What is An HRMS?

A human resource management system (HRMS) is comprehensive software that integrates core and strategic HR functions into one solution. It typically features an employee self-service portal and a centralized database. It also automates administrative processes, streamlines recruiting and reduces turnover.

The global HRMS market is expected to grow to $30 billion
by 2025

Source: Grand View Research

54% of companies are increasing their spending on HR Technology

Source: HR Technology Market 2019

Small businesses experienced a 28% of companies plan to replace their HRMS solution within the next 12 months

Source: HR Technology Market 2019

Typical HRMS Modules

Although a single HRMS solution probably won't include every HR function, here are the typical modules found in many platforms:

Applicant tracking

An applicant tracking system (ATS) helps recruiters, HR and hiring managers track and manage candidate information and the interview process. Companies can create career portals and post positions to job boards and social networking sites.

Learning Management

A learning management system (LMS) provides training and e-learning programs. Employees can access manuals, classes and even educational games. Managers can assess employee training for completion and compliance purposes.

Payroll

Payroll software helps administrators maintain accurate payroll records. It calculates and tracks employee wages/salaries and deductions. Administrators can also print checks or manage direct deposits.

Talent Management

A talent management system module tracks employee performance using competency guides, goal-setting and reviews. The module can also help HR managers plan for talent succession and talent gaps.

Benefits

The benefits module helps administrators track employee benefits, such as insurance, 401(k), vacation/sick time and FMLA. It also records employee information to help companies comply with insurance, tax audits and other regulations.

Onboarding

The onboarding module helps HR handle paperwork and other tasks related to new hires. Forms can be completed with e-signatures. It can also introduce employees to company policies, team members and upcoming projects.

Reporting and analytics

The reporting and analytics module helps HR and executives use real-time employee and performance data to make business and workforce decisions. The module also includes reporting tools, such as standard and customized reporting templates, to help with compliance.

Time and attendance

Time and attendance, or time clock, software tracks employee attendance and hours. Employees can clock in and out using timecards, passcodes, physical devices, mobile devices or biometric devices.

Common HRMS Features

HRMS solutions commonly have the following features:

Self-service portals

Self-service portals allow employees to track and update their info without having to contact HR, including addresses, emergency contacts, direct deposit accounts, W-4s, vacation/sick time, insurance, 401(k)s and performance reviews. Employees can also request time off.

Mobile access

Mobile access is becoming common with HRMS solutions. Depending on the vendor, the solution may be available as an app or accessible through a web browser on tablets and smartphones. Employees can use mobile functionality to access the self-service portal and clock in and out.

Employee database

HRMS systems typically store info in a centralized employee database with uniform records that can be accessed across the organization, no matter the location. Administrators can limit access to sensitive info by user or department.

Social collaboration

Social collaboration is a newer feature in HRMS solutions. It includes job posting to social networking sites, training programs via networking media and social intranets.

Document management

Some vendors offer document management functionality, which stores employee handbooks, company memos and other documents.

HRIS vs. HCM vs. HRMS: What's the Difference?

HRIS, HCM and HRMS are acronyms used for comprehensive HR software. It's easy to get them confused because these terms are used inconsistently and interchangeably.

Although you should always check which individual modules are included in a comprehensive HR software, here's some guidance on these ambiguous terms might be used:

small and medium businesses
HRIS HRMS HCM
Applicant tracking
Self-Service portal
Central database
Analytics
Training
Compensation & benefits
Onboarding  
Talent Management  
Payroll    
Time & attendance    
Performance tracking    

Top Benefits of HRMS

Using an HRMS system has the following benefits

Streamline hiring

HRMS software has applicant tracking functionality that streamlines the hiring process using resume analytics, progress dashboards and communication tools. Companies can create a branded, professional career portal on their website. An HRMS solution can transfer applicant information to the employee database after they're hired.

Onboard more efficiently

It's important to keep employees engaged from the start. With an HRMS solution, they can sign administrative documents electronically, catch up on company news and business goals, and join virtual social networks of colleagues. On their first day, they'll have more time to tour the facility, set up their equipment and hit the ground running.

Increase employee engagement

HRMS solutions boost engagement through continuing education. Hiring speakers or holding physical classes can be expensive. HRMS offers a cost-effective alternative with e-learning modules to help employees improve their skills and performance at their own pace. This type of professional development not only promotes employee engagement, but also prepares future leaders within the company who might otherwise leave.

