports have room for improvement, noting the reporting functionality can be complex and not intuitive enough, with limitations in filter prompts.
  • 36% of users note difficulties with integration between features and occasional slowness and feel that certain aspects are scattered.

Key Features

  • Payroll: Access employee pay data on a dashboard. Automate deductions for benefits and other compensation.
    • Manage tax filings and access historical pay summaries.
    • Prorate pay during a cycle or apply it to previous runs.
    • Identify payroll errors via warning notifications.
  • Time & Attendance: Offers tracking and scheduling capabilities with digital time clocking, visual schedules and clocks with finger scan functionality.
    • Facilitate absence management with absence analysis, leave tracking and more.
    • Secured Time Tracking: Reduce time theft (like buddy punching) with finger scanning, facial recognition and geofencing.
    • Time Tracking Options: Employees can clock in and out using their mobile device, kiosk app, web timesheet, tablet or smart time clock. The time kiosk application enables pin codes or facial recognition for an added layer of security.
    • Scheduling: Assign shifts and let employees swap as needed, reducing productivity bottlenecks. Configure scheduling work rules like max hours/days.
    • Scheduling by Skill: Ensure efficiency by matching specific employees to jobs based on their skills, licenses and certifications. Use skills-based scheduling to assign employees with the required language and training provisions.
    • Dashboards: View absences, schedules, hours worked and overtime. See timecard statuses to help wrap up time details without delaying payroll.
    • Time and Attendance Compliance: ADP’s compliance on-demand option gives clients access to a team of consultants for guidance on key practices. Access a content library with info on federal, state and local laws, and regulations.
  • Talent Management:
    • Recruiting and Hiring: Automatically create job descriptions and job postings. Offers screening, compliance mandates by location, hiring-practice guidance, credential verification and background check tools.
    • Management and Growth: View employee performance, deliver learning programs and offer leadership skill improvement tools. Reduce talent gaps and plan ahead with succession management.
  • Benefits Administration:
    • With ADP AE Snapshot™, managers can access employee metrics on enrollment preferences and decisions.
    • Access ranks of different plans, compare options, calculate and evaluate various scenarios, and configure plan selections with PlanFit.
    • Enroll and manage benefits through the mobile app.
    • Use eligibility, enrollment activity and plan summary reports.
  • ADP® DataCloud: Reference reliable industry data and compare company trends and data to information from similar organizations. Predict turnover and discover contributing factors using big data through Turnover Probability Explorer.
  • ADP® StandOut: Personalize digital coaching content and use 15-minute strength assessments. Offers:
    • Real-time team engagement, custom and performance pulse surveys.
    • Light-touch check-ins with employees.
    • Coaching intelligence and insights.
  • Learning Management: Allow employees to self-enroll for courses. Custom build or upload training content. Provides:
    • 41 pre-packaged compliance and development courses.
    • Course tracking dashboards.
    • Publishing and tracking of instructor-led training.
    • Online demos
  • HR Assist: Features include:
    • Federal and state compliance reporting, along with regulatory expertise and guidance.
    • Job description templates and wizards.
    • Employee handbook assistance.
    • HR doc library and toolkits with guides, forms, documents and policies.
    • ADP TotalSource®: Offers support for benefits, payroll, hiring and compliance across all 50 states. Has features like full-time recruiters, applicant tracking, ZipRecruiter integration, mobile-friendly career sites, background checks and onboarding.
  • Workforce Management: Effectively plan projects and assign tasks, even on the go. Managers can remotely view time off, hours worked and timecards. There’s also overtime and absence analytics and reporting for helpful insights.
  • Digital Record Keeping: Store confidential company data securely in the cloud. Upload data in batches to save time. Search and audit information.
  • Onboarding: Facilitate a fully integrated onboarding experience for new hires. Capabilities include:
    • Digital onboarding
    • Digital I-9 processing.
    • Identification of employee payment preferences.
    • Onboarding completion reminders.

Pricing

License/Subscription Cost
  • Based on recurring subscription fee model (monthly or annual)
  • Costs may vary depending on usage of the application, number of users and frequency of transactions
Maintenance Cost
  • Included in the subscription cost
  • Provides ongoing customer support through a dedicated customer support team to resolve issues quickly
Installation/Implementation Cost
  • Included in the upfront and subscription cost
Customization Cost
  • Will vary depending on the functional requirements such as configurable dashboards, type of data elements required for tracking, complexity of workflows and UI changes.
Data Migration Cost/Change Management/Upfront Switching Cost
  • Dependent on your current software, amount of data to be migrated, availability of migration tools, complexity of data and gaps between the existing system and the new system
Training Cost
  • Provides ongoing training and support for users, available with a service fee
  • Offers a Professional Employer Organization (PEO) option, where ADP handles responsibilities like payroll, benefits, regulatory compliance, workers’ compensation, claims management and tax support.
  • Provides HR services, including a helpdesk, HR checkups and strategic guidance
  • Organizations can take advantage of ADP’s outsourcing solutions for talent, pay and tax admin, compliance, strategic HR, and benefits admin
Recurring/Renewal Costs
  • A recurring monthly fee is charged at the beginning of each month, which typically includes maintenance, monitoring, upgrades, training and support
Workday HCM
Workday HCM
Start Price
$42
Per Employee, Monthly
Analyst Rating
77
SelectHub’s Analyst Rating for Workday HCM, is based on data from our 400+ point analysis of HR Management Software, user reviews, and our own crowd-sourced data from our free software selection platform. Scores are periodically updated via ongoing selection projects and user activity within our platform.
Company Size
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Deployment
Cloud On-Premise
Platform
Mac Windows Linux Chromebook Android
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Why We Picked Workday HCM

Workday HCM is suitable for businesses of all sizes. It is a simple and easy-to-use product with multiple functions that contain all HR data in one place. Payroll and benefits are easy to view and verify. Some improvements are required in the mobile app and system speed. Otherwise, its payroll, timesheet tool, ease of use and unified structure can bring a lot of benefits.

Pros & Cons

  • Intuitive: 95% of users who mentioned ease of use observed that the software has an intuitive interface, making it easy to navigate and find information, even for novice users.
  • Multiple Functionality: 90% of users who mentioned functionality state that Workday HCM acts as a one-stop shop for many HR tasks.
  • Payroll and Benefits: All reviewers who mentioned payroll had a positive experience, with the ability to track hours, collect tax forms, log pay stubs and more.
  • Slow: Of reviewers who mention user interface, 5% noted some processes are slow, causing the system to show errors.
  • Requires Training: For first-time users, there’s a bit of a learning curve to get started, requiring training.
  • Clunky Mobile App: 85% of reviewers who mentioned the app noted that it has issues quite often and doesn’t include schedules, forcing users to use a separate app.

