An overview of the finest Human Resources Information System (HRIS) systems for mid-sized businesses, including descriptions of which enterprises gain the most from each vendor’s services.
For businesses looking for the best HRIS systems, understanding the finest solutions will help you start constructing a shortlist.
Adding names to a shortlist is simple; the difficult part is narrowing the list down effectively. Most, if not all, HR departments are too busy to go through ten to fifteen initial presentations in order to locate the finest HRIS solutions.
We feel that picking the technology vendor whose skills best match your most pressing demands is the key to locating the best HRIS solutions. So, below, we’ve identified ten various HRIS systems for mid-sized companies, as well as the sorts of enterprises that thrive on their platforms.
Best Human Capital Management Systems (HCM) for Mid-Sized Companies:
Most HR professionals are familiar with UKG Pro (previously UltiPro). They helped to pioneer the Human Capital Management business and have maintained their market leadership by providing an end-to-end HRIS platform that can automate many of HR’s most vexing problems. UKG has a wide, broad customer base and an experienced workforce, so there isn’t much they haven’t seen and can’t manage, in addition to a long track record.
Dayforce, Ceridian’s main product, is a highly automated and scalable platform for all enterprises. Ceridian’s greatest strengths are in Core HR, where they provide leading expertise and automation in payroll, time tracking, accruals, and taxes, all of which can save admins a significant amount of time due to the accuracy and velocity of employee engagement and data in the system, while also providing an enjoyable employee-facing experience.
Paycor, like many other HCM startups, began by delivering payroll software for medium-sized enterprises and then added more modules. Paycor, on the other hand, stands out in the SMB arena by providing one of the most comprehensive portfolios on the market. Their ATS (Newton) is a real industry leader, and the value of their overall package is sometimes difficult to match.
Instead of attempting to be everything to everyone, BambooHR’s popularity has soared as a result of its concentration on doing fewer things better. Traditionally, this has meant providing a very contemporary, user-friendly, and cost-effective human resource information system. They also provide consumers the option of purchasing in-house talent modules or quickly integrating independent products instead. BambooHR recently bought a payroll firm and is evolving into a completely end-to-end HRIS. Bamboo is an excellent small business HRIS.
Paycom is one of the market’s few real single-database Human Capital Management tools. Their whole system was constructed in-house rather than bought, which substantially decreases the amount of manual entry required by administrators. Administrators like ease and automation, but end users find the technology friendly, contemporary, and straightforward.
Workforce Now (WFN) is ADP’s main mid-market product. WFN is an all-in-one solution that includes the complete payroll and timekeeping package that you’d expect from ADP. Workforce Now has also lately made significant investments in opening up its APIs. ADP offers a range of outsourced services in addition to its software that may reduce a team’s Core HR management demands and provide best practices for HR procedures.
Rippling can show you where HR technology is headed in the future. Rippling’s technology connects IT and HR systems like never before. When new employee is onboarded in Rippling, they are not only added to the payroll system but also to other programs such as Slack, Salesforce, email, and others. Rippling can assist in reducing the hundreds of tiny processes that can consume hours of an HR leader’s day. Rippling has evolved into one of the top HRIS systems for small enterprises.
Paylocity is an excellent solution for mid-sized businesses seeking a well-rounded partner. Paylocity has been acknowledged for its solid Core HR product (payroll, time, and benefits), and they have proceeded to add talent management features on top of it. Paylocity, in addition to providing a robust platform, is frequently a fantastic bargain and one of the quickest HRISs to set up.
Specifically, it establishes the HRIS industry standard for employee self-service. Their design was inspired by social networks, and staff find it simple and entertaining to use. Namely provides a virtually end-to-end solution with pre-built connectors with market leaders for the modules they don’t develop in-house (ATS, LMS).
A Human Resource Management System’s Key Features
Portal for Employee Self-Service
A self-service portal for workers is a tool that allows them to access their own employee data and employee files in a Human Capital Management system.
Employees can modify their profiles by adding dependents or altering their addresses.
Employees may also access crucial job information such as prior pay stubs, time-off balances, and pay rates using the HRIS program.