Reduce data entry and HR questions

Employees often have specific questions about their salaries, benefits and time off. Answering them, however, can take up a huge chunk of your HR manager's day. With a self-service portal, employees can view and update their information any time, anywhere. This reduces data entry and administrative tasks for the HR department.

Automate payroll and compliance processes

An HRMS automates payroll processes and compliance records, reducing costly errors. It calculates wages and salaries, deducts the correct amount of taxes and benefits, prints checks and executes direct deposits. It can also schedule reminders when compliance forms are due, require employees to digitally accept communications and deliver compliance training.

Improve employee feedback and performance

HRMS solutions empower employees to take their performance into their own hands. With the performance management module, employees can monitor their progress, make improvements between scheduled reviews and develop their future goals. Managers can give more relevant feedback, recognize achievements, and plan future assignments and talent succession.

Understand employee turnover

HRMS solutions can communicate with employees even after they leave a company. Because they've had time to understand their reasons for leaving and now have the space to be direct, their insight can be valuable. This information can be combined with other metrics collected by the software, such as demographics, performance, promotion wait time and compensation ratio, to create a clearer picture of employee turnover.

Support data-driven strategies

An HRMS not only records information, but it can also generate reports and analyze real-time key performance indicators, such as time-in-position or time-to-achieve goals. This data can help you develop evidence-based strategies that are more likely to get buy-in from senior management. Some solutions even offer predictive analytics that can give you more certainty in your workforce decisions and insights for future recruitment and retention strategies.

Types of HRMS DEPLOYMENT

HRMS is deployed in three different ways:

Cloud

Software and data are hosted on a remote third-party server. Under a software-as-a-service (SaaS) model, companies pay a subscription fee to access the software through the internet. Vendors are responsible for software maintenance and updates. The data server provider manages the hardware and ensures data security and backup. Because of their low up-front costs, more intuitive interfaces and best-of-breed capabilities, cloud HRMS solutions are often deployed by small and medium-sized businesses.

On-Premise

The software is installed and customized on the company's own hardware and servers. The company typically pays a one-time license fee to purchase the software and is responsible for the maintenance, security and backup of the software and data.

Many large, multinational companies already use on-premise HRMS solutions that they purchased and installed years ago before cloud deployments became more common.

Hosted

Hosted deployment is similar to on-premise. The main difference is that the company pays a monthly fee to keep data servers at a third-party data center. The data center is responsible for staffing, bandwidth and support of the servers. Hosted deployments are increasingly rare.

HRMS Pricing

HRMS solutions vary widely in not only price, but how they charge customers. We'll review the common pricing plans to help you better understand your options.

Per employee, per month

In this model, you pay a monthly fee for each employee at your company, whether they use the software or not. There may be additional fees for implementation, but overall expenses are based on how many employees you currently have and intend on hiring in the future. Per employee, per month prices usually range from $1 to $10.

man with checklist and giant pen

Per user, per month

Your company only pays a monthly fee for the administrative users of the software, which typically include HR staff and senior executives. Be aware that if the HRMS solution has an employee self-service portal, all employees with access may be classified as “users.” Per user, per month prices generally range from $5 to $20.

man at desk thinking

One-time payment

This option is more common for on-premise HRMS deployments. A company pays a large initial fee to purchase and install the software. There are often additional fees for support, maintenance and upgrades to the software. One-time payments typically range from $10,000 to $100,000.

man with checklist and giant pen
For more details, check out our comprehensive pricing guide for HRMS solutions.

How to Choose an HRMS

Because HRMS solutions vary widely with their features and pricing, it's important to carefully research your options before committing to one. Here are the steps you should take before choosing an HRMS solution:

1

Identify your company's needs

First, get input from users, which include HR staff, senior management, IT, payroll and employees.

What are the problems with the current HR system? What are the opportunities to streamline routine processes, reduce administrative errors and improve HR metrics like retention and cost-per-hire?

Consider your company's specific operations. Do you have employees in multiple locations or countries? Do you need to schedule shifts and have employees clock in and out of work? Do you hire using external recruiters or your own team?

2

Create a shortlist

Research vendors that best fit your needs. In addition to current requirements, you should also consider implementation and scalability.

Can the HRMS solution be easily integrated with existing systems, and how much support does the vendor offer with deploying the software?

If you plan to grow the company, can the solution handle more users and employees? Does that affect the pricing structure, and will it require upgrades?