Key Features

  • Payroll: Workday HCM offers payroll capabilities for the U.S., U.K., France and Canada. All transactions compile in the payroll module. It includes a calculation engine, which enables running reports and calculations for groups and individuals at any time. A compliance dashboard shows information about upcoming changes as well as the areas of greatest impact within your organization. 
  • Benefits Administration: The software supports a variety of plans, such as health, flex, wellness and retirement. Tools such as the ACA dashboard ensure proper coverage as well as aid managing forms and regulatory changes. The system supports integration with hundreds of providers. 
  • Talent Management: This feature includes onboarding and career and development planning components. New hires can access messages, videos and more from a single dashboard, and there’s also support for international and internal transfers. Pulse surveys and a skills cloud provide insight into your workforce. Additionally, you can set goals, perform reviews, manage succession plans, aid employee career development and pinpoint retention risks. 
  • Learning Management System: Equipped with LMS capabilities, this module helps your organization deliver and track a variety of training materials. Elements include scoring, quizzes, learning campaigns, video, learning paths and more. You can also offer courses to external groups. For extended training, the Workday Content Cloud grants access to third-party content directly from Workday HCM. 
  • Compensation Management: With this feature, you can build customized compensation packages for global use by choosing from over a dozen compensation plan types. It supports international currencies and allowance plans based on local limits. The toolset includes a grid worksheet, events coordination for things like new hires and promotions, pay-range segments, tracking of pay equity, configurable statements, and unified data from other Workday HCM modules such as payroll and benefits. 
  • Workforce Planning: The Workday Adaptive Insights Business Planning Cloud provides tools to create models, compare what-if scenarios and build hiring strategies. It also facilitates collaboration along with evaluation of metrics like costs and workforce breakdown. The platform provides review and approval workflows and integrates data from other organizational systems. 
  • Global Compliance: The solution’s flexibility enables you to configure the pre-built frameworks based on your company’s needs. It contains support for 240 countries, 1,500+ reports, 170 absence plans, geographic controls such as privacy preferences and date formats, and over 3,000 localized data fields. You can automatically translate into over 30 languages, receive free legal support across 58 jurisdictions and control all aspects of the setup. 
  • Workday Marketplace: You can extend the capabilities of Workday HCM by connecting it with third-party integrations for case management, hiring, training and other processes. Partner solutions include LinkedIn Learning, Salesforce Worker and Salesforce Chatter, Saba, HireRight Background Check, and Humanity Employee Shift Scheduling. 

Pricing

License/Subscription Cost
  • Based on key metrics such as total company revenue and employee size, not just per user
  • Support, maintenance and automatic upgrades are included as part of the annual subscription cost
Maintenance Cost
  • Based on the service hours of support purchased
Installation/Implementation Cost
  • Implementation costs are typically 1.25 times the annual cloud subscription cost and involve project consulting costs, such as those for a Project Implementation Advisor, a Functional Implementation Advisor, a Technical Implementation Advisor, etc.
  • Other important factors are the service provider chosen for initial implementation, production support, modules selected and complexity of the implementation
Customization Cost
  • Will vary depending on the type of optional functionalities added-on
Data Migration Cost/Change Management/Upfront Switching Cost
  • Includes the cost to switch from the existing product to Workday. The enterprise will need to invest in change management
Training Cost
  • It varies depending on the training option selected and whether it’s classroom training, virtual training, onsite training or on-demand training
Recurring/Renewal Costs
  • Typical Costs:
    • Renewal Cost (Year 1): Base cost (1 + X% + CPI)
    • Renewal Cost (Year 2): Renewal Year 1 Subscription Fee (1 + X% + CPI)
  • These are the average renewal costs, but sometimes they also include recurring costs for integration tools or other add-on technologies not included in the base package
PDS Vista Award
PDS Vista
PDS Vista
Analyst Rating
76
SelectHub’s Analyst Rating for PDS Vista, is based on data from our 400+ point analysis of HR Management Software, user reviews, and our own crowd-sourced data from our free software selection platform. Scores are periodically updated via ongoing selection projects and user activity within our platform.
Company Size
Small Medium Large
Deployment
Cloud On-Premise
Platform
Mac Windows Linux Chromebook Android
Request Pricing Request Demo

Why We Picked PDS Vista

PDS Vista appears to be most suitable for mid-sized to large companies with complex organizational structures and a high volume of employees. The software's ability to handle intricate HR processes, such as onboarding, benefits administration, and payroll, makes it a valuable tool for organizations with diverse needs. Additionally, PDS Vista's scalability ensures that it can grow alongside a company, accommodating increasing demands as the workforce expands. Smaller businesses with simpler HR requirements might find the software's extensive features to be overwhelming and may prefer a more streamlined solution.

One of the key strengths of PDS Vista is its comprehensive suite of features. Users appreciate the software's ability to manage various HR functions, from recruitment and onboarding to performance management and employee development. This all-in-one approach eliminates the need for multiple HR systems, streamlining processes and reducing administrative burdens. For instance, the performance management module allows managers to set goals, track progress, and provide feedback, fostering a culture of continuous improvement. However, some users have noted that the extensive features can lead to a steeper learning curve, requiring dedicated training and support to fully utilize the software's capabilities.

When compared to competitors like Workday and SAP SuccessFactors, PDS Vista stands out for its robust reporting and analytics capabilities. Users can generate custom reports to gain insights into workforce trends, identify areas for improvement, and make data-driven decisions. The software's ability to track key HR metrics, such as employee turnover and engagement levels, enables organizations to proactively address potential issues and optimize their HR strategies. While Workday and SAP SuccessFactors also offer reporting features, PDS Vista's user-friendly interface and customizable dashboards make it easier for HR professionals to access and interpret data.

Pros & Cons

  • Comprehensive Suite: PDS Vista offers a wide range of modules, covering everything from core HR functions like payroll and benefits administration to talent management, recruiting, and learning management. This comprehensive suite eliminates the need for multiple, disparate systems, streamlining HR processes and data management.
  • Customizable and Scalable: The system's flexibility allows organizations to tailor it to their specific needs and industry regulations. Whether it's adding custom fields, workflows, or reports, PDS Vista adapts to evolving requirements and growth, making it suitable for businesses of all sizes.
  • User-Friendly Interface: PDS Vista is known for its intuitive interface, which reduces the learning curve for HR professionals and employees alike. The system's ease of use promotes user adoption and engagement, leading to more efficient HR operations.
  • Reporting and Analytics: Robust reporting tools provide HR teams with valuable insights into workforce data, enabling data-driven decision-making. From standard reports to ad-hoc queries and dashboards, PDS Vista empowers HR to analyze trends, identify areas for improvement, and measure the impact of HR initiatives.
  • Clunky Interface: Navigating PDS Vista can feel cumbersome and outdated, often requiring multiple clicks to accomplish simple tasks. The interface appears visually dated, which may deter users accustomed to modern software design.
  • Reporting Limitations: Generating custom reports or extracting specific data sets can be challenging due to the system's rigid structure. Users often find themselves exporting data to external programs for further analysis, creating an extra step in the workflow.

Key Features

  • Human Resources: Boost employee management with onboarding, learning, safety and performance tools. Develop engagement, career planning and risk management programs. Create a historical data snapshot at any given point with the Point-in-Time builder tool.
  • Recruiting: Provide a wide range of recruiting functionalities by leveraging hiring tools. Track and capture recruitment data to maintain crucial applicant information. Enable HR teams to quickly analyze costs, manage applications, foster relationships with candidates and handle less paperwork overall.
  • Onboarding: Streamline onboarding by digitizing essential documents and providing access to a digital to-do list, a FAQ section and company content with simple configurations. Fast-track document signing through Adobe Sign or DocuSign enables new hires to electronically sign required HR, benefit and payroll forms before their first day, saving time and paper.
  • Workflow: Oversee staff transaction approvals with approval process automation and digital forms. Track transaction activities, reroute essential activities and information to participants and automate notifications. 
  • Reporting: Combine pre-formatted, parameter-driven HR data into a single report. Automate reports scheduling and create historical and metrics data to give managers an understanding of accepted company procedures. 
  • Analytics: Make smart strategic decisions and evaluate business data leveraging data. Seamlessly turn this data into valuable insights for better decision-making via the Vista Analytics component. 
  • Benefits Administration: Support various procedures and policies surrounding benefits administration. Offer a host of plans and coverage levels to the workforce. Take payroll deductions and premiums into account to automatically determine eligibility with the benefits administration tool. 
  • Payroll Management: Complete all payroll activities with various tools like time collection, tax maintenance service, auto-pay, reporting and a general ledger. Enable advanced functionalities, including retroactive pay, historical tracking and electronic documents and checks. Track and take action on data with an intuitive dashboard. 
  • Time and Attendance: Streamline attendance monitoring capabilities like time entry, reporting, payroll integration and multiple time collection methods. Gain advanced time tracking attributes with the cloud-based Vista Time tool. Offer geofencing and geolocation, a drag-and-drop schedule, message alerts, dashboards for employees and managers and accrued time forecasting. 
  • Self-Service Portal: Support HR activities and tasks with a range of company-wide and individual tools delivered through a comprehensive portal.
    • Provide a company directory, calendar events and company news.
    • Employees and managers can access information required to request, review and approve things like vacation or time entry.
    • Enable employees to manage their career goals and apply for internal job openings.
    • Includes a self-service tool to guide employees through benefits election and enrollment.
    • Effortlessly add links and relevant icons to content and implement manager self-service features in a protected manner, such as time approval, org charts and dashboards. 
  • Career Portal: Create a branded individualized career portal. Include filters, categories for ranking applicants, automation, and employee requisition attributes. Facilitate the entire application process for candidates with the job center tool and allow them to complete applications anytime from any location, leveraging a mobile interface. Supports multiple languages for enhanced self-service.
  • Mobile App: Leverage a mobile app on Android and Apple devices to remotely access MyVista, including the mobile-optimized Vista Onboarding and Vista Recruiting Career Center. 
Infor HCM Award
Infor HCM
Infor HCM
Analyst Rating
74
SelectHub’s Analyst Rating for Infor HCM, is based on data from our 400+ point analysis of HR Management Software, user reviews, and our own crowd-sourced data from our free software selection platform. Scores are periodically updated via ongoing selection projects and user activity within our platform.
Company Size
Small Medium Large
Deployment
Cloud On-Premise
Platform
Mac Windows Linux Chromebook Android
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Why We Picked Infor HCM

