Best HR Software Comparison

SelectHub is real people helping you find the best HR Management software for your unique business needs while recognizing the true HRM & HRIS software solution leaders who help make your decisions possible.

HR Management Software Buyer's Guide

Last updated on June 3rd, 2020

HR Software Is All About Improving and Streamlining the Employee Lifecycle

HR software is the heartbeat of a business. Whether you’re looking for your first human resource management system (HRMS) or replacing an existing solution, there’s no downplaying the importance of the process. After all, this is the system that’s going to track your most important assets: your employees.

It’s essential to have a grasp on the HR needs of your business and the features required to fulfill those needs. Dave Foxall, writing for HRMS World, lists “unclear requirements gathering” as one of primary contributors to a failed HR software implementation. As you can see, there’s a strong link between requirements knowledge and HR system implementation success. Let’s get started on guiding you towards making a decision that will provide the base for your organization’s success.

Executive Summary

  • HR software is often offered as a single, integrated suite. However, best of breed solutions can provide deeper capabilities and expertise for specific HR functions.
  • By implementing an HRIS, companies seek to gain a single system of record and tools for managing hiring, scheduling, skill development, payroll and other key areas.
  • Foundational HR features include core HRM, payroll, recruiting and hiring, and time and attendance. Advanced features include talent management, workforce management and learning management.
  • When comparing HRIS solutions, it’s essential to have well-defined requirements and to consider the total cost of ownership (TCO) — upfront costs, implementation, maintenance and so on.
  • Ask questions internally of key stakeholders and user groups to gain clarity on key features and needs. Ask vendors software-specific questions to uncover the true capabilities and limitations of a system, and also ask about non-software topics like implementation and support.

What Is HR Software?

HR applications provide a set of tools that allow organizations to manage all the processes related to human resources. This functionality can range from basics like a self-service portal and payroll processing to more advanced features such as workforce planning and talent management.

Generally, HR software can be divided into two main categories: full suites that have native modules designed to be integrated and point solutions (also called best of breed) that deliver capabilities for a specific purpose (e.g., payroll). In some cases, companies end up using a customized approach where they stitch together an ecosystem of multiple platforms from different providers, each of which addresses a different HR need.

We’ll examine both integrated and best of breed systems to help you gain a better understanding of which is more suitable for your company.

Integrated HR Suites

There are some key terms you need to know as you navigate the landscape of HR suites offered by vendors:

  • Human resource management system software (HRMS)
  • Human resource information system (HRIS)
  • Human capital management (HCM)

These terms, while synonymous or overlapping in many cases, can also refer to different levels of functionality and the number of modules integrated into the suite. In this guide, we’ll use the terms interchangeably for the sake of simplicity. For a full discussion of these systems, see our article HCM vs. HRIS vs. HRMS: A Comprehensive Comparison of the Differences Between Them.

The goal of an integrated suite is to keep everything under one umbrella. This approach enhances data accuracy, ensures a smooth flow between modules and eliminates the need for setting up complex integrations between systems.

Best of Breed Solutions: Typical HR Categories

There are varying levels of functionality within this type of HR solution. Some systems will be truly best of breed, meaning they were developed to address one HR function, such as Cornerstone LMS, which offers features that specifically facilitate learning management. Other systems will include a few closely related capabilities, such as core HR and payroll.

While integrated suites tend to be the go-to choice for many organizations, point solutions still offer viable capabilities. Not every company, particularly smaller businesses, will need an all-in-one platform and find it more efficient and cost-effective to opt for point solutions that address their specific needs but nothing more. In addition, some companies prefer the deep expertise often found with best of breed solutions.

Point solutions fall into the following categories (we’ll cover associated features further down):

Technology advancements add a layer of complexity, as things like AI become more firmly rooted in HR platforms. The industry has even reached the point where new categories are forming or emerging as the HR tech stack evolves.

This constant transformation makes it all the more critical to conduct research and thoroughly vet vendors to understand what you’ll receive from a system.

HR Management Software Report

Expert recommendations and analysis on the top HR Management Software

Get free access now

Deployment Methods

Whether you choose a cloud or on-premise solution is another factor to closely consider. More and more, companies are shifting to cloud-based models. The Sierra-Cedar 2019–2020 HR Systems Survey White Paper, 22nd Annual Edition found that more than seven in 10 respondents use at least one cloud application. Talent management, core HRMS, workforce management and payroll account for the highest SaaS/cloud deployments.

However, the survey also found that a large number (40%) of respondents still use one or more applications on-premise and that cloud adoption, while continuing, hasn’t advanced at the speed expected.

Cloud and on-premise solutions both have advantages and drawbacks. For example, cloud hosting is more cost-effective up front and is good for companies that lack an IT department to handle the complexities of implementing and maintaining the software.