Once you've answered these questions, you can put together a shortlist of vendors whose offerings match your needs.

3

Contact vendors

Begin contacting vendors on your shortlist. You'll want to request a demo of the solution to see how it works and if it fits into your company's operations. You might also consider testing the software through a free trial, if the vendor offers it.

It's important to fully understand the vendor's pricing structure, which is based on features, number of users and level of support. Some vendors charge extra for specific modules. Others only offer implementation, support and training at an additional cost. Keep this in mind when asking for a price quote.

4

Conduct due diligence

Once you've completed a demo of the HRMS solution and have a better understanding of price and services, you'll want to get references from a vendor's existing or previous clients.

The vendor will give you the names of clients with good experiences, but ask for companies that have similar needs to yours (e.g., businesses with under 50 employees or companies with employees in multiple locations). When contacting the reference, ask if there have been any issues with the vendor or the solution.

Challenges of HRMS Software

What are the main challenges HRMS software?

Figuring out goals for using the software

Businesses may not be sure what goals they have in mind for using HRMS. Do they want to focus on hiring and retaining talent? Or do they want to track an employee's lifecycle within the company? What do they expect to get out of using the software? It's important for businesses to carefully list their goals for an HRMS prior to selecting a solution.

Resistance from IT, top executives and managers

Getting buy-in not just from users, but IT and executives is important. For example, IT may have concerns about data security if a vendor hosts a solution in the cloud. Or they may not want the responsibility of hosting and maintaining the software on company servers. Also, there may be resistance from managers who are used to handling performance reviews or time-off requests a certain way.

Limited use cases

Some organizations may already have a dedicated payroll solution that works for them, but need an HRMS for talent management. Or they may only require payroll, benefits management, and time & attendance modules, but not anything else. It may be more beneficial for them to purchase dedicated solutions.

Finding a solution with all desired modules

Some HRMS solutions may not offer certain modules. For instance, one solution may include many functions except for learning management and recruiting management. Finding a solution with the exact modules needed can take time.

Issues for companies with locations in multiple countries

Some solutions may not be compliant with the laws for every country, which means companies may need to consider a country-specific solution.

Issues for small businesses

Most HRMS solutions are built for medium-sized businesses or larger. This means the software may have modules and functionality that are unnecessary for small businesses. HRMS solutions may also have corresponding costly price tags, which can be too expensive for companies on tighter budgets. Another possible issue is that HRMS solutions are often designed for larger hierarchical organizations, which may not be easy to use for companies with smaller, less complicated structures.

APS
VENDOR NAME: APS
READ REVIEW

GOOD

A cloud-based, mobile compatible workforce management solution incorporating payroll, HR, and time and attendance features.

BAD

A small business-only package is no longer available.

BOTTOM LINE

Safe payroll processing in the cloud plus other essential business processes.

READ REVIEW
Arcoro
VENDOR NAME: Arcoro
READ REVIEW

GOOD

Businesses save time, decrease costs and reduce their environmental footprint with cloud-based solutions.

BAD

Employee portal is limited to English and Spanish.

BOTTOM LINE

A cloud-based, easy-to-use HR system that automates and streamlines business processes for maximum efficiency.

READ REVIEW
Asure HCM
VENDOR NAME: Asure Software
READ REVIEW

GOOD

Workforce analytics module with over 600 reporting templates, unique time-collection methods, integrated platform.

BAD

May not be a good fit for large businesses.

BOTTOM LINE

An all-in-one solution for core HR tasks.

READ REVIEW
BerniePortal
VENDOR NAME: Bernard Health
READ REVIEW

GOOD

Quick setup, robust features, user-friendly interface, tailored to small businesses.

BAD

Some limitations on reporting functionality.

BOTTOM LINE

BerniePortal is simple to use and offers small and medium-sized businesses many HR features all in one program.

READ REVIEW
Ceipal Workforce
VENDOR NAME: Ceipal LLC
READ REVIEW

GOOD

Accessibility from both web and mobile devices; scalable open-source platform; work authorization, timesheet, expense, leave management, and invoicing features.

BAD

Benefits and performance management features are not offered.

BOTTOM LINE

Workforce management solution that helps companies manage employee placement and working hours, and ensure legal compliance.

READ REVIEW
Dayforce HCM
VENDOR NAME: Ceridian
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GOOD

Dayforce Wallet (on-demand pay), use of AI features to help automate core HR processes, employee self-service.