Infor HCM provides a comprehensive bundle of capabilities including talent management, HR service delivery and global HR, with the option to add other modules such as workforce management and HCM analytics as needed. Frequent lags do occur, however, leading to downtime and lower productivity. It also presents a steep learning curve and lacks some basic HR features, which is something to consider before making a choice. That said, it promotes employee engagement and offers an intuitive experience, with extensive accessibility and critical HR tools.

Pros & Cons

  • Unified Dashboard: 57% of users who refer to capabilities found that the platform offers all necessary tools to facilitate essential tasks such as accounting, payroll, database management and statutory compliance, available on a central dashboard.
  • Document Accessibility: Seamless integration with finance, payroll and supply chain lets users remotely access all their documents in one place, from any location or device, according to 100% of user reviews mentioning accessibility.
  • Employee Satisfaction: All reviewers who reference this element stated that Infor HCM enables employee concerns to be heard, resulting in higher employee satisfaction.
  • User-Friendly: The software is easy to use and has an intuitive layout that makes it easy to manage even large teams, according to 60% of users who refer to ease of use.
  • Lags Frequently: According to 100% of user reviews who mention this feature, the software frequently lags - such as when responding to questions or syncing changes - resulting in less productivity.
  • Lacks Advanced Functions: All user reviews that mention this aspect indicated that the software lacks several advanced features including time tracking for the sales team, PTO management and employee recruiting.
  • Limited Customization: All reviewers who mention this feature found the ability to customize the software to their requirements lacking.
  • Slow Implementation: The initial implementation of the software takes some time, according to all reviews that reference implementation.

Key Features

  • Talent Management: Infor HCM has a range of features that help support your organization’s talent management. It includes talent acquisition, onboarding, goal development, succession management, performance tracking, compensation and learning management. You can also integrate the Talent Science solution for greater insight. 
  • Global HR: Your organization can use features in this module to manage HR functions such as benefits management, budgeting, absence and time entry, organizational structure, employee safety and occupational health. 
  • Payroll: The Payroll add-on module lets you complete payroll processing for the U.S. and Canada. It integrates personnel information with benefits, absence, compensation, employee self-service and time-entry management. Additional capabilities include ACH, W-2s and a tax engine that takes laws, rates and limits into account. 
  • Workforce Management: With this add-on, you can manage scheduling, record time and attendance, monitor the performance of your workforce and optimize employee workloads. It also helps your scheduling remain compliant with government, union and corporate standards. 
  • Reporting: The system’s analytics capabilities are powered by the Birst Analytics BI platform. This provides reports and insight into people analytics and operational metrics so you can analyze important KPIs and make informed decisions. 
  • HCM Analytics: This set of tools assists in acquiring talent, measuring labor productivity, ensuring effective staffing and making data-based decisions. 
  • HR Service Delivery: This module consists of a case management system and personalized knowledgebase. Together, they allow your organization to provide service internally. 
  • Security: Infor HCM relies on the security provided by Amazon Web Services (AWS) and adheres to strict industry guidelines such as ISO/IEC 27001, HIPAA, GLBA, PCI, SOX, regional privacy laws, etc. Additionally, it provides restricted access and encryption via secure FTP, PGP and TLS/SSL. 
  • Self-Service: The solution offers self-service tools for employees and managers, which includes 24/7 access to personalized information based on each user’s role. For example, employees can view their calendar and pay stubs while managers can approve requests, access an org chart and manage performance reviews. 
Cornerstone OnDemand Award
Cornerstone OnDemand
Cornerstone OnDemand
Start Price
$6
Per User, Monthly
Analyst Rating
73
SelectHub’s Analyst Rating for Cornerstone OnDemand, is based on data from our 400+ point analysis of HR Management Software, user reviews, and our own crowd-sourced data from our free software selection platform. Scores are periodically updated via ongoing selection projects and user activity within our platform.
Company Size
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Deployment
Cloud On-Premise
Platform
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Why We Picked Cornerstone OnDemand

Cornerstone OnDemand’s cloud-based talent and performance management solutions deliver robust learning capabilities alongside comprehensive performance tools. Slow customer service, a steep learning curve and an underdeveloped mobile application are some of the most repeated cons among user feedback. However, users thought highly of its regular updates and simple, intuitive reporting. Those, along with the learning and performance features make it a good option for companies with a high priority in those particular areas.

Pros & Cons

  • Reporting: The reporting feature is simple to use and intuitive, with several options to choose from, according to 90% of reviews on reporting.
  • Robust Learning Module: It constantly stays up-to-date with the latest and effective learning trends to provide a better user experience, as indicated by 100% of reviews mentioning learning features.
  • All-in-One Solution: Cornerstone OnDemand is a complete solution for all performance management needs of companies in all industries, according to all reviews on this aspect.
  • Regular Updates: The platform consistently releases updates to serve users better, according to all reviews on software updates.
  • Customer Service: All reviews on customer service indicated that the response and resolution times are slow.
  • Learning Curve: According to 80% of reviews on this feature, there’s a steep learning curve and adapting to the system is time-consuming and complex for new users.
  • Mobile App: It has a slow and underdeveloped mobile app compared to the web platform, according to all reviews referring to this feature.

Key Features

  • Enable an Integrated Ecosystem: Select from a range of pre-built integrations and quickly plug in to the most suitable choice. Having an integrated and holistic ecosystem helps support organizational needs effectively. 
  • Applicant Experience: Recruiting tools include applicant tracking and an easy-to-configure website that help improve the overall experience of applicants. 
  • Learning Management: Offers numerous learning experiences. Consists of informal learning, delivery method management and reporting, all in one place. 
  • Machine Learning: Recommends content to learners, helping them improve self-driven development via quality content. 
  • Robust Partner Ecosystem: Helps extend the life of systems existing at partner organizations, minimizes disruption, and maintains effective localizations and customizations. 
  • Audit Insights: Supports administering and auditing employee record changes. Audits are carried out with minimal risk and aim to align talent management to the organization's talent strategy. 