However, on-premise solutions grant greater customization, which enterprises may find attractive to meet their complex organizational structure and processes.

Other factors to weigh include security, data governance, disaster recovery plans and integration with other business systems such as an ERP.

Given the many nuances, it’s critical to evaluate your unique circumstances and requirements to determine whether cloud, on-premise or hybrid deployment is best for your organization.

Our HR requirements template can simplify and speed up the process of shortlisting vendors that are a good match for your preferred deployment strategy.

Benefits of HR Applications

Having an HRMS in place allows your company to complete basic functions that are essential to running a business. Recruitment, payroll, benefits administration, attendance and other HR software features are universal functions across industries.

However, the benefits extend far beyond that. Implementing an HRIS solution will allow your company to:

  • Save Time: HR systems streamline many manual tasks that HR departments and employees face. This includes data entry, employee profile updates, payroll processing, employee self-service via chatbots, recruiting and onboarding. For example, technologies such as AI can save hours by scanning candidate resumes.
  • Ensure Data Accuracy: An HRIS provides a central database for employee records and other information, eliminating duplicates and ensuring data is up to date. Additionally, close integration between payroll and other modules like time and attendance and compensation management ensures pay is accurate and that it accounts for unique factors like overtime, commission and bonuses.
  • Develop the Skills of Your Workforce: A learning management platform allows new employees to learn critical job skills. These programs can also facilitate career development or promote reskilling so employees can switch job functions if the need arises.
  • Promote Employee Growth: Managers can schedule regular reviews and use tools that drive conversations and help employees grow within their positions. Metrics on employee performance help identify employees’ strengths and areas that need improvement.
  • Ensure Long-Term Success: Succession planning tools enable executives to plan for the future by identifying employees who qualify for C-Suite roles and purposefully developing the skills needed to succeed in such a role.
  • Make Data-Driven Decisions: With the ability to track and analyze all HR-related information via dashboards and reports, managers and executives can make decisions that are backed by data.
HR Management Software Report

Expert recommendations and analysis on the top HR Management Software

Get free access now

HRIS Software Implementation Goals

Goal 1

Host All Employee Information in a Central Location

Employee personal information (name, position, time at the company), work-related data (PTO accrued, healthcare benefits) and corresponding documents are all stored in a central database, making the flow of data throughout your organization seamless. An employee self-service portal makes this information accessible to all members of your organization.

Goal 2

Manage New Hire Processes

New employee onboarding is a critical function of HR software. Some systems offer standalone onboarding capabilities. More advanced platforms often also incorporate recruiting features.

Goal 3

Control Monetary Functions Such as Compensation Management, Taxes and Payroll

HR systems provide a central location for managing a company’s people-related finances. Employees can view their payment information and choose their preferred method of payment (direct deposit or check). Management can use the software to distribute funds, issue reimbursements and make payroll processing changes.

Goal 4

Keep Track of Employee Time

Adopting an HRMS simplifies the process of monitoring the time employees spend at work (and away from work). It tracks company holidays, paid time off, sick leave and other absences, often with a streamlined review and approval process that saves both employees and managers time. Employee scheduling tools enable managers to arrange shifts for hourly workers. The system feeds this data into the payroll system to ensure accurate compensation management

Goal 5

Encourage Employee Development

Many HR software vendors offer learning management, performance management and career planning features.
Employees can receive instruction as part of their onboarding process, monitor their improvement and craft paths specific to their professional goals while receiving support from managers.
HR Management Software Report

Expert recommendations and analysis on the top HR Management Software

Get free access now

Basic HR Software Features & Functionality

Core HR

Essential HR functionality includes a central database, employee information dashboard, document management and a self-service portal for employees and managers. Your HRMS should also have benefits administration and be able to lead your employees through the enrollment process, with all necessary information included on the platform.

Employee engagement lets you gather employee feedback from employees, recognize achievements and reward positive results. It’s usually implemented as an extra tool or full replacement for traditional performance reviews. Performance feedback is a key component to employee success, but companies can reap benefits as well. Research has shown that businesses with engaged employees are more likely to be high performers and see greater revenue growth.

Other core HRM features include calendar and email integrations, an organizational chart that shows role hierarchy and team distribution, and compliance management.

Recruitment and Hiring

This is the first step in the candidate-to-employee lifecycle and typically involves applicant tracking and recruiting software. Capabilities include integration with job boards and social media, an AI tool to process resumes, a candidate portal, document sharing, a talent pool and evaluation tools

A streamlined recruitment, evaluation and selection process promotes a positive experience for your business and your applicants, and it ensures you choose the right person for the job.

Onboarding

The time between an offer letter and the first day of employment has always been critical to an employee’s overall success. Layer on the extreme mobility of the modern workforce, remote workers and so many other risks of alienating your new hire, and the timeline becomes critical – even well beyond day one.