BAD

Customer service tend to be slow in solving support issues, interface is not always intuitive.

BOTTOM LINE

Robust HCM software that handles the full employee lifecycle.

READ REVIEW
ClayHR
VENDOR NAME: ClayHR
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GOOD

Project management functionality, integration with many different applications, social networking-like feed.

BAD

Dedicated payroll and benefits features aren't offered, not intended for large companies.

BOTTOM LINE

Customizable modular solution that helps SMBs hire, manage and retain their employees.

READ REVIEW
ClearCompany
VENDOR NAME: ClearCompany
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GOOD

Customized and streamlined onboarding, flexible performance management features, ease of complying with HR regulations by automating processes.

BAD

ClearCompany is available to clients only in North America.

BOTTOM LINE

Complete talent management platform with solutions for talent acquisition, performance management and employee engagement.

READ REVIEW
CompXL
VENDOR NAME: HCR
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GOOD

Flexible software configuration with Excel templates, sole focus is on compensation management instead of talent management, service-oriented model that aims to be highly responsive to clients.

BAD

Out of the box configuration is not offered, pre-built integration is only currently offered with ADP Workforce Now, ADP Vantage HCM and UKG Pro.

BOTTOM LINE

Flexible compensation planning solution that's designed to handle complex scenarios and requirements.

READ REVIEW
EPAY HCM
VENDOR NAME: EPAY Systems
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GOOD

Strong workforce management capabilities for hourly workforces, free premium support 24/7, features to help companies comply with ACA regulations, self-service functionality available in both English and Spanish.

BAD

Not intended for small businesses.

BOTTOM LINE

Human capital management solution with a unique focus on medium to large-sized businesses with hourly workforces.

READ REVIEW
Freshteam
VENDOR NAME: Freshworks
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GOOD

Robust applicant tracking and onboarding features, a free plan for teams with up to 50 employees, employee self service.

BAD

Some specific HR features (e.g., payroll, benefits) aren't built into the software.

BOTTOM LINE

Cloud-based solution that streamlines hiring, onboarding and other tasks so recruiters and HR staff can focus on important initiatives.

READ REVIEW
Highflyer HR
VENDOR NAME: Highflyer HR
READ REVIEW

GOOD

Robust payroll functionality, HR Pro for guidance on best practices, flexible time-collection methods.

BAD

While it's intended for all company sizes, Highflyer HR may be too robust for small businesses.

BOTTOM LINE

Cloud-based midmarket HCM solution that automates time-consuming and critical HR tasks.

READ REVIEW
HR Cloud
VENDOR NAME: HR Cloud
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GOOD

Strong focus on employee engagement and recognition, offboarding functionality, automated workflows.

BAD

Some HR features, such as payroll, are not offered by HR Cloud, but HR Cloud provides integrations to those applications.

BOTTOM LINE

HR Cloud streamlines many HR tasks and helps companies increase their employee engagement.

READ REVIEW
info:HR
VENDOR NAME: HRSS
READ REVIEW

GOOD

Repetitive tasks are automated, employee and manager self-service, short learning curve.

BAD

Payroll and scheduling modules are not provided, however, info:HR does integrate to third-party systems.

BOTTOM LINE

Customizable HRMS solution that helps small-to-medium-sized businesses automate their HR tasks.

READ REVIEW
Core HR
VENDOR NAME: Lanteria
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GOOD

Complete organizational chart for mapping out employee management processes, integrates with additional modules.

BAD

Not intended for small businesses.

BOTTOM LINE

Highly scalable Microsoft-based HR solution with an additional full product suite for users.

READ REVIEW
Maxwell Health
VENDOR NAME: Sun Life Financial
READ REVIEW

GOOD

Ability to manage all benefit plans from one system, accessible via all devices, heavy emphasis on employee self service.

BAD

Other HR functions, such as recruiting and performance management, are not offered.

BOTTOM LINE

Cloud-based system that helps companies find and manage the best benefit plans for their employees.

READ REVIEW
Namely
VENDOR NAME: Namely
READ REVIEW

GOOD

An easy-to-learn, intuitive interface that automates sending enrollment data to carriers and benefits deductions to payroll.

BAD

International payroll is not provided and requires a third-party partner.

BOTTOM LINE

An all-in-one HRMS with robust features to manage every function related to a HR department.

READ REVIEW
OnPay
VENDOR NAME: OnPay
READ REVIEW

GOOD

Automated onboarding workflows, searchable organization charts, all-inclusive pricing.