COMPARE THE BEST HR Management Software

Select up to 5 Products from the list below to compare

 
Product
Score
i
SelectHub’s Analyst Rating is based on data from our 400+ point analysis of HR Management Software, user reviews, and our own crowd-sourced data from our free software selection platform. Scores are periodically updated via ongoing selection projects and user activity within our platform.
Start Price
Free Trial
Company Size
Deployment
Platform
Logo
UKG Pro
85
$100
Per User, Monthly
No
Small Medium Large
Cloud On-Premise
Mac Windows Linux Chromebook Android
UKG Pro
Paycor
85
$99
Per user, Monthly
Yes
Small Medium Large
Cloud On-Premise
Mac Windows Linux Chromebook Android
Paycor
Oracle HCM Cloud
84
$4
Per Employee, Monthly
Yes
Small Medium Large
Cloud On-Premise
Mac Windows Linux Chromebook Android
Oracle HCM Cloud
Dayforce
79
$6
Per Employee, Monthly
No
Small Medium Large
Cloud On-Premise
Mac Windows Linux Chromebook Android
Dayforce
SuccessFactors
79
$10
Per User, Monthly
Yes
Small Medium Large
Cloud On-Premise
Mac Windows Linux Chromebook Android
SuccessFactors
ADP Workforce Now
77
$110
Monthly
Yes
Small Medium Large
Cloud On-Premise
Mac Windows Linux Chromebook Android
ADP Workforce Now
Workday HCM
77
$42
Per Employee, Monthly
No
Small Medium Large
Cloud On-Premise
Mac Windows Linux Chromebook Android
Workday HCM
PDS Vista
76
Undisclosed
No
Small Medium Large
Cloud On-Premise
Mac Windows Linux Chromebook Android
PDS Vista
Infor HCM
74
Undisclosed
No
Small Medium Large
Cloud On-Premise
Mac Windows Linux Chromebook Android
Infor HCM
Cornerstone OnDemand
73
$6
Per User, Monthly
Yes
Small Medium Large
Cloud On-Premise
Mac Windows Linux Chromebook Android
Cornerstone OnDemand

All HR Management Software (747 found)

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PayServ

by PayServ Systems
PayServ
Payserv supports and develops employees with robust management features provided by its Workforcethrive software. Users can securely access their information from any internet-enabled device through a simplified, single source. It connects critical processes like payroll and time management to optimize daily operations.It is designed to serve medium to large-sized businesses and supports human capital management, scheduling, employee performance and more. It can also help users stay compliant with various benefits guidelines. It is available through a cloud-based deployment strategy.
Cost Breakdown
$10 - $100
Company Size
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Deployment
Cloud On-Premise
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Arcoro

by Arcoro
Arcoro
Arcoro, formerly known as BirdDogHR, is a cloud-based HRIS solution that helps companies of all sizes manage employees throughout every stage of their employment. Users can leverage it to attract and hire top talent, align employee goals with company goals, create succession plans and ensure compliance with government regulations.Capabilities include core HR, payroll, benefits administration, recruiting, onboarding, learning management, performance management and compliance. Availability on mobile devices grants users 24/7 access from anywhere.
User Sentiment User satisfaction level icon: great
Cost Breakdown
$10 - $100
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NEOGOV

by NEOGOV
NEOGOV
NEOGOV offers a comprehensive suite of software solutions designed to streamline Human Resources tasks, including recruitment, onboarding, performance management, and learning management. This platform is particularly well-suited for public sector organizations, educational institutions, and government agencies due to its robust compliance features and tailored functionalities that address the unique needs of these industries. One of the standout benefits of NEOGOV is its ability to automate and simplify complex HR processes, thereby enhancing efficiency and reducing administrative burdens. Popular features include applicant tracking, employee self-service portals, and detailed analytics that provide actionable insights into workforce management. Users often praise the intuitive interface and the seamless integration capabilities with other systems. Compared to similar products, NEOGOV is frequently highlighted for its specialized focus on the public sector, which sets it apart in terms of compliance and regulatory adherence. Pricing details are typically customized based on the specific needs of the organization, so it is advisable to contact SelectHub for a tailored quote.
User Sentiment User satisfaction level icon: great
Cost Breakdown
$100 - $500
Company Size
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TriNet PEO

by Trinet
TriNet PEO
TriNet is a payroll and full-service HR solution used by small and medium-sized businesses. Users have access to HR consulting, risk and compliance, benefits, payroll services and an employee and manager self-service portal.Some of its offerings include tax calculation, benefits management, insurance, risk mitigation, reporting, expense management and more.
User Sentiment User satisfaction level icon: great
Cost Breakdown
$10 - $100
Company Size
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TimeForge

by TimeForge
TimeForge
Timeforge is an all-in-one labor management solution that helps manage employee hiring, training, scheduling, communications and payroll. You can manage all aspects of your labor operations seamlessly from a centralized software without any data silos.Its employee scheduling module provides a visual calendar that allows you to easily drag and drop shifts, ensuring optimal staffing levels at all times. Additionally, the built-in time tracking feature enables employees to clock in and out of work, eliminating the need for manual timesheets and reducing the risk of errors.To help you run your team like clockwork, Timeforge also incorporates nifty HR and compliance management tools. You can manage employee records, track sick leave and vacation time, and ensure compliance with labor regulations. The software's built-in compliance alerts keep you informed about any changes in labor laws and avoid costly penalties.The built-in messaging feature lets you communicate with your team easily, so you won’t lose important conversations across different platforms, minimizing the risk of miscommunication. Moreover, a native payment processor ensures same-day pay, boosting employee satisfaction and reducing administrative overhead.Finally, Timeforge empowers you to make data-driven decisions with its labor analytics, reporting and sales forecasting capabilities. You can analyze employee performance, track labor costs and forecast future staffing needs based on historical data. This insight enables you to optimize your workforce, improve operational efficiency and drive business growth.
User Sentiment User satisfaction level icon: excellent
Cost Breakdown
$10 or less
Company Size
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Deployment
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Collage HR

by Collage
Collage HR
Collage is a platform for benefits management and core human resources processes, such as payroll and recruiting. Built specifically for the needs of small and mid-sized businesses, it eliminates paperwork, spreadsheets, late enrollments and payroll errors. The cloud-based software brings data online and digitizes group benefit plans.The HRIS solution targets Canadian businesses and comes with preset compliance standards for operating in Canada. This includes collecting work visas, tax information and SINs.
User Sentiment User satisfaction level icon: great
Cost Breakdown
$10 or less
Company Size
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Rippling

by Rippling
Rippling
Rippling is a cloud-based, unified platform that helps manage employee data, payroll, benefits, devices, apps and more, seamlessly integrating essential HR, IT and financial functions. Designed for small and medium businesses, it lets administrators oversee operations from HR to IT with a single click. Features include custom reporting and graphs, digital document management, time tracking, workflow approval management and provisioning. It enables users to automate administrative work from onboarding new hires to offboarding.
User Sentiment User satisfaction level icon: excellent
Cost Breakdown
$10 or less
Company Size
Small Medium Large
Deployment
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Justworks

by Justworks, Inc.
Justworks
Justworks is a cloud-based platform designed to streamline HR processes for small to medium-sized businesses. It offers a comprehensive suite of features, including payroll, benefits administration, and employee onboarding, making it an attractive option for businesses seeking an all-in-one HR solution. Justworks' user-friendly interface and affordability have garnered positive user experiences, particularly among businesses with limited HR resources. The platform's PEO model allows small businesses to access big-company benefits at competitive rates, enhancing their ability to attract and retain talent. Justworks' pricing structure is typically based on a per-employee, per-month basis, with different tiers offering varying levels of functionality. While Justworks offers a robust set of features, businesses with more complex HR needs or those seeking highly customizable solutions may explore alternative platforms. It's recommended to check the Justworks website for the most up-to-date pricing information.
User Sentiment User satisfaction level icon: excellent
Cost Breakdown
$10 - $100
Company Size
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Seismic Learning