The tools that facilitate employee onboarding are like sandpaper in a workshop, making the employee transition as smooth as possible. Onboarding features can include digital documentation with e-signature, welcome packets, automatic reminders to set up deposit preferences and enroll in benefits, and checklists to monitor onboarding progress. Integration with a learning management platform facilitates the process of employees starting on the proper training right away. Workflows can ensure tasks happen in the appropriate order and some solutions also allow managers to create check-in milestones.

Performance Management

Think about where you are today and where you want to be post-implementation. Annual performance reviews are going by the wayside, partly due to the fact that a large chunk of the workforce — Millennial and Gen Z workers — prefer ongoing feedback. Look for performance management tools that are agile, supporting a more fluid management process. These can include 360-degree reviews, goal setting, peer feedback, engagement surveys, micro-learning, social recognition and check-ins.

According to the TinyPulse 2019 Employee Engagement Report, high performers receive better levels of support than low performers. Having a robust system for feedback, recognition and employee improvement benefits managers looking to keep track of employee progress, as well as employees who are more motivated and equipped to excel in their roles.

Payroll

Payroll management is often provided as a standalone solution, but many of the best HR systems incorporate this capability. The fear of replacing your payroll tool can often be alleviated when weighed against the cost savings and efficiency gains of rolling it into your core HR system. It can automate relevant deductions, provide flexible pay schedules, ensure regulatory compliance and more.

Time and Attendance

Users can 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.

Compensation Management

Compensation management tools take all factors of employee payment into account: base salary, overtime, bonuses, stock incentives, retirement plans and more. They also include wellness programs. The workflows associated with rewarding your employees are critical to business, so a product’s ability to manage those processes is a key consideration.

Reporting and Dashboards

These analysis tools are critical, as they provide a window into KPIs and let you examine data at a granular level when needed. HR solutions offer pre-built reports based on common industry metrics. Many also let you customize reports to surface the data that’s most relevant to you.

Accounting

With accounting tools in place, you’ll be able to conduct basic business functions like bookkeeping, expense management, and billing and invoicing. Some systems can handle foreign currency as well as provide budgeting and forecasting tools.Some HRMS platforms have these features natively included, while others offer integration with an accounting program like QuickBooks or SAP,

which automatically pulls HR data like payroll.

HR Management Software Report

Expert recommendations and analysis on the top HR Management Software

Get free access now

Advanced HR Software Features to Consider

Learning Management

Digital training courses and continued education resources are included in many robust HCM suites. Learning management ensures all of your employees are up to date on the latest technologies and have the requisite job skills. Some learning management systems include career development features as well, helping workers create plans and providing educational materials that are aligned with their goals.

An LMS offers blended learning, instructor-led training (ILT), course creation and management, game-based elements to stimulate learning, certifications, learning paths and reporting features. Larger products also incorporate e-commerce capabilities so companies can offer courses externally.

Workforce Management

Workforce management platforms often encompass individual HR functions, such as time and 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.

Talent Management A talent management suite provides features such as career and succession planning, employee performance management, goal management, competency management and workforce planning. These capabilities enable companies to oversee all facets of their workforce.
Globalization

This feature is best for large companies that operate internationally and need functionality such as localized views and compliance, multi-language and multi-currency support, and location-specific workflows.

It also provides a standard UI and one system of record for a unified, seamless experience.

HR Management Software Report

Expert recommendations and analysis on the top HR Management Software

Get free access now

HR Software Comparison

The above sections should have given you a clear idea of the types of HR systems, what they offer and the main features to look for. Now it’s time to take that information and apply it to your situation.

The first step is to identify key stakeholders from across your organization. This team commonly includes HR staff, IT personnel, finance and operations members, and payroll specialists. To ensure the best outcome, you should loop in managers, front-line employees, administrators and executives. HR software impacts everyone, so every tier at your company should have input.

Once you have a team assembled, you can build your requirements (our platform speeds up and simplifies this often complex and time-consuming process). When listing your requirements, be sure to differentiate between business-critical and optional features. For example, having a payroll tool and employee database is essential for any company. However, you may not need the ability to conduct succession planning.

It may help to use a weighted scale to assign importance to each requirement so you can decide which shortcomings are deal-breakers and eliminate vendors based on those parameters. Beyond standard feature requirements, it’s equally important during your HR software reviews to consider budget, time, infrastructure and additional non-feature factors like vendor support.

With your requirements in hand, begin exploring the market. If you already have an initial list of products you’re interested in, eliminate some based on your refined requirements. Old, new, broad, narrow — the HR management software market is a complex tapestry of products due to the different buyers it serves, acquisitions and the evolution of individual vendors.

That makes it vital to be clear on your company’s needs so you don’t get sucked into purchasing a platform that on one hand lacks features or on the other hand offers bloated functionality you won’t use.

