HRIS Systems List

Choosing the right HRIS (Human Resource Information System) is a critical decision for any organization, regardless of size. A well-implemented HRIS can streamline HR processes, improve employee engagement, ensure compliance, and ultimately, contribute to a more efficient and productive workforce. However, with so many options available, selecting the perfect system can feel overwhelming. This article aims to provide a comprehensive list of HRIS systems, categorized by size and specific features, to help you navigate the market and make an informed decision.

What is an HRIS?

Before diving into the list, let’s clarify what we mean by “HRIS.” An HRIS is a software solution that centralizes and automates many HR functions. It acts as a central repository for employee data and typically includes features such as:

• Core HR: Managing employee data, demographics, job history, and organizational structure.
• Payroll: Processing salaries, wages, deductions, and taxes.
• Benefits Administration: Managing employee benefits programs, enrollment, and eligibility.
• Time and Attendance: Tracking employee work hours, attendance, and leave requests.
• Talent Management: Recruiting, onboarding, performance management, learning and development, and succession planning.
• Reporting and Analytics: Generating reports and dashboards to track HR metrics and make data-driven decisions.
• Compliance: Ensuring compliance with labor laws and regulations.
• Employee Self-Service (ESS): Allowing employees to access and manage their own information, such as pay stubs, benefits enrollment, and time off requests.

Some HRIS solutions focus on core HR functionalities, while others offer a more comprehensive suite of features. The best choice for your organization will depend on your specific needs and budget.

Factors to Consider When Choosing an HRIS

Choosing an HRIS is not a one-size-fits-all process. Here are some key factors to consider before you start evaluating specific systems:

• Company Size: Smaller businesses have different needs than large enterprises. Some HRIS solutions are designed specifically for small businesses, while others are better suited for larger organizations.
• Industry: Certain industries have unique HR requirements. For example, the healthcare industry has specific compliance regulations related to employee credentials and training.
• Budget: HRIS solutions vary widely in price. Consider your budget and look for solutions that offer the best value for your money.
• Features: Identify the features that are most important to your organization. Do you need a comprehensive talent management suite, or are you primarily concerned with core HR and payroll?
• Integration: Ensure that the HRIS integrates with your existing systems, such as your accounting software and CRM.
• Ease of Use: Choose a system that is easy for both HR staff and employees to use. A user-friendly interface will improve adoption and reduce training costs.
• Scalability: Select a system that can scale with your business as you grow.
• Security: Data security is paramount. Ensure that the HRIS provider has robust security measures in place to protect your employee data.
• Customer Support: Choose a provider that offers excellent customer support. You’ll want to be able to get help quickly and easily when you need it.
• Implementation: Understand the implementation process and the level of support that the provider offers. A smooth implementation is crucial for a successful HRIS deployment.

HRIS Systems List: Categorized by Company Size

To make your search easier, we’ve categorized the following HRIS systems by company size. Keep in mind that these are general recommendations, and the best choice for your organization will depend on your specific needs.

HRIS Systems for Small Businesses (1-50 Employees)

Small businesses often need affordable and easy-to-use HRIS solutions that can automate basic HR functions. Here are some popular options:

1. BambooHR

BambooHR is a popular HRIS for small to medium-sized businesses. It offers a user-friendly interface and a range of features, including core HR, time tracking, benefits administration, and performance management. BambooHR is known for its ease of use and its ability to streamline HR processes for smaller organizations. It has robust reporting features that allow small business to gain insights into their workforce.

2. Gusto

Gusto is a well-regarded HRIS solution primarily focused on payroll, benefits, and HR for small businesses. It offers a simple and intuitive interface, making it easy for small business owners to manage their employees. Gusto automates payroll taxes and offers integrated health benefits and 401(k) plans. Its focus on compliance makes it a strong choice for startups and small teams. Their employee onboarding features are also highly regarded.

3. Rippling

Rippling stands out for its ability to manage HR and IT in one platform. This is incredibly useful for small businesses where these functions often overlap. Rippling can automate onboarding, manage payroll, handle benefits, and even provision software and hardware for new employees. The ability to manage both HR and IT from a single platform offers significant time savings for small businesses with limited resources. Its global capabilities are also a plus for companies with international employees.