by Lessonly Inc.
Seismic Learning
Seismic Learning (formerly called Lessonly) is a software platform designed to help businesses manage their learning and development programs. It caters to companies seeking to enhance employee training and development, offering features like course creation, content management, and reporting. Seismic Learning is particularly well-suited for medium and large businesses aiming to improve employee training, engagement, and retention while reducing training costs. The platform boasts popular features such as course creation, content management, reporting, analytics, and social learning. Users appreciate its ease of use and customer support. Seismic Learning's pricing structure is not publicly available, so interested businesses should contact Seismic directly for pricing details.
User Sentiment User satisfaction level icon: excellent
Cost Breakdown
$100 - $500
Company Size
Small Medium Large
Deployment
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OnPay

by OnPay
OnPay
OnPay is designed to address core payroll needs for small businesses and handles basic HR functions as well. It integrates with a variety of other HR systems to enhance HR processes that include time tracking, accounting, benefits and compliance software integrations.It requires no more than a few minutes to set up and features an easy-to-use interface. It also offers assistance with data migration for new users, making the transition even easier.
User Sentiment User satisfaction level icon: excellent
Cost Breakdown
$10 - $100
Company Size
Small Medium Large
Deployment
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Platform
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Docebo

by Docebo
Docebo
Docebo is an AI-powered LMS that helps you deliver personalized learning experiences to multiple audiences, including employees, customers and partners. It allows you to create audience-specific pages using flexible, drag-and-drop functionality to quickly set up learning programs.The solution supports various learning scenarios, including customer education, partner enablement and employee training, as well as social learning and content curation. The platform also integrates with Microsoft Teams, allowing users to deliver training, improve focus and productivity, and simplify the user experience.AI capabilities in Docebo automate manual tasks like enrollments, translations and content tagging. The LMS supports over 40 languages to localize learning programs and make training accessible. Its mobile app, Go.Learn, enables employees to learn on the go.The LMS is recognized for its user-friendly design, interactive features and customization options, making it a suitable choice for organizations looking to implement effective training solutions. It offers three main pricing tiers: Engage, Elevate and Enterprise. You can contact the vendor for more information on pricing.
User Sentiment User satisfaction level icon: great
Cost Breakdown
$1,000 or more
Company Size
Small Medium Large
Deployment
Cloud On-Premise
Platform
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Breezy HR

by Breezy HR
Breezy HR
Breezy HR is a comprehensive software solution designed to streamline the hiring process, making it an ideal choice for businesses of all sizes looking to enhance their recruitment strategy. This platform stands out for its user-friendly interface and robust applicant tracking system (ATS), which simplifies the management of job postings, candidate sourcing, and communication. One of the key benefits of Breezy HR is its ability to automate repetitive tasks, allowing hiring teams to focus more on engaging with potential candidates. Popular features include customizable career sites, interview scheduling, and a rich analytics dashboard that provides insights into the hiring process. When compared to similar products, users often highlight Breezy HR's ease of use and the efficiency it brings to their recruitment workflow. Pricing for Breezy HR varies based on the size of the organization and specific needs, with options ranging from monthly subscriptions to annual plans, making it a flexible solution for businesses looking to optimize their hiring process.
User Sentiment User satisfaction level icon: excellent
Cost Breakdown
$100 - $500
Company Size
Small Medium Large
Deployment
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LABORsuite

by American Time and Labor Company
LABORsuite
LABORsuite is a cloud-based, fully integrated system that’s configured to help small, medium and large businesses conduct human resources activities. It helps organizations control costs and comply with employer responsibilities. A range of services and features enable companies manage and supervise their workforce in an efficient, streamlined fashion.
Cost Breakdown
$10 or less
Company Size
Small Medium Large
Deployment
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Edvance360

by Edvance360
Edvance360
Edvance360 is a cloud-based learning solution used for corporate training, K-12 classes and higher education. It addresses training and knowledge management concerns such as effective communication, transparent test taking, better coordination and more automation to save time doing manual tasks. Provides a framework to access SCORM and common cartridge compliant content. Its capabilities include gamification, video conferencing, content creation and curation, grading, providing feedback and much more. It also integrates with other technology that provides course catalogs, e-commerce functions, whiteboard utility and live chat.
User Sentiment User satisfaction level icon: excellent
Cost Breakdown
$1,000 or more
Company Size
Small Medium Large
Deployment
Cloud On-Premise
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WebHR

by WebHR
WebHR
WebHR is a full-service, cloud-based HRIS system with payroll capabilities. It standardizes, manages and automates recruitment, hiring, payment and more. Through it, administrators and employees alike can complete enrollment, onboarding, benefits, background checks, attendance and more.Serving over 25,000 companies and around 200 countries, there’s a free version with limited functions that serve five or fewer users. For regular, paid subscriptions, it can support up to 1000 workers. It uses AI to streamline the entire process.
User Sentiment User satisfaction level icon: great
Cost Breakdown
$10 or less
Company Size
Small Medium Large
Deployment
Cloud On-Premise
Platform
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Workable

by Workable
Workable
Workable is a recruitment software designed to streamline the hiring process for businesses of all sizes. It offers a user-friendly interface and a comprehensive set of features that cover the entire recruitment lifecycle, from posting job openings to onboarding new hires. Small and medium-sized businesses, as well as large enterprises, find value in Workable due to its scalability and flexibility. Workable provides several benefits to its users, including improved efficiency in the hiring process, reduced time-to-hire, and better collaboration among hiring teams. Popular features include job posting to multiple platforms, applicant tracking, interview scheduling, and offer management. Compared to similar products, Workable is often praised for its ease of use, intuitive interface, and robust feature set. Pricing for Workable is based on the number of active jobs and the features included, with options for monthly or annual payments.
User Sentiment User satisfaction level icon: great
Cost Breakdown
$100 - $500
Company Size
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Deployment
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PeopleSoft

by Oracle America
PeopleSoft
PeopleSoft, a software suite developed by Oracle America, offers a comprehensive solution for managing various business processes, including Enterprise Resource Planning (ERP). This versatile software caters to businesses of all sizes and across diverse industries. Its primary purpose is to streamline and automate essential tasks such as financial management, human resources, supply chain management, and customer relationship management. PeopleSoft's user-friendly interface and extensive functionality have garnered positive reviews, with users praising its ease of use and ability to meet the specific needs of their organizations. Among its popular features are inventory tracking, employee benefits management, and financial reporting tools. PeopleSoft's pricing typically falls within the mid-range for similar ERP software options, and it offers flexible payment options such as monthly or annual subscriptions.
User Sentiment User satisfaction level icon: good
Cost Breakdown
$100 - $500
Company Size
Small Medium Large
Deployment
Cloud On-Premise
Platform
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Jobvite

by Jobvite
Jobvite
Jobvite is a SaaS designed to assist with finding and tracking talent. It provides assistance to recruiters, hiring teams and hiring managers for every step of the onboarding process. Options are available for businesses of all sizes, providing an excellent candidate experience regardless of industry. It allows users to build branded career sites, schedule interviews and help build candidate pools. It also guides candidates from each step to the next.
User Sentiment User satisfaction level icon: great
Cost Breakdown
$100 - $500
Company Size
Small Medium Large
Deployment
Cloud On-Premise
Platform
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Saba

by Saba, Inc.
Saba
Saba, who acquired Lumesse, is a cloud-based SaaS platform that leverages machine learning for its management and talent acquisition solutions. It includes learning, performance, employee engagement, recruiting and workforce planning for organizations worldwide. It balances extensive experience with local proficiency to solve challenges related to human resource acquisition and management. It offers solutions and support to users, regardless of the time, company location, or the type of device in use. It is secure, intuitive, and can be internationalized into more than 50 languages. In 2018, Saba Software Inc., a talent development solutions company, acquired them to provide amplified expertise to consumers.
User Sentiment User satisfaction level icon: great
Cost Breakdown
$1,000 or more
Company Size
Small Medium Large
Deployment
Cloud On-Premise
Platform
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CareerBuilder

by CareerBuilder UK
CareerBuilder
CareerBuilder is a well-known application that ranks 45 among all Applicant Tracking Systems according to our research analysts and 116 crowd-sourced reviews from 1 source. Starting from $219, CareerBuilder is priced within reason and is most advisable for enterprises with hundreds or thousands of employees. CareerBuilder can be deployed online and is accessible from a fewer number of platforms including Windows and Apple devices. Similar alternatives to CareerBuilder include PDS Vista, Simplicant and Auzmor.
User Sentiment User satisfaction level icon: great
Cost Breakdown
$100 - $500
Company Size
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Pricing & Cost Guide

See the price/user for the top human resources software… Plus the most important considerations and questions to ask when comparison shopping.