HR Management Software Report

Expert recommendations and analysis on the top HR Management Software

Get free access now

The Cost of HRMS Solutions

Cost is a major consideration in any software evaluation project. This is especially true if you’re looking at large HCM suites that come with feature-rich modules — and a higher price tag.

You can refer to our HR Software Price Guide for a detailed breakdown of what the top HRMS solutions cost. Here, we’ll take a broad look at pricing in the HR industry so you know what to expect and look for.

Pricing depends on a number of factors:

SaaS vs. Software License

SaaS (software-as-a-service) products follow a subscription model, where payment is based on the number of users, monthly or annually. A license, which is most common with on-premise solutions, lets a company use the software after paying for a one-time purchase (some licenses require renewal).

One-time licenses are much more costly up front because you’re paying for the software in one lump sum. On top of that, your company will need an adequate number of IT professionals to maintain the system and ensure data security, which can be an additional expense.

Subscriptions, by contrast, are much less expensive in the short term. That said, it’s smart to consider long-term costs, since you’ll always have to pay for a SaaS product, but once you’ve licensed an on-premise system, it’s less likely you’ll have to worry about ongoing payments.

Number of Modules Needed

If you’re looking at an HR suite rather than point solutions, you’ll have to factor in required modules to your cost equation. Much like a food buffet, many vendors let you choose which modules you want to plug into the ecosystem. For example, if you’re looking for core HR, learning management, payroll and workforce management capabilities, each of those functionalities may carry an individual sticker price.

Number of Users

The number of users who will need access to the system is one of the biggest considerations when putting together a budget. As mentioned, many SaaS models charge per user. So even if the cost is only $10 per user, each month, if you need to support 1,000 users, you’ll pay $120,000 every year.

Customizations

Making specific customizations to the software may cost extra. You’re more likely to find this incorporated into the base cost, but you should always check, as things like the extent of the customizations, complexity and specific needs contribute to the overall cost.

Customization expenses are more common with subscriptions, as the vendor would handle customizations. Vendors may also customize elements of an on-site system, but once the platform is installed on your servers, your IT department has the freedom to make any changes necessary.

Training

More complex systems often require training in order for administrators and users to understand workflows, setups and individual capabilities. Again, you’ll find a wide variety, with some vendors offering in-person training, some providing online premium training or free self-training, and some offering a mix. Whatever the case, don’t overlook this element when budgeting for an HRMS solution. Proper training can encourage higher user adoption rates and ensure users get the most out of the software.

Other Costs

Some other areas to think about include installation and implementation, data migration, and maintenance.

These are often rolled into the subscription or license price tag, so you don’t have to pay for them separately. It’s always good to verify, though, because each vendor has their own pricing details.

HR Management Software Report

Expert recommendations and analysis on the top HR Management Software

Get free access now

The State of Human Resources and Its Technology

For an in-depth treatment of industry trends spanning general HR, talent management and HR technology, check out the additional resources at the end of this guide. Here, we’ll cover some of the key highlights so you can make a more informed buying decision.

Market Movement

The HR market is projected to be worth more than $38 billion by 2027, achieving a CAGR of 11.7%.

Spending, however, isn’t expected to grow, according to the Sierra-Cedar 2019—2020 Survey White Paper, with 41% of companies increasing HR budgets in 2020 compared to 55% spending the same and 4% spending less. The top areas of focus for companies that plan to spend more include talent management, core HRMS, business intelligence for HR, benefits and payroll.

Technology Transformation

In addition to the emergence of employee experience platforms (discussed below), innovative technologies include augmented and virtual reality, along with the development of learning applications.

AR/VR can support recruiting efforts and enhance job learning, especially for professions that are inherently more dangerous. Additionally, the learning market is transforming, says HR analyst Josh Bersin. There’s a shift away from sole reliance on LMS software as learning experience platforms (LXP) solidify as a viable segment in the HR landscape, thanks to vendor innovation and the entrance of non-traditional — though major — players like MyTrailhead from Salesforce and LinkedIn Learning.

Artificial Intelligence

AI, to no one’s surprise, has been a constant focus. And while it’s not a magic cure for all HR woes, tools that use AI-based technology are making a mark within the HR sphere. Chatbots answer employee queries and can screen candidates, offering interviews if appropriate. Algorithms also relieve the burden of scanning resumes so hiring managers can focus on the recruiting phases where human interaction is most critical.

Employee Experience

Companies have realized the importance of reframing the place employees have in a company. The employee experience has become a central theme as organizations seek to attract talent, engage employees to produce better results, reduce churn and compete in a high-demand talent marketplace.

Bersin has identified the emergence of a new software category within HR — the employee experience platform (EXP).