BAD

While software is optimized for mobile responsive web browsers, a dedicated app isn't offered.

BOTTOM LINE

Cloud-based software with robust payroll and HR features for small businesses.

READ REVIEW
Oracle Cloud HCM
VENDOR NAME: Oracle
READ REVIEW

GOOD

Robust features, AI and machine learning functionality, and ease of collaboration for employees on multiple teams and locations.

BAD

Not intended for businesses with less than 100 employees.

BOTTOM LINE

Comprehensive HRMS solution that helps medium, large and enterprise companies manage their global workforce.

READ REVIEW
PeopleSoft HCM
VENDOR NAME: Oracle
READ REVIEW

GOOD

Supports many languages and currencies, dedicated self-service tool that includes HR help desk, comprehensive core and strategic HR features.

BAD

Not intended for businesses with less than 500 employees.

BOTTOM LINE

Human capital management solution that accommodates large and enterprise businesses with complex business requirements.

READ REVIEW
OrangeHRM
VENDOR NAME: OrangeHRM
READ REVIEW

GOOD

Flexibility of open source or paid version, robust and scalable features.

BAD

Payroll module is not offered, benefits module is only available for U.S. customers.

BOTTOM LINE

All-in-one HRIS solution for all organization sizes and industries.

READ REVIEW
Paylocity
VENDOR NAME: Paylocity
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GOOD

Community feature for users to learn new company updates and interact with co-workers, automated expense reimbursement feature, full-service tax filing.

BAD

Creating reports can be cumbersome, interface is not always user-friendly.

BOTTOM LINE

Unified, cloud-based solution that streamlines important HR processes.

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PeopleGuru
VENDOR NAME: PeopleGuru
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GOOD

Increased efficiency, custom features for unique business needs, a dedicated module that helps companies comply with COVID-19 requirements.

BAD

International payroll is only supported via PeopleGuru's Canadian payroll partner for U.S. and Canadian companies.

BOTTOM LINE

Cloud-based HR solution that allows midmarket companies to grow and retain their talent.

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PeopleStrategy
VENDOR NAME: PeopleStrategy
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GOOD

Strong focus on employee and manager self service, intuitive user experience accessible from any device, single database so all data is accessible in one location, end-to-end modular suite that includes HRIS, Payroll, Benefits Administration, Time & Attendance, Talent Acquisition.

BAD

Full talent management functionality is not built in (can be obtained through a third-party provider).

BOTTOM LINE

End-to-end HCM suite that helps businesses efficiently manage all HR functions in one system.

READ REVIEW
PrimePay
VENDOR NAME: PrimePay
READ REVIEW

GOOD

Tax filing and payment handling, employee self-service, unlimited access to reports.

BAD

Not intended for enterprise-sized companies.

BOTTOM LINE

All-inclusive payroll bundle that helps businesses streamline their payroll and HR tasks.

READ REVIEW
Rippling
VENDOR NAME: Rippling
READ REVIEW

GOOD

Ability to onboard and offboard employees in 90 seconds, fast implementation process, integration to over 500 apps.

BAD

Phone support isn't offered.

BOTTOM LINE

Cloud-based solution that helps businesses easily manage their HR, IT and finance functions in one place.

READ REVIEW
Sage HR
VENDOR NAME: Sage HR
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GOOD

Ease of signing up and access; "history of changes made" feature for easier tracking of data changes; and one-click reports on employee time off, HR demographics and other metrics.

BAD

It doesn't offer payroll, benefits or learning management features.

BOTTOM LINE

Cloud-based platform where employees can easily track leave balance and request time off.

READ REVIEW
Sage HRMS
VENDOR NAME: Sage
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GOOD

Self-service functionality, the ability to manage employee records in one place, flexible, modular design.

BAD

Pricing and implementation is determined based on a client's needs and modules being purchased, so it's not a one-size-fits-all approach.

BOTTOM LINE

Easy to use solution for digitizing HR operations, including a comprehensive payroll module.

READ REVIEW
Sage People
VENDOR NAME: Sage People
READ REVIEW

GOOD

Employee self-service, real-time insights into workforce data, strong focus on workforce experience management.

BAD

High flexibility may not meet some clients' "out of the box" requirements.

BOTTOM LINE

Cloud-based HR software that empowers businesses to successfully manage their global workforce.