Buyer's Guide

HR Software Is All About Enhancing HR Operations and Employee Satisfaction

By Olivia Edens, Technical Content Writer at SelectHub

HR Management Software Buyer's Guide

HR software tracks and caters to one of your most critical company assets — your employees. It streamlines your core human resource management functions and reduces mundane work burdens on administrators.

If you’re having trouble navigating HR management tools or choosing the best HR product for your business, you’ve come to the right place! From finding the most suitable solution to system implementation, we’re here to kickstart your search for the perfect human resource software!

Executive Summary

  • HR software automates essential HR tasks like payroll, recruitment, performance, benefits and attendance.
  • Enhances efficiency, accuracy and compliance while centralizing employee information, making it a valuable employee lifecycle management tool by facilitating communication and aiding strategic decision-making.
  • HRIS systems are offered as a single, integrated suite or a best-of-breed solution that offers deeper capabilities and expertise.
  • Key capabilities of HR software include document management, time and attendance tracking, performance management, payroll, compensation, skill development, recruitment, applicant tracking, benefits administration, analytics and reporting.
  • The HR systems landscape is evolving, focusing on employee experience, blockchain integration, AI and predictive analytics.
  • Before comparing vendors, determine your must-have features, plan a comparison strategy, contact vendors, request demos and ask questions for a successful implementation.
What This Guide Covers
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What Is HR Software?

HR software is a comprehensive system that helps manage all your human resource-related resources, from basics like a self-service portal and payroll processing to advanced features like AI.

Aside from your staff, your data is an important asset. Having an HR system provides a centralized database, improving data accuracy and accessibility and empowering professionals to store, organize and analyze employee data, including employment history, job performance, compensation and benefits.

While navigating human resource software, keep these terms in mind:

  • Human resource management system software (HRMS)
  • Human resource information system (HRIS)
  • Human capital management (HCM)
  • Applicant Tracking System (ATS)

The Difference Between HRIS vs. HRMS vs. HCM

If you’re wondering what exactly the difference is between HRIS, HRMS and HCM, you’re not alone! While often synonymous or overlapping, these terms also refer to different functionality levels and the number of modules integrated into the suite. In this guide, we’ll use the terms interchangeably.

HRIS at a Glance: Primarily focuses on managing and storing employee data and information. If you want to implement a system that primarily handles payroll, time and attendance and basic employee data storage, an HRIS will get the job done.

HRMS at a Glance: Expands on HRIS capabilities by adding more HR functions and management tools. You might opt for an HRMS if your organization wants a more comprehensive solution that includes talent acquisition, performance management, training tracking and basic HR functions.

HCM at a Glance: Provides a more holistic approach to managing HR functions, workforce strategies and engagement. For a comprehensive approach that encompasses strategic workforce planning, analytics and employee engagement initiatives, an HCM system is an ideal fit.

Ultimately, the choice between HRIS, HRMS, or HCM systems depends on your organization's specific needs, goals and the extent to which you want to integrate workforce management and strategic planning into your HR functions.

For a more in-depth discussion of these systems, see our article HCM vs. HRIS vs. HRMS: A Comprehensive Comparison of the Differences Between Them.

Not every company requires an all-in-one platform; smaller businesses often choose point solutions for cost-effective efficiency, and some prefer the deep expertise of best-of-breed solutions.

Technology advancements add another layer of complexity. As AI becomes more firmly rooted in human resources software, with roughly 1 in 4 businesses in 2022 using AI to support HR-related tasks, more and more new categories are emerging.

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Benefits

An effective HRMS allows your company to better manage the entire employee lifecycle efficiently, and the pros don’t stop there.

HRMS Primary Benefits

Improves Employee Experience

HR management software not only lightens the mundane workload of human resources administrators but also improves the overall employee experience.

SHRM explains, “HR is the steward of the employee experience. It’s responsible for creating an environment in which employees are engaged at work, and engaged employees lead to better business outcomes.”

An employee with quality experiences in your organization is a happy employee.

Promotes Employee Growth

One of the top reasons employees quit is a lack of career advancement opportunities. Learning management supports employee skill development, while performance management enables managers to schedule regular reviews, access performance metrics, utilize feedback tools and foster employee growth.

Streamlines Compliance

Simplify managing compliance with labor laws, regulations and internal policies through automation like record-keeping. Centralize employee data, making it easier to maintain and update compliance-related information like employee records, tax information and training certifications.

Most HRMS also provides alerts and reminders for important compliance-related dates, like when it's time for contract renewals, visa expirations and certification deadlines, preventing missed deadlines.

Ensures Long-Term Success

Succession planning tools help executives identify employees suitable for C-suite roles. At its core, succession planning helps avoid career stagnation in job roles, especially in high-performing employees.

Saves Time

An HR system streamlines manual tasks like data entry, employee profile updates, payroll processing, recruiting and onboarding. These capabilities help administrators, managers and employees save time and focus on their core responsibilities without being bogged down.

Reduces Expenses

Automate core HR tasks, like data entry, leave management and benefits administration, reducing the need for manual labor and allowing HR professionals to focus on more strategic and value-added activities.

Automation additionally reduces the risk of errors related to data entry, payroll processing and compliance, helping your business avoid fines, penalties and potential legal costs. HR software also provides valuable data and analytics, helping make informed decisions about workforce planning and allocation and reducing overstaffing or understaffing, which protects against breaking your budget.

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Implementation Goals

Goal 1

Improve Document Management

Save time and reduce potential human errors by automating documents like tax documents. Proper document management also enables users to find the necessary information and easily (and securely) share files.

Protect sensitive information with access controls and data encryptions. Boost flexibility and security via a searchable centralized database, eliminating outdated filing cabinets.

Store data for potential audits, tailor access preferences for sharing, editing and viewing certain documents and ease onboarding by making documents available online.

Goal 2

Enhance Accountability

Manage time and attendance tracking, PTO requests and scheduling, helping detect repeat attendance issues and adjust accordingly. Also, track the time spent on projects, view performance metrics and get a more in-depth view of team productivity with reports and analytics.

View availability and schedules, reducing potential schedule conflicts like missed shifts. Making schedules more accessible helps with accountability and reduces the chance of burnout.

Goal 3

Ensure Productivity

Get detailed reports on employee performance, empowering management to quickly identify areas for improvement and create action plans to ensure and enhance productivity.

View and generate key metrics like schedule availability and PTO balances, use this info to track employee progress, identify potential scheduling issues and make informed decisions about employee development and training opportunities.

Automate core HR tasks, like payroll processing and benefits administration, freeing up HR professionals to focus on other responsibilities that aren’t eligible for automation.
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Basic Features & Functionality

Document Management

HR software simplifies document management by automating updates and printing tax documents. Users can also search, retrieve and share files conveniently per file.

Empowering users to store business documents in a central repository with access controls limits unauthorized access.
Employee Self-Service

With an increased focus on offering an employee-centric environment at the workplace, employee self-service has become a staple of HRM software.