These systems seek to enhance productivity and engagement by presenting a single user-friendly interface where employees can go to receive services and find relevant information.

HR Management Software Report

Expert recommendations and analysis on the top HR Management Software

Get free access now

Questions to Ask Yourself

Use these questions as a starting point for internal conversations:

  • What are you hoping to improve upon compared to your current HR system, or what do you hope to gain by adopting human resource information system software?
  • What current and future company-wide priorities do you need to consider?
  • Who will use the system and what are their must-have features and their nice-to-have features?
  • What challenges are users facing with your current solution?
  • What deployment model makes the most sense for your company, given constraints such as personnel, budget and user count?
  • What’s your budget?
  • What business software integrations do you require (CRM, ERP, accounting)?
  • Is gaining the functionality provided by point solutions key to your business, or is having a unified suite more important?

Questions to Ask HR Vendors

Use these questions as a starting point for conversations with vendors:

About the Software

  • Are payroll previews available? How easy is it to rectify payroll errors?
  • How is the software implemented and how is data migration handled?
  • Is the software built on one database, allowing for a seamless flow of data between modules?
  • Do dashboards and reports make it easy to quickly identify and keep tabs on key business metrics? Do they also allow enough drill-down for granular analysis when needed?
  • How does the software automate and streamline manual tasks such as data entry, recruiting and onboarding?
  • How often are product updates released? How are they rolled out — are upgrades automatic?
  • What compliance tools (audit templates, workflows, GDPR) are offered?
  • Does it provide a unified, user-friendly experience for managers and employees?
  • Is there a mobile app? Is there a seamless user experience when switching between desktop and mobile apps across devices? How many tasks can be performed on a mobile device?
  • What security measures are in place to protect employee data, prevent data loss and comply with industry-specific regulations?
  • Can the system be configured according to industry-specific best practices? Does it offer functionality that can handle requirements for companies in your industry?

About the Vendor

  • Is training embedded in the product? Is it free? Are resources available to help users learn how different aspects of the software work?
  • Related to training, how soon until employees are able to use the software?
  • What’s the size of the vendor? Are they financially stable and viable in the market?
  • How well does this vendor serve your industry? For example, can it support unique workflows and capabilities?
  • How dedicated to support is the HR software provider? Is it vouched for by current clients? What support avenues do they offer (phone, chat, email, community forum, client success manager)?
  • What does the implementation process look like? How much support will the vendor provide?

In Conclusion

Finding the right HR software is critical to the short and long-term success of your business. With a strong system in place, you’ll be able to effectively manage every phase of the employee lifecycle from recruitment to exit. It will provide key insights that improve operations and identify risks so you can take preventative action. Building a list of requirements with input from key stakeholders and conducting thorough product and vendor analysis will put you on the path to a fruitful HR implementation.

HR Management Software Report

Expert recommendations and analysis on the top HR Management Software

Get free access now

Top 10 HR Management Software Leaders by Analyst Rating

(of 165 products) GET THE IN-DEPTH REPORT
View ratings by:
165 Products found for

HR Management Software

Narrow down your solution options easily
Filters:
Clear Filters
Sort by:

ADP Workforce Now

User Sentiment:
85%

ADP Workforce Now provides a comprehensive suite of tools that help organizations handle payroll, time and attendance, talent management, benefits administration, and other HR processes. The modules enable organizations to efficiently manage the complexities of the employee lifecycle. The cloud-based platform is best suited for midsized and enterprise organizations with 50 employees or more.Built on a single, configurable database, the software facilitates data syncing across different components to reduce manual entry and data errors. Embedded with protective layers such as physical security, intelligent detection, fraud defense and other mechanisms, the system also provides enhanced security and data privacy.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

UltiPro

User Sentiment:
85%

UltiPro, a cloud-based solution from Ultimate Software, brings together core HR, talent management and payroll into a unified HCM suite. Allows users different levels of access that can be customized based on business needs.In addition to these capabilities, the software is equipped with a robust set of business intelligence and predictive analytics tools. Powered by AI and machine learning, they provide data insights to drive intelligent decisions.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

ADP RUN

User Sentiment:
89%

RUN powered by ADP is a cloud-based payroll solution designed to meet the needs of small businesses (under 50 employees). ADP has other paid options for larger organizations. Basic capabilities, such as benefits administration and hiring, are available besides the payroll module. The vendor also offers professional services to help companies with taxes, benefits and insurance.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

SuccessFactors

User Sentiment:
75%

SuccessFactors combines a set of integrated products to form a complete suite for HCM. The HR portfolio enables companies to execute basic HR functions as well as expand to strategic initiatives and planning to remain competitive. Based in the cloud, uses technology such as AI and machine learning to solve pressing human resources demands. In addition, SAP offers consulting and professional services to help companies implement integrations, deploy HR solutions and more.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