4. Zenefits

Zenefits offers a comprehensive suite of HR features, including payroll, benefits administration, time tracking, and HR compliance. It is known for its user-friendly interface and its focus on simplifying HR processes for small businesses. Zenefits offers a range of integrations with other popular business software, making it easy to connect your HR data with your other systems. They provide tools for managing employee performance and engagement, and aim to provide a holistic HR solution to businesses.

5. Zoho People

Zoho People is part of the Zoho suite of business applications and offers a cost-effective HRIS solution for small businesses. It includes features such as employee management, time tracking, leave management, and performance management. Zoho People is known for its affordability and its ability to integrate with other Zoho applications. The fact that it seamlessly integrates with other Zoho apps is a major selling point for businesses already using the Zoho ecosystem. It provides customizable workflows and automation, helping businesses streamline HR processes.

HRIS Systems for Medium-Sized Businesses (51-500 Employees)

Medium-sized businesses require more robust HRIS solutions that can handle more complex HR processes and a larger employee base. Here are some popular options:

1. Workday

Workday is a leading cloud-based HRIS solution that is often considered too complex for smaller companies, but the sweet spot is medium to large organizations. It offers a comprehensive suite of features, including core HR, payroll, benefits administration, talent management, and analytics. Workday is known for its scalability and its ability to meet the needs of growing organizations. Its strength lies in its analytics and reporting capabilities, which allow medium-sized companies to track HR metrics and make data-driven decisions. Its ability to handle complex compensation structures makes it a suitable choice.

2. SAP SuccessFactors

SAP SuccessFactors is another popular cloud-based HRIS solution that offers a comprehensive suite of features, including core HR, talent management, and analytics. It is known for its global capabilities and its ability to meet the needs of multinational organizations. SAP SuccessFactors provides robust talent management tools that can help medium-sized companies attract, develop, and retain top talent. The integration with other SAP products is a key advantage for companies already invested in the SAP ecosystem.

3. Paycom

Paycom is a cloud-based HRIS solution that focuses on payroll and HR management. It offers a range of features, including payroll processing, time and attendance tracking, benefits administration, and talent management. Paycom is known for its customer service and its all-in-one approach to HR. The all-in-one platform streamlines processes and reduces the need for multiple systems. Paycom’s employee self-service portal is also a valuable tool for empowering employees to manage their own information.

4. ADP Workforce Now

ADP Workforce Now is a popular HRIS solution for medium-sized businesses. It offers a range of features, including payroll, benefits administration, time and attendance tracking, and talent management. ADP Workforce Now is known for its reliability and its ability to meet the needs of businesses of all sizes. ADP has a strong reputation and provides a lot of support for compliance. Their payroll processing is considered robust and reliable, which makes it a strong option.

5. Namely

Namely is an HRIS solution designed specifically for mid-sized companies. It offers a modern and user-friendly interface and includes features such as core HR, payroll, benefits administration, and talent management. Namely focuses on providing an employee-centric experience, which can help improve employee engagement. Its social feed and communication tools foster a stronger company culture. Its reporting and analytics capabilities provide valuable insights into workforce trends.

HRIS Systems for Large Enterprises (500+ Employees)

Large enterprises require highly scalable and customizable HRIS solutions that can handle complex HR processes and a large, geographically dispersed workforce. Here are some popular options:

1. Oracle HCM Cloud

Oracle HCM Cloud is a comprehensive cloud-based HRIS solution that offers a wide range of features, including core HR, talent management, workforce management, and analytics. It is known for its scalability and its ability to meet the needs of large, global organizations. The comprehensive feature set of Oracle HCM Cloud can address the complex needs of large enterprises. Its robust analytics capabilities provide insights into workforce trends and help drive strategic HR decisions. Oracle’s global capabilities are a major selling point for multinational companies.

2. Workday

While also suited for mid-sized business, Workday excels with large enterprises because of its customizable workflows, and depth of insight into large, complicated organizations.

3. SAP SuccessFactors

Like Workday, SAP SuccessFactors robust platform makes it capable to service the needs of large organizations

4. Ceridian Dayforce

Ceridian Dayforce is a cloud-based HRIS solution that offers a single platform for HR, payroll, benefits, workforce management, and talent management. It is known for its unified platform and its ability to provide a holistic view of the workforce. Ceridian Dayforce’s unified platform simplifies HR processes and eliminates data silos. Its workforce management capabilities are particularly strong, helping large enterprises optimize their labor costs. The robust payroll capabilities ensure compliance and accurate payroll processing.

