What HRIS do you recommend? Why?

1.2k views2 Comments

Sort by:

HR Analyst in Media2 years ago

We are currently using Paycom, and while it does offer a lot of features it does not do as much as we would like. We still need to use an external system for career planning/review management, and the reporting capabilities are slightly limited.

Senior Payroll Specialist in Travel and Hospitality2 years ago

I recommend SAP.
It is a system with multiple interaction areas. You can easily manage performance management, career planning, wage management, fringe benefits management, education systems. This ease of management creates time for HR employees. With this created time, more innovation-oriented development can be exhibited.

Content you might like

We are looking to create a queue-based interview system. Currently, we have coordinators whose tasks include coordinating and scheduling interviews. Each recruiter is tagged to a specific coordinator, which creates a lot of dependency. To eliminate this, we are considering introducing a queue system. We would also like to understand industry practices across different organizations. Any leads or ideas?

Is your budget for HR technology (such as HRIS, payroll, or talent management systems) managed and paid for primarily by the IT department in your organization?

Yes71%

No29%

In your opinion, what aspect of the employee experience is most challenging to manage digitally?

Onboarding and training25%

Communication and collaboration42%

Recognition and rewards19%

Work-life balance27%

Total rewards strategy (TRS)12%

Something else (comment below)3%

View Results

What is your performance rating scale? Does your organization have rating distribution guidelines?

We’re exploring changes to our performance management approach by introducing a mid-year check-in and a year-end evaluation. At the same time, we already run an established Talent Review process mid-year, though employees are not informed of their placement. We’re mindful that managers might see these processes as repetitive. How do you handle this in your organizations? What approaches have worked well for you?