Oracle HCM Cloud

User Sentiment:
78%

Oracle HCM Cloud provides a suite of applications that enable organizations to build and execute modern human resources and talent management strategies. Its set of modules includes human resources, talent management, workforce management and AI capabilities. These modules help align HR processes that are supported by local compliance and provide HR managers with access to a workforce directory, employee profiles and skills information, time monitoring, policy implementation, and employee experience and skill alignment. It also enables talent managers to create a talent-rich applicant pool, recruit and retain quality hires, and execute employee engagement practices.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

Infor CloudSuite HCM

User Sentiment:
82%

Infor CloudSuite HCM is a cloud-based product designed to deliver comprehensive capabilities for medium-sized and large organizations. Its core bundle consists of global HR, HR service delivery and talent management. Companies can add on payroll, HCM analytics and workforce management modules on an as-needed basis for extended functionality.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

BambooHR

User Sentiment:
89%

BambooHR is an HRMS designed for small and medium-sized businesses and provides solutions for organizations in all industries. Based in the cloud, it streamlines data collection throughout the employee lifecycle, warehousing relevant information in a centralized database making it easily accessible to both managers and individual employees. It facilitates hiring, onboarding, compensation administration, performance management, provides employee self-service capabilities and everything in-between. It allows organizations to make customizations, set multiple administrators and maintain inactive employees.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

Zoho People

User Sentiment:
87%

Zoho People is a cloud-based platform that facilitates labor management activities such as performance evaluation, time and attendance tracking, and expense reporting. As part of a larger product suite, it can seamlessly integrate with the rest of this vendor's recruiting and expense solutions. It also connects with the provider's payroll product, but payroll is only available internationally in India and in the U.S. for California and Texas. Includes support for 12 languages, allowing organizations to manage a global workforce.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

Sage People

User Sentiment:
84%

Sage People is a global cloud system that provides workforce analytics, attendance, leave management, talent management and payroll. Designed for mid-sized multinational companies, it can be accessed anytime and on any device. Automation and analytics enable business continuity, increase workforce visibility and boost productivity. It is fully extendable, with the ability to integrate with third-party products.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

PeopleStrategy

User Sentiment:
n/a

The PeopleStrategy HR suite enables small and medium-sized businesses to manage all aspects of HR from one cloud-based platform. Its modules cover core HR (performance, comp planning, onboarding), workforce management, payroll, benefits administration and talent acquisition. Capabilities include applicant tracking, self-service, analytics and reporting. It automates many parts of the administration process and stores information in a single database to eliminate double data entry.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

CoreHR

User Sentiment:
79%

CoreHR is a cloud-based solution that provides integrated payroll, people management, workforce management, talent, recruitment and analytics. Designed for midsize enterprises, it supports HR tasks, automates workflows and delivers insights on all aspects of the workforce. A mobile app for iOS and Android devices allows users to take work with them anywhere.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

Ascentis

User Sentiment:
76%

Ascentis offers human capital management services to companies of all industries via its cloud-based suite. Its five modules include time and attendance, payroll, HR and benefits, talent, and recruiting. Users can choose to pick individual functionalities or the entire package of services, depending upon their needs. It facilitates process automation for several complex business processes and transactions, reduces the probability of errors, offers real-time analytics, eliminates manual work and helps talent managers and organizations cater to their human resources and talent management requirements. It also provides ease-of-use through its mobile app that can be accessed anytime, anywhere on a tablet or smartphone.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

Paycom

User Sentiment:
84%

Paycom’s software suite automates a variety of the core tasks necessary for attracting, managing and retaining talent. It helps businesses to streamline their processes and relieve the burden of unnecessary paperwork, allowing managers to focus on tasks that cannot be automated. Its cloud-based deployment lets managers access its features from any internet-connected device, enabling them to complete tasks even when they’re out of the office. It facilitates tasks such as benefits administration, reporting, onboarding and learning management.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

Zenefits

User Sentiment:
81%

Zenefits is a cloud-based suite of tools that enables companies to manage HR, payroll and benefits from a central platform. The solution is targeted at small and mid-sized businesses.Users can view the company’s structure via a dynamic org chart, which gives a real-time picture that shows changes to titles, contact info and other system updates. An employee directory centralizes information to facilitate easy collaboration.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

ADP Vantage HCM

User Sentiment:
75%

ADP Vantage HCM, a cloud-based, on-premise and open architect solution, brings together core human resources services through integrated modules that help manage payroll, time and attendance, workforce management, talent management and more. It helps organizations of all sizes across the U.S. improve employee engagement and gain real-time insights to enhance workforce processes and workplace operations. It simplifies office administrative operations, minimizes risks, reduces expenses and provides dedicated guidance to enhance operational efficiency. Talent managers can streamline the onboarding process and synchronize performance with pre-set goals on a monthly and yearly basis. It also offers a mobile application.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