5. Ultimate Software (now UKG Pro)

Ultimate Software, now known as UKG (Ultimate Kronos Group), offers UKG Pro, a comprehensive HRIS solution for large enterprises. It includes features such as core HR, payroll, benefits administration, talent management, and workforce management. UKG Pro is known for its employee experience focus and its ability to improve employee engagement. UKG Pro’s advanced talent management features help large enterprises attract, develop, and retain top talent. The comprehensive HR and payroll capabilities make it a strong option for complex organizations.

HRIS Features to Consider

Beyond company size, certain features are crucial to consider when making your HRIS decision. Here’s a deeper look at some key areas:

1. Core HR

At its core, an HRIS should provide a centralized database for all employee information. This includes demographic data (name, address, contact information), job history, compensation details, performance reviews, and any other relevant information. A robust core HR module will also allow you to easily track employee absences, manage organizational charts, and generate reports on key HR metrics. Security is key here; the system should provide role-based access controls to ensure that sensitive employee information is only accessible to authorized personnel.

2. Payroll

Payroll processing is a critical function for any HRIS. A good payroll module should automate the calculation of wages, taxes, and deductions, and ensure timely and accurate payments to employees. It should also be able to handle different pay frequencies (e.g., weekly, bi-weekly, monthly) and different types of compensation (e.g., hourly, salary, commission). Integration with tax filing services is essential to ensure compliance with federal, state, and local tax regulations. Advanced payroll modules may also offer features such as garnishment management, employee self-service for accessing pay stubs, and reporting on payroll costs.

3. Benefits Administration

Managing employee benefits can be a complex and time-consuming task. A benefits administration module can streamline this process by automating enrollment, tracking eligibility, and managing employee contributions. It should also allow employees to easily access information about their benefits plans and make changes online. Integration with benefits providers is crucial to ensure accurate data exchange and reduce manual data entry. A robust benefits administration module should also support compliance with regulations such as COBRA, HIPAA, and ERISA.

4. Time and Attendance

Tracking employee time and attendance is essential for accurate payroll processing and workforce management. A time and attendance module should allow employees to easily clock in and out, track their work hours, and request time off. It should also provide managers with tools to approve time sheets, track overtime, and manage employee absences. Integration with payroll is critical to ensure that employee hours are accurately reflected in their paychecks. Advanced time and attendance modules may also offer features such as geofencing, biometric time clocks, and integration with project management software.

5. Talent Management

Talent management encompasses a range of HR activities, including recruiting, onboarding, performance management, learning and development, and succession planning. A comprehensive talent management suite can help organizations attract, develop, and retain top talent. A robust recruiting module should allow you to post job openings, track applicants, and manage the hiring process. An onboarding module should streamline the process of bringing new employees on board and getting them up to speed quickly. A performance management module should provide tools for setting goals, conducting performance reviews, and providing feedback to employees. A learning and development module should allow you to create and deliver training programs to employees. A succession planning module should help you identify and develop future leaders within your organization.

6. Reporting and Analytics

An HRIS should provide robust reporting and analytics capabilities to allow you to track key HR metrics and make data-driven decisions. It should offer a range of pre-built reports, as well as the ability to create custom reports to meet your specific needs. The system should also provide dashboards that visualize key HR data and allow you to quickly identify trends and areas for improvement. Advanced analytics capabilities may include predictive analytics, which can help you forecast future HR trends and make proactive decisions.

7. Compliance

Ensuring compliance with labor laws and regulations is a critical responsibility for HR departments. An HRIS can help you stay compliant by providing tools to track employee information, manage employee records, and generate reports for regulatory agencies. It should also provide alerts and notifications when compliance deadlines are approaching. A good HRIS will stay up-to-date with the latest labor laws and regulations and provide updates to the system as needed. Compliance features may include tracking employee training, managing employee certifications, and ensuring compliance with EEO and ADA regulations.

8. Employee Self-Service (ESS)

Employee self-service (ESS) portals are a valuable feature that empowers employees to access and manage their own information. ESS portals allow employees to view pay stubs, update their contact information, enroll in benefits, request time off, and access company policies and procedures. ESS portals can reduce the workload for HR staff and improve employee satisfaction by giving employees more control over their own information. They also help improve data accuracy by allowing employees to update their own information directly in the system.

Deployment Options: Cloud-Based vs. On-Premise

When choosing an HRIS, you’ll also need to consider the deployment option: cloud-based or on-premise.

