The Human Resource Information System (HRIS) is an important part of modern HR management system and department. This software solution automates various HR tasks, streamlining processes, and enabling HR professionals to focus on strategic initiatives. With the wide range of HRIS software options available in the market, choosing the right one for your organization can be a daunting task. In this blog post, we will explore 10 HRIS software options to consider in your HR selection process - keep this list, add others, or remove some - it should be a great start to a selection process.
HRIS Software Options
There is a growing number of HRIS platforms, from the very largest and most well-known (e.g. SAP, Workday et al) to new and fast-moving start-ups. For the inexperienced, choosing a suitable new software solution can be pretty daunting. To get things started, we have a viewpoint on ten vendors that may be worth considering as part of your 'longlist' considerations. It is just a starting point, but we hope these vendors might be interesting options and of course, more can be added to the list as you go.
SAP:
SAP provides a human resources information system (HRIS) known as SAP SuccessFactors Employee Central.
SAP SuccessFactors Employee Central is a cloud-based HRIS that helps companies manage and automate core HR processes, including benefits administration, time and attendance, payroll, and employee data storage.
SAP is known for its robust suite of enterprise software solutions and has a strong presence in the global HRIS market.
Workday:
Workday offers a comprehensive HRIS platform known as Workday Human Capital Management (HCM).
Workday HCM is a cloud-based solution that helps organizations manage a wide range of HR processes including talent acquisition, HR administration, talent management, and workforce planning.
Workday is recognized for its user-friendly interface and emphasis on analytics and reporting capabilities.
Rippling:
Rippling provides an all-in-one HR platform that includes HRIS functionality.
Rippling's HRIS allows businesses to manage and automate various HR operations, such as onboarding, employee changes, offboarding, and global payroll.
Additionally, Rippling enables users to generate and automate HR documents, collect electronic signatures, and more.
Rippling's HRIS offers a centralized platform for managing global HR operations.
Ceridian:
Ceridian is a leading provider of cloud-based HRIS solutions.
Ceridian's HRIS platform, called Dayforce HCM, helps organizations manage HR, payroll, benefits, workforce management, and talent management processes.
Dayforce HCM offers a range of features such as employee self-service, time and attendance tracking, and workforce planning tools.
Ceridian is known for its strong customer support and integrated suite of HRIS capabilities.
ADP:
ADP is a global provider of HRIS solutions, with its flagship offering being ADP Workforce Now.
ADP Workforce Now is a cloud-based HRIS platform that includes features such as payroll, time and attendance, benefits administration, and talent management.
ADP has a long-standing presence in the HRIS market and is known for its scalability and extensive range of HR capabilities.
Oracle:
Oracle offers an HRIS solution called Oracle HCM Cloud.
Oracle HCM Cloud is a comprehensive cloud-based platform that enables organizations to manage all aspects of their HR operations, including recruiting, employee onboarding, performance management, and succession planning.
Oracle HCM Cloud is known for its robust suite of HR applications and integration capabilities.
HiBob:
HiBob is an HRIS platform that focuses on providing a modern and intuitive user experience.
HiBob offers a range of HRIS features including employee management, benefits administration, time and attendance tracking, and performance management.
HiBob aims to streamline HR processes and improve employee engagement through its user-friendly and data-driven HRIS platform.
UKG (Ultimate Kronos Group):
UKG (formerly Ultimate Software and Kronos) offers a unified HRIS platform called UKG Pro.
UKG Pro combines the capabilities of Ultimate Software's UltiPro and Kronos' Workforce Ready solutions to provide a comprehensive HRIS platform.
UKG Pro offers features such as HR administration, payroll, time and attendance, talent management, and workforce planning.
Access Group:
Access Group provides an HRIS platform known as Access Workspace for HR and Payroll.
Access Workspace for HR and Payroll is designed to help organizations streamline their HR and payroll processes in a unified platform.
Features of Access Workspace for HR and Payroll include HR administration, employee self-service, payroll, reporting, and compliance management.
BambooHR:
BambooHR offers an HRIS platform specifically designed for small and medium-sized businesses.
BambooHR's HRIS solution provides features such as employee onboarding, time tracking, HR reporting, applicant tracking, and performance management.
BambooHR focuses on simplicity and user-friendliness, making it accessible to companies with limited HR resources.
Criteria for selecting HRIS software:
These ten vendors form part of our 'HRIS Software Guide - Longlist Options' report. It is designed to give you our viewpoint on a number of technology vendors that you might want to speak to in order to assess the market and get started with your vendor selection process. However, it's also important to understand the criteria for selecting the right software for your organization's needs. Here are some key factors to consider:
Cost: Evaluate the pricing structure of the HRIS software, including upfront costs, ongoing fees, and any additional costs for customization or support. Consider your budget and ensure that the software's cost aligns with your financial capabilities.
Features: Assess the features and functionality of the HRIS software. Look for core HR functions such as employee data management, payroll processing, benefits administration, time and attendance tracking, and performance management. Additionally, consider any additional features, such as employee self-service portals, applicant tracking systems, or analytics and reporting capabilities.
Integrations: Determine if the HRIS software integrates with other systems or software used in your organization, such as payroll software, attendance tracking systems, or applicant tracking systems. Seamless integration can improve data accuracy, reduce duplicate entries, and enhance overall efficiency and productivity.
Scalability: Consider the scalability of the HRIS software. Assess whether it can accommodate the growth of your organization in terms of employee count, locations, and additional functionality. Choosing a scalable solution ensures that your HRIS software can adapt to the changing needs of your business in the long run.
User-Friendliness: Evaluate the user interface and ease of use of the HRIS software. Consider the level of technical expertise required to navigate the system and perform day-to-day tasks. A user-friendly interface can reduce the learning curve and increase user adoption throughout your organization.
Running a Rapid RFI or HR selection process.
The first step in the selection process is to talk to the vendors to determine which (if any) is suitable to be part of your shortlist of options. There are a couple of different approaches that we find really helpful at this point in the selection process.
Rapid RFI
We run a Rapid RFI (RRFI) which acts as a great way to quickly make an assessment of the field. We contact the vendors with a write-up of the requirement, and quickly go through the fastest form of RFI on the market. Take a look at our Rapid RFI if you would like help from someone to run a quick process for you, or our RFI Template if you would like to have a go at doing it yourself but just need some ideas.
HR Technology Matchmaker Service
If you don't want to go down a formal RFI route, our HR Technology Matchmaker Service is easier and even quicker. We:
Interview your team.
Write a problem statement
Promote the requirement to the vendor community
Host 'Matchmaker Presentations' where the vendors pitch how they can help.
It's very quick and gets to a shortlist in no time at all.
In Conclusion
There are many HRIS solutions available to choose from. Our viewpoint includes 10 vendors that might be worthy of an initial conversation - but it isn't a definitive list, add more or take some away...but just move forward.
Whether you take our approach and use the Rapid RFI or a HR Technology Matchmaker, or do something yourself, the key thing is to get down to a shortlist as quickly as you can. At that point, you can go deeper (see our vendor selection area for more information on the shortlist stage) and spend more time with the software vendors that are a suitable option for you.
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