Kronos Workforce Ready

User Sentiment:
81%

Kronos Workforce Ready is a cloud-based HR suite designed to meet the needs of businesses of all sizes, across all industries. Users have access to a broad range of features and additional integrations to complete a variety of core human resources tasks. Facilitating management of both full- and part-time employees as well as hourly or salaried employees, it is customizable to meet the specific needs of any business. Users have the option to start with the full deployment of modules or begin with a single module and build from there.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO
Call SelectHub for a free 15-minute selection analysis: 1-855-850-3850

Vibe HCM

User Sentiment:
87%

Vibe HCM unifies core human resources capabilities surrounding transactions and compliance, along with strategic employee engagement. The SaaS-based suite includes recruiting, onboarding, core HR, time and attendance, communication and connection, talent development and recognition, payroll, compliance, benefits management and engagement measurement. It’s suitable for medium and large businesses.There are two different versions of the product available to deploy. Essentials is best for businesses that need to get up and running quickly but want the ability to upgrade in the future. Edge is suitable for those whose complex requirements call for customization and advanced capabilities.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

Epicor HCM

User Sentiment:
67%

Epicor HCM helps companies manage their people with automation for HR processes and tools that enable tracking, managing and analyzing all employee information from application to retirement. Through its self-service access, users can personalize the homepage with their company’s tasks and schedules. Executives can access company metrics and get detailed insight into the organization and employee trends. Recruitment management, absence tracking and benefits management provide greater control over time off, staffing, and organizational productivity and efficiency. It is a SaaS that can be hosted in the cloud or licensed for on-premise deployment.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

Blackboard Learn

User Sentiment:
n/a

Blackboard is an educational management tool used commonly in K-12, higher education, online education and corporate training. It’s cloud-based and has several add ons including Learn, Open LMS, Classroom, Predict, Intelligence, Ally, Collaborate and more. All have different specialties that add to the primary online education functions.The core product, Blackboard Learn, includes course management, mobile accessibility and insights into data and analytics. Upgraded versions have more robust facilities, including advanced web conferencing, virtual classrooms and more in-depth reporting.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

PrismHR

User Sentiment:
77%

PrismHR offers flexible, customizable and efficient solutions to support the comprehensive payroll, benefits and HR management requirements of small businesses and HR service providers. It provides assistive capabilities through the six key modules: platform, payroll, talent, time, employee portal and benefits. Its marketplace offerings include tools for financial wellness, identity protection, time and attendance, voluntary insurance, compliance, consulting services, taxes and more. These add-on capabilities are pre-integrated and give HR providers validated connections.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

Arcoro

User Sentiment:
85%

Arcoro, formerly known as BirdDogHR, is a cloud-based 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.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

Viventium

User Sentiment:
93%

Viventium, a cloud-based solution for small and mid-sized organizations, enables talent managers, executive leaders and organizations to manage general human resources, payroll, recruitment, time and attendance. It offers flexibility, expert guidance, easy customization and usage, and other facilities to aid HCM needs. Employers can track employee data, run mock audits, create custom action plans, save employment data, run data analysis, develop employee surveys, accept or reject leave requests, add essential candidate information to dedicated profiles and more.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

SyncHR

User Sentiment:
75%

SyncHR is a comprehensive human capital management (HCM) platform that delivers benefits, payroll, time and attendance, talent management, and core HR capabilities to mid-market companies. The cloud-based system automates common tasks and can integrate with other business systems to provide real-time insights across an organization.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

Deltek HCM

User Sentiment:
81%

Formerly known as HRSmart, this solution helps manage the Entire Employee Lifecycle. Seamlessly recruit, on–board, develop, compensate and track progress of your employees. Deltek Talent Management offers your company all the solutions it needs to manage the complete employee lifecycle on one built-in platform. With our extensive product line, you can efficiently handle Acquisition, Performance, Learning, Development and Compensation. To suit your company's specific needs, modules can be purchased individually or together as a unified employee management solution.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

FinancialForce HCM

User Sentiment:
51%

FinancialForce HCM gives you the power to manage your entire workforce with one, comprehensive, cloud solution. The unique value of this is the power of the Salesforce platform which delivers native collaboration, global, social and mobile capabilities to your workforce and allows you to better communicate and engage. Now you can empower and retain your workforce while delivering valuable dashboards and reporting options to your business managers.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

Paychex

User Sentiment:
83%

Paychex provides pay processing and general human resource solutions for businesses of all sizes. Users can choose from four different pricing plans, all of which offer core HR and pay processing functionalities. The web-based system assists with hiring, onboarding, tax filing, benefits management, time tracking and more. Users can customize the solution to meet their specific business needs, adding only the features that they will use. This allows all users to get the best system to fit their needs, whether they be simple or complex.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