Employee self-service platforms enhance productivity and employee self-reliance by:

  • Self-enrolling new hires into benefits plans directly during onboarding or later.
  • Enabling employees to enter and track their business expenses.
  • Remotely view and apply for internal job postings and monitor application progress.
  • Provides access to year-end tax forms and their paystubs.
  • Letting staff maintain their personal information in a centralized location.
Payroll Management

Although payroll management is often a standalone solution, it’s incorporated in most HR systems. An ADP payroll survey showed that 32% of payroll professionals say rectifying mistakes takes two or more pay cycles.

Payroll management automates relevant deductions, helping reduce mistakes while providing flexible payment schedules and ensuring regulatory management and compliance.

HRM software streamlines your payroll operations and ensures you meet all compliance needs, like the Fair Labor Standards Act, to avoid heavy non-compliance fines.
Time and Attendance Management

Clock in and out, request time off, view company holidays, receive scheduling updates and perform other time-related tasks.

Conversely, management can approve employee requests, post attendance policies for viewing, view employee availability and update hourly shifts.

Time and attendance tracking also helps:

  • Reduce time theft
  • Prevent burnout
  • Monitor overtime and prevent unapproved overtime
  • Enhance accuracy
  • Stay compliant with labor laws
Application Tracking and Recruiting

The period from the offer letter to the first day is crucial for an employee's success. This feature includes job boards and social media integration, AI resume processing, candidate portals, document sharing, talent pools and evaluation tools. Streamlining these processes supports a positive hiring experience, helping HR select the right candidate efficiently.
Compensation Management

Handle all aspects of employee payments — base salary, overtime, bonuses, stock incentives and retirement plans. Its other vital deliveries include creating compensation packages, reporting and survey management.

Managers can give personalized letters to high-performing employees outlining reward decisions to explain the reasons behind them.
Employee Onboarding and Administration

Employee onboarding and administration capabilities of an HRMS allow for a seamless transition for the new hire by:

  • Digital documentation with e-signature, welcome packets and automatic reminders to set up deposit preferences and enroll in benefits.
  • Checklists to monitor onboarding progress.
  • Integration with a learning management platform to kickstart the proper training immediately.
  • Workflows to ensure that tasks are within an appropriate timeline.
Performance Management

Enable 360-degree reviews, goal setting, peer feedback, engagement surveys, micro-learning, social recognition and check-ins. Facilitate feedback, recognition and employee improvement tools, promoting best practices in performance management.
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Advanced Features & Functionality

Learning Management (LMS)

Learning management helps employees stay current on the latest technologies and gain necessary job skills. Some LMSs offer career development features, like creating plans and accessing educational materials aligned with employee goals.
AI

AI is gaining traction in the realm of application tracking and onboarding processes. Manually sifting through resumes is a time-consuming task, taking an average of 32 to 68 days, depending on the role, according to SHRM.

AI-powered tools save time and boost efficiency by:

  • Providing chatbots for orientation.
  • Recommending customized learning paths for employees based on performance data and career goals.
  • Using predictive analytics to predict future performance trends and identify areas for improvement.
  • Aiding succession planning and talent development.
  • Aiding predictive scheduling.

AI is growing daily. For example, SAP recently introduced an AI-powered HR assistant known as Galileo™, focusing on being a co-pilot for HR professionals.

Workforce Management (WFM)

Workforce management platforms often encompass individual human resources functions, such as time tracking, attendance and scheduling. However, it also offers features to manage employee exits, analyze productivity, handle travel details (expenses, schedules) and report on the company’s labor cost distribution.
People Analytics

Track and analyze employee data, ensuring data-driven decisions. Key data points include workforce composition, cost per hire, employee engagement and staff turnover rate.
Change Management

The key to combating change fatigue for your staff is proper change management by systematically handling evolving goals, processes or technologies.

Change management protocols empower managers to implement efficient plans and strategies, execute changes and help people adapt to those changes smoothly.
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Current & Upcoming Trends

HR Trends

Artificial Intelligence (AI) and Machine Learning (ML) Integration

In 2022, a survey by Eightfold AI revealed that most of the 250 HR leaders polled were actively employing AI in core HR functions, like 73% using AI for recruitment, 77% for payroll processing and 78% for managing employee records.

AI and ML have been increasingly integrated into HR software to improve various aspects of HR management, like talent acquisition, employee engagement, and workforce planning. AI-driven features, like predictive analytics for employee retention and chatbots for HR support, will likely increase in popularity by 2024.

Prioritizing Employee Well-Being

Employee well-being and mental health have become central concerns for organizations. Going into 2024, HR software will likely include more features focused on employee wellness, stress management, and mental health support. Prioritizing staff well-being includes wellness tracking tools, access to mental health resources, and analytics to monitor and improve employee well-being.

A major aspect of employee well-being comes from financial wellness. In addition to providing your staff with reliable compensation and accurate payroll, you can ensure a more positive workplace, beneficial for businesses and employees.

Corporate Wellness Magazine touches on this concept, stating:,

“Employees who feel supported in their financial journeys are more likely to view their organization favorably and have a sense of loyalty towards it. HR departments can leverage financial wellness initiatives to foster a positive work environment, boost employee morale and cultivate a culture of trust and support.”

Sustainability and Diversity, Equity, and Inclusion (DEI)

According to The HR Congress:

“While the focus has traditionally been on representation and equal opportunities, the future will bring a deeper emphasis on creating a sense of belonging and inclusivity for all employees. Organizations will recognize DEI as a catalyst for innovation and business success, embracing diverse experiences, backgrounds, and perspectives to drive positive change.”

DEI is a complex topic. So, what does this mean exactly? Companies can enhance their commitment to sustainability initiatives and DEI efforts by incorporating features that facilitate progress tracking and reporting. This trend involves collecting data on diversity metrics and other sustainability goals. HR teams are crucial in overseeing and managing these objectives, utilizing data gathering and analysis systems and ensuring transparent reporting on environmental and social goals.

Augmented and Virtual Reality for Training

Who says onboarding isn’t fun? Create an immersive onboarding experience with VR training (which is especially helpful for remote or hybrid work teams wanting to connect new hires worldwide).

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Software Comparison Strategy

The previous sections gave you a clear idea about different HR systems, their offerings, and the main features to find. Now, it’s time to apply that information to your situation. So, where do you start? In short, start with a Lean Selection process.

Step 1: Identify key organizational stakeholders, including human resources staff, IT personnel, finance and operations members and payroll specialists. Loop in every company tier — managers, front-line employees, administrators and executives.

Step 2: Build your requirements. Defining your requirements is crucial when choosing HRMS software. Looking for a way to simplify this step? Our platform is available to help with this time-consuming process.

Quick tip: When listing your needs, distinguish between essential features like a payroll tool and employee database and optional ones like succession planning.

HR Software Selection

 

 

 

Cost & Pricing Considerations

When selecting HR software, several key considerations exist, starting with the HRM software's scalability and flexibility. Scalability is crucial in securing adaptable software that grows with your company and continues supporting your unique needs. Check out the other key buying considerations for a new HR solution below.

Security Features

Protecting sensitive employee data is pivotal for ensuring your information doesn’t get into the wrong hands and preventing costly legal fees. While IT often takes the lead if a breach occurs, HR plays a crucial role in responding to cyberattacks.

So, when you’re in the HR software market, robust security measures like secure data encryption, regular backups and access controls will make a big difference and provide you and your employees with more peace of mind.

Additionally, investigate whether the HR management solution has a strong security track record and adheres to industry-standard security practices.

Deployment

There are two types of HR software deployment options: cloud or on-premise.

Cloud and on-premise solutions both have advantages and drawbacks.