READ REVIEW
HCM Suite
VENDOR NAME: SAP SuccessFactors
READ REVIEW

GOOD

Streamlined HR processes, multiple language and currency support, accessible for employees, management and leadership.

BAD

Challenging to learn and not always intuitive.

BOTTOM LINE

Cloud-based all-in-one HR software with a strong focus on improving the employee experience.

READ REVIEW
SentricHR
VENDOR NAME: Sentric
READ REVIEW

GOOD

HRMS for businesses to choose their select needs.

BAD

Not intended for enterprise companies.

BOTTOM LINE

Service-oriented solution that helps companies manage their HR functions all in one place.

READ REVIEW
SilkRoad
VENDOR NAME: SilkRoad
READ REVIEW

GOOD

Accommodates all types of employees from full-time workers to contractors, integration with Microsoft 365 and other apps, video job descriptions in recruiting module.

BAD

Interface is not always intuitive or user-friendly, limited reporting and customization in recruiting module.

BOTTOM LINE

Talent management solution designed to aid employers in personalizing talent journeys from recruiting to succession.

READ REVIEW
SutiHR
VENDOR NAME: SutiSoft, Inc.
READ REVIEW

GOOD

End-to-end HR including the self-service portal, ability to track project timelines and resources, eSignature, performance reviews, onboarding and improved productivity due to automating and streamlining processes.

BAD

Stock options management features are not available but will be in a future upgrade.

BOTTOM LINE

Cloud-based solution with flexible pricing that allows companies to pay only for features they need.

READ REVIEW
SyncHR
VENDOR NAME: SyncHR
READ REVIEW

GOOD

Non-linear payroll processing, strong reporting functionality, integration with many applications.

BAD

Not targeted to small businesses.

BOTTOM LINE

Centralized HCM platform designed to help mid-sized companies manage their workers.

READ REVIEW
TriNet
VENDOR NAME: TriNet
READ REVIEW

GOOD

Expense management functionality; robust benefits offering; full-service payroll, benefits and HR functions.

BAD

Desktop interface and mobile app aren't always user friendly; knowledge base isn't offered, so users will have to contact support for questions.

BOTTOM LINE

Cloud-based HRMS platform with core and strategic HR features for small to medium-sized businesses.

READ REVIEW
Vista
VENDOR NAME: PDS
READ REVIEW

GOOD

Robust features included in each module, workflow engine that automates approval processes, extensive reporting features.

BAD

Not intended for small businesses.

BOTTOM LINE

Comprehensive human capital management solution that automates core human resources tasks and includes analytical tools to help businesses make better decisions.

READ REVIEW
Viventium Software
VENDOR NAME: Viventium
READ REVIEW

GOOD

Employee and manager self-service access through mobile platforms and a clean, user-friendly interface.

BAD

Performance management features are not offered, slight learning curve for new users.

BOTTOM LINE

Modular HCM software that helps home health care and skilled nursing agencies manage employee lifecycle.

READ REVIEW
Workday HCM
VENDOR NAME: Workday
READ REVIEW

GOOD

Robust features, employee self-service, Skills Cloud module to help companies address skills gaps.

BAD

Generating reports may be complicated for some users.

BOTTOM LINE

HCM designed for medium-to-large-sized companies with multiple locations.

READ REVIEW
Worklogic HRIS
VENDOR NAME: Worklogic HR
READ REVIEW

GOOD

Employee self-service, online time clock, optional discount program for employees.

BAD

Not intended for large businesses, LMS features isn't offered.

BOTTOM LINE

Robust HRIS that helps smaller businesses streamline their HR workflows.

READ REVIEW
Zenefits
VENDOR NAME: Zenefits
READ REVIEW

GOOD

HRMS that connects all HR systems and employee data to an online dashboard, allowing HR departments to reduce repetition and improve efficiency.

BAD

Customer support can be difficult to reach, especially after the implementation process.

BOTTOM LINE

Zenefits' cloud-based HR suite creates a central hub for storing employee data and streamlining HR processes.

READ REVIEW
Zoho People
VENDOR NAME: Zoho
READ REVIEW

GOOD

Streamline core HR tasks, custom features to fit a company's unique processes, free plan and flexible paid plans.

BAD

Recruiting and payroll features aren't built in and requires integration with Zoho Recruit and Zoho Payroll, respectively.

BOTTOM LINE

Cloud-based HR solution with robust features that helps organizations manage their talent.

READ REVIEW