Paylocity

User Sentiment:
88%

Paylocity is an all-in-one cloud payroll solution that enables organizations of every size to execute administrative tasks such as talent acquisition, time and labor management, and other core processes. Its functionality includes multiple configuration options that allow companies to customize according to their needs.It contains robust security measures such as encryption, real-time backups and secure data centers. It also has a user-friendly mobile app that is compatible with both iOS and Android devices.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

Cornerstone OnDemand

User Sentiment:
80%

Cornerstone OnDemand is a cloud-based talent and performance management product. Together with its subsidiaries, it helps companies cater to their people development and management related needs. It comes with five modules that support recruiting, learning, performance and content management. It helps companies manage employee lifecycles from start to end. It can be accessed from anywhere at any time, regardless of the user’s location or device type.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

Saba

User Sentiment:
82%

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.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

JobDiva

User Sentiment:
88%

JobDiva is a cloud-based Platform-as-a-service (PaaS) for staffing enterprises, incorporating a patent-protected recruiting engine. It is supported by a full suite of advanced features that drive the hiring process from the first engagement to hiring and onboarding Its partner ecosystem offers more than 150 integrations that provide robust recruiting and hiring capabilities that assist throughout every phase of the process. Through its implementation, businesses are able to decrease their time-to-hire, engage easily with candidates and grow their organizations.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

PeopleGuru

User Sentiment:
n/a

PeopleGuru is a cloud-based solution that provides payroll, time and labor management, benefits management, talent acquisition and performance management. Designed for mid-market organizations, it manages the complete employee lifecycle for a diverse, multi-generational and virtual workforce.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

JazzHR

User Sentiment:
87%

JazzHR is a SaaS service provider that helps companies find and recruit great employees. Recruitment managers can do away with spreadsheets and emails, replacing it with an intuitive ATS that automates, centralizes and streamlines the recruitment process. It provides a single platform for companies to mirror any internal approval processes, post and syndicate jobs to paid and unpaid job boards, add job listings to a hosted company career page, create and share employment offers, request referrals, complete onboarding paperwork, customize reporting and track applicant sources. Features include candidate sourcing, candidate experience, interviews and assessments, applicant tracking, employer branding, collaborative hiring, offers and e-signatures, compliance, and reporting.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

ClearCompany

User Sentiment:
89%

Founded in 2004 as HRM Direct, ClearCompany offers solutions for hiring, retaining and engaging employees. This product supplies features to assist with managing employees throughout every stage of their lifecycle. It combines a variety of core HR functions within one platform, providing users with a full HR suite. Provides users with branded career sites, hiring, onboarding and many more functionalities. Suitable for businesses of all sizes in all industries.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

SumTotal

User Sentiment:
69%

SumTotal is a configurable, unified platform that enables businesses to attract, build and retain talent. Its modules deliver capabilities for talent acquisition, talent development, learning management, talent management and workforce management. These modules assist organizations with recruiting, mentoring, career path planning, onboarding, continuous feedback, succession planning and more. It also provides an ATS that enables employee tracking from the receiving résumés to onboarding. Cloud-based and on-premise deployment are available, and it can be used on smartphones or tablets.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

Namely

User Sentiment:
77%

Namely is a cloud-based platform for mid-sized businesses. A suite of connected modules allows organizations to manage payroll, time and attendance, benefits, and talent. Also equipped with additional features for general HR activities, such as document storage and management, customizable dashboards, and audit trails.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

LABORsuite

User Sentiment:
n/a

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.

PRICE
$
$
$
$
$
DEPLOYMENT
COMPANY SIZE
S
M
L
PLATFORMS

Request with no obligation:

PRICEDEMO

Comparison of HR Management Software Leaders

HR Management Software Leaderboard

GET THE IN-DEPTH REPORT

Information Management - Top 10

Lets HR managers assign employees to specific projects, tracking progress, store document files in a repository, and two other key requirements.

HRM Core Functions - Top 10

Should have pre-built definitions or templates of legal compliance, allows centralized audit of HR practices, and allows existing HR practices to be audited from a legal compliance perspective for issues related to recruiting, workforce management and employee exit practices.

Pricing & Cost Guide for HR Management Software

See the Price/User for the top HR Management Software… Plus the most important considerations and questions to ask when shopping for HR Management Software.

Real People... with Data

We know selecting software can be overwhelming. You have a lot on the line and we want you to make your project a success, avoiding the pitfalls we see far too often.

As you get started with us, whether it be with Software Requirements templates, Comparing, Shortlisting Vendors or obtaining that elusive Pricing you need; know that we are here for you.

Our Market Research Analysts will take calls, and in 10 minutes, take your basic requirements and recommend you a shortlist to start with.