Payroll administration and tax preparation
The payroll module is in charge of determining employees’ accurate compensation based on their hours worked, benefit selections, and tax deductions.
When the HRIS software processes payroll, it deducts taxes from an employee’s gross pay automatically. The HRIS software will subsequently take over payroll administration by transmitting payments to the proper tax authorities on your behalf.
Furthermore, HRIS software can provide payroll management reports that can be readily accessible by both management and employees in order to track salaries as well as other vital information such as deductions and benefits provided within a specific time period. To make things even easier, most HRIS systems include capabilities like direct deposit, mobile wallets, and pay stubs that allow you to handle all aspects of your company’s human resources with simplicity.
Administration of Benefits and Enrollment in Benefits
A Human Resource Management System’s key duties include benefits enrollment and administration. HR professionals use it to collect employee feedback on benefit alternatives, analyze employee needs, and enroll employees in appropriate plans.
Health insurance, dental insurance, life insurance, long-term disability insurance, and retirement plans are all common employee perks. Employees will use the Benefits Administration module to select the best plans for their requirements during open enrollment and new hire orientation.
A good benefits administration tool will use employee data to provide decision support to help an employee choose the right benefits package; for example, if you have chronic health issues or are planning to start a family soon, a high-deductible health plan may be preferable to a low-deductible one.
A good system would also link with insurance carriers and payroll systems to ensure that employees are properly compensated for their coverage (such as contributions to COBRA payments).
Employee Data Information
Employee database – The HRIS software acts as a single source of truth for enterprises, storing all employee information. Employees should be able to view their own personnel files at any time for them to be genuinely successful. Furthermore, it should provide managers and executives with access to information about their subordinates so that they may manage them efficiently, while also providing HR experts with a complete picture of their department’s work history and demographics.
Finally, a personnel database should include an org chart so that you can identify which workers report to which supervisors. This makes it simple to manage your personnel without having to go through many layers of bureaucracy simply because there isn’t a centralized system in place with this sort of capability built in (which there generally isn’t).
Compliance tracking is essential in addition to HRIS software system characteristics such as automation and data-sharing. A solid HRIS will guarantee that you are tracking all legally essential fields. This entails evaluating your compliance reports on a regular basis and making changes as needed. ACA (Affordable Care Act) and EEOC (Equal Employment Opportunity Commission) reports are two examples of compliance reports.
Recruiting and Applicant Management Tracking
From posting new job vacancies to ending the hiring process, the Applicant Tracking System (ATS) should handle the whole recruitment process. The first phase in the talent management process is usually recruitment.
A decent application tracking system should also be capable of storing resumes and cover letters, as well as creating new profiles for candidates.
Recruiters should be able to design their own recruiting process with unique phases, and they can utilize this system to coordinate interviews by assisting candidates in scheduling interviews and organizing managers to interview the candidates.
The Applicant Tracking System may create an offer letter that both parties can sign.
Performance Evaluations and Management
Performance management and evaluations are formal processes that allow managers and employees to assess and discuss prior work. During a performance management review process, an employee will often be asked to discuss their own performance, while the manager will also assess the individual’s work. Based on this review of previous work, the manager will make ideas for how the employee might improve.
Instead of holding annual evaluations only once a year, some firms do them frequently or even weekly. Employees frequently like regular performance reviews because it helps them understand how they’re performing in regard to what the organization expects of them.
Management of Time and Attendance
A good HRIS system will assist you in managing the time and attendance of your employees.
You may keep track of their hours, authorize time off requests, monitor accruals, and ensure compliance with state and federal regulations, among other things.
Dashboards and Reporting Software
Dashboards are a prominent element of current HRIS systems and are used for a variety of purposes. They give real-time data that may be utilized to monitor and measure performance while also providing insights into how the firm is operating.
Dashboards also make it simple to display how the organization is performing in relation to its objectives. For example, if you want to improve attendance rates, your dashboard might provide your current average attendance rate as well as past data so you can determine if your objective is being accomplished.
Reports are another important component of an HRIS system. Many businesses rely on reports to file taxes or compliance reports faster than they would be able to do manually (or with less accurate results).
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