Advantages of On-Premise Deployment:

  • Greater customization, which enterprises may find attractive to meet their complex organizational structure and processes.
  • Works with or without internet
  • Typically lower cost
  • Increased control over server hardware
  • On-premises storage is more restricted, only granting access to authorized personnel, and isn’t accessible from different networks.

Disadvantages of On-Premise Deployment:

  • Higher maintenance costs
  • Requires IT support or IT team in-house
  • Regular updates needed
  • Limited scalability

Advantages of Cloud-Based Software:

  • Cost-effective and suitable for companies without IT departments to handle software complexities.
  • Save time looking for data and increase scalability
  • Most cloud-based providers offer pay-as-you-go price models
  • Enhance flexibility by having remote access to information
  • Simplify collaboration by providing secure access to employees anywhere in the world

Disadvantages of Cloud-Based Software:

  • Internet outages can impact access to the cloud (some providers have offline access)
  • Less secure data, with outside party managing data, there can be more of a risk of unauthorized access (there are security protocols that can reduce risk like data encryption)
  • The more storage you need, the higher the monthly cost
  • "Vendor lock-in" or high costs when switching to a new vendor

Our human resources requirements template can help streamline vendor shortlisting for your preferred deployment strategy.

Types of Users

Consider the various types of users, from HR professionals to managers and employees. Additionally, prioritize the user-friendliness of the human resource management software and assess the available training and support. Ideally, choose a vendor that provides ample resources for training and support to ensure a smooth onboarding process and effective issue resolution for your team.

Taking into account the needs of each user group helps ensure the HR software you choose meets the needs of all stakeholders and enhances productivity overall.

Price Guide for HR Management Software

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Pricing Considerations

Cost plays a significant role in any software project evaluation, especially if you’re considering large HCM suites with feature-rich modules — and a higher price tag.

Pricing depends on several factors:

  • Deployment plays a major role in the final price tag. SaaS products typically use a user-based subscription model, which is often more cost-effective in the short term.
  • Licenses allow you to use the software after a one-time purchase but come with higher upfront costs. It requires IT professionals for system maintenance, adding to expenses. Your overall cost depends on modules, users, and customization needs.
  • Training administrators and users to understand the system is essential when budgeting.
  • Other cost considerations include installation, implementation, data migration, and maintenance as part of the subscription or license price.

Check our HR Software Price Guide for a detailed breakdown of top HRMS costs and leading HRMS solutions.

Questions To Ask Yourself

Use these questions to initiate internal discussions for assessing your company's needs:

  • What current and future company-wide priorities do you need to consider?
  • Who will use the system? What are their must-have features?
  • What challenges are users facing with your current solution that adopting a new HRM software will help solve?
  • Given personnel, budget, and user count constraints, what deployment model makes the most sense for your company?
  • What’s your budget?
  • What business software integrations do you require (CRM, ERP, accounting)?
  • What better fit for you — point solutions or a unified suite?

Key Questions to Ask

 

 

 

Questions To Ask Vendors

Use these questions as a starting point to assess, shortlist and finalize a vendor:

About the Software

  • Are payroll previews available? How easy is it to rectify payroll errors?
  • What’s your software implementation outline? How is data migration handled?
  • Is the HRM software built on a single database or requires additional modules?
  • Are dashboards and reports user-friendly? What customer support and training do you provide?
  • How does the HRM software automate and streamline manual tasks such as data entry, recruiting and onboarding?

About the Vendor

  • What's your scale of operations?
  • Can you support unique workflows and capabilities?
  • What customer support and training is provided? What contact support method do you mostly use: email, phone or a ticket system?
  • What company sizes do you typically work with?
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HR System Implementation: Tips for a Successful Rollout

HR Software Implementation

Establish Clear Objectives and Goals

Establishing clear objectives and goals is essential for smooth implementation.

From determining what the organization hopes to achieve with the human resource management software to outlining specific, measurable (S.M.A.R.T) goals, setting objectives and goals helps keep the implementation process on track. It ensures alignment between your HR software and company priorities.

Analyze Your Current Human Resource Management Processes

By closely examining your organization's HR management practices and identifying areas for improvement. You can ensure seamless human resource management software configuration, meeting your specific needs and addressing any current inefficiencies.

Map out current workflows, document procedures, and identify pain points a new HR system helps alleviate.

Communicate the Rollout to Employees

It’s crucial to explain why you’re implementing a new system and how it benefits employees and the organization as a whole. Be transparent about the changes and provide clear instructions on using the new system.

Establish regular updates and open communication channels to address any concerns or questions that arise during and after the rollout.

Train Employees on Using the System

Training employees on the new HR solution ensures everyone knows how to use the new system to its full potential.

The training process should be well-planned, structured and delivered in a way that’s easy to understand. Different employees have varying computer proficiency, so tailor the training to meet the needs of each employee.

Consider offering training in various formats like in-person sessions, online tutorials or self-paced modules.

FAQs

Should I get human resources software for my business?

The short answer for many businesses is yes. Why? As your company grows, so does the demand for HR professionals. Screening applications, onboarding and monitoring employees create a heavier workload, so if you're hiring more employees, it's probably time to opt for HR software.

Here are other indicators it's time to switch to HR software:

  • Inefficient onboarding
  • Recurring human error when entering employee information
  • High turnover in your current HR department
  • Storage issues like disorganization and lost documents

What are the types of HR software?

There are many variations of HR software, including HRIS, HRMS, HCM, onboarding, learning management systems, payroll and ATS.

Products range from basic solutions to manage employee data to comprehensive suites that offer modules for performance management, learning and development, and benefits administration.

Is there free HR software?

Yes. Multiple free HR software options are available, often providing basic HR functionalities.

Here are a few examples:

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Next Steps

Finding the right HR solution is pivotal for your business's short-term and long-term success. A robust system empowers HR teams to seamlessly navigate and manage every aspect of the employee lifecycle, from recruitment to succession planning.

Building a list of requirements with input from key stakeholders and conducting thorough product and vendor analysis will help lock down a successful software implementation.

Ready to kickstart your product search? Get started today with our free comparison report for key insight into top HR software options.

Product Comparisons

Additional Resources

About The Contributors

The following expert team members are responsible for creating, reviewing, and fact checking the accuracy of this content.

Olivia
By Olivia Edens
Technical Content Writer
As a SelectHub Technical Writer, Olivia Edens loves helping readers navigate through the world of HR, payroll, field service, PSA, and time and attendance software. Olivia earned a B.A. in English from the University of Phoenix. When she's not researching or editing, she loves rewatching The Office, scootering around the city and taking her cat for a walk. Fun fact: In high school, she won an award for most ideas per minute.
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Nithin
Technical Research By Nithin Shetty
Senior Analyst
With experience in research and consulting going back to 2015, Nithin Shetty is an asset to SelectHub's research team. In his Senior Research Analyst role, he works on projects in categories like HR, CRM, EHR and ERP. He's also a big movie buff and sports fan. When he isn't watching his favorite film or game, he's usually volunteering his free time to causes like blood drives and environmental cleanup.
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Jaisri
Technical Review By Jaisri Narasimman
Principal Analyst
A graduate of NTU Singapore, Jaisri Narasimman honed her data mining and curation skills during her post-graduate education, focusing on developing strategies to help businesses make the most of their data. In her role at SelectHub, her research spans categories like HR, CRM and EHR.
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Joe
Edited By Joe Evans
Content Editor
Joe Evans is an Editor and Senior Market Analyst at SelectHub. A seasoned professional wordsmith, he has a bachelor's degree in journalism and electronic media and a decade of professional expertise in crafting top-tier digital content for niche online brands. He leads his small yet formidable team in producing helpful, compelling content in vital categories like HR, payroll, talent management, performance management, marketing automation home health, MES. When not editing and writing, he enjoys sports, quality time with family and dogs, and remains constantly in pursuit of something new and interesting to read or listen to.
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