Cloud-Based HRIS

Cloud-based HRIS solutions are hosted by the vendor and accessed over the internet. They offer several advantages, including lower upfront costs, easier implementation, and automatic updates. Cloud-based solutions are also typically more scalable than on-premise solutions. However, they may require ongoing subscription fees and may raise concerns about data security and privacy. Cloud-based solutions are generally a good fit for small and medium-sized businesses that don’t have the IT resources to manage an on-premise system.

On-Premise HRIS

On-premise HRIS solutions are installed on your own servers and managed by your own IT staff. They offer more control over data security and customization options. However, they also require higher upfront costs, more complex implementation, and ongoing maintenance. On-premise solutions are generally a good fit for large enterprises that have the IT resources to manage their own systems and that have specific data security or compliance requirements.

Implementation Considerations

The implementation of an HRIS can be a complex project that requires careful planning and execution. Here are some key considerations for a successful implementation:

• Define your requirements: Before you start looking at HRIS solutions, take the time to define your requirements. What are the key features that you need? What are your budget constraints? What are your integration requirements?
• Choose the right vendor: Select a vendor that has a proven track record of successful implementations. Look for a vendor that offers excellent customer support and that is willing to work with you to customize the system to meet your specific needs.
• Develop a project plan: Develop a detailed project plan that outlines the steps involved in the implementation process. This plan should include timelines, milestones, and responsibilities.
• Data migration: Data migration is a critical part of the implementation process. Ensure that you have a plan for migrating your existing data to the new HRIS. This may involve cleaning up your data, mapping data fields, and testing the migration process.
• Training: Provide adequate training to your HR staff and employees on how to use the new HRIS. This will help ensure that everyone is comfortable using the system and that it is being used effectively.
• Testing: Thoroughly test the HRIS before you go live. This will help you identify any issues and ensure that the system is working as expected.
• Go-live support: Provide go-live support to your HR staff and employees to help them with any issues that arise after the system is launched.

Cost Considerations

The cost of an HRIS can vary widely depending on the size of your organization, the features you need, and the deployment option you choose. Here are some of the costs to consider:

• Software licensing fees: These fees may be based on the number of employees, the number of users, or the features you need.
• Implementation fees: These fees cover the cost of implementing the HRIS, including data migration, training, and customization.
• Maintenance fees: These fees cover the cost of ongoing maintenance and support for the HRIS.
• Hardware costs: If you choose an on-premise solution, you’ll need to factor in the cost of hardware, such as servers and storage.
• IT staff costs: If you choose an on-premise solution, you’ll also need to factor in the cost of IT staff to manage the system.

The Future of HRIS

The HRIS landscape is constantly evolving, with new technologies and trends emerging all the time. Some of the key trends shaping the future of HRIS include:

• Artificial intelligence (AI): AI is being used to automate many HR tasks, such as recruiting, onboarding, and performance management. AI can also be used to provide personalized learning experiences and to identify employees who are at risk of leaving the organization.
• Machine learning (ML): ML is being used to analyze HR data and identify patterns and trends. This information can be used to improve HR decision-making and to predict future HR outcomes.
• Cloud computing: Cloud computing is becoming the dominant deployment option for HRIS solutions. Cloud-based solutions offer greater flexibility, scalability, and affordability than on-premise solutions.
• Mobile technology: Mobile technology is transforming the way employees interact with HR systems. Employees can now access their HR information, request time off, and complete other HR tasks from their mobile devices.
• Employee experience: There is a growing focus on improving the employee experience. HRIS solutions are being designed to be more user-friendly and to provide employees with a more personalized experience.

Conclusion

Choosing the right HRIS is a significant investment for any organization. By carefully considering your needs, budget, and the factors outlined in this article, you can select a system that streamlines your HR processes, improves employee engagement, and helps you achieve your business goals. Remember to involve key stakeholders in the decision-making process and to thoroughly evaluate multiple vendors before making a final decision. The best HRIS for your company will be the one that most closely aligns with your current and future needs, so due diligence is important. Don’t be afraid to request demos and trials from different vendors so that you can see how their systems work in practice. With careful planning and execution, you can implement an HRIS that will transform your HR function and contribute to the success of your organization. Keep in mind that successful implementation hinges on thorough planning, excellent training, and commitment from both your HR team and your chosen vendor. Good luck with your search!