HR leaders often use employee management software to enhance efficiency, foster better employee engagement, and ensure compliance across HR functions.

This guide will examine a selection of leading employee management software systems for optimizing these core HR tasks. 

Please note that while we provide an overview of these systems, we encourage you to carry out your own research to ensure your chosen software perfectly aligns with your specific needs and company goals.

Best employee management software systems: quick review

Employee management software is often integrated into comprehensive HR software. The software solutions in this article offer onboarding support, training, and several other features. 

• Bob
• ClickUp
• Connecteam
• Deel
• Gusto
• Justworks
• Kissflow HR
• Litmos
• monday.com
• Rippling
• SageHR
• Zoho Workplace

Disclaimer: The opinions expressed here are solely those of the author and do not necessarily reflect the views of the company. Prospective users are encouraged to conduct their own research to make the best decision for their organization.

What is employee management?

Employee management involves coordinating and supporting a person’s experience in an organization to support overall business goals. It includes talent acquisition, onboarding, training, performance management, and learning and development (L&D). 

The goal of employee management is to maximize the efficiency and productivity of the team, which contributes to the organization’s overall success.

What is employee management software? 

Employee management software helps organizations automate and streamline the core functions of employee management. This type of software typically includes a team member database, absence management tools, performance tracking features, and payroll integration. 

HR teams can use these tools to reduce repetitive tasks and manual admin work, allowing HR leaders to focus on strategic initiatives that enhance employee engagement and organizational growth. 

Important features of employee management systems

Here’s how HR teams utilize the many features of employee management systems.

Centralized employee database 

Centralize HR operations by storing all your people’s essential information in one secure and easily accessible place. This enables HR professionals to manage data such as personal details and employment history efficiently, improving overall workflow and response times to inquiries.

Time and attendance management 

Automate the recording and tracking of work hours and leave, ensuring compliance with labor laws and reducing the need for manual oversight by HR. This automation helps HR teams focus more on strategic tasks rather than monitoring punctuality and attendance discrepancies.

Employee engagement and communication tools  

Enhance team morale and collaboration using platforms that facilitate regular communication and feedback. These tools can include organizational charts that display the company’s structure and relationships and team directories that offer quick access to team member information. 

Performance management 

Performance management features help managers evaluate and align team performance with the company’s strategic goals. They can use these tools to set clear objectives, provide ongoing feedback, and track progress. 

Benefits administration 

Actively manage and update your benefits programs, which may include health insurance, retirement accounts, vacation and paid time off, disability and life insurance, and more. These features ensure team members receive their entitled benefits and can support employee wellbeing and satisfaction.

Learning and development 

Employee management software can offer tailored training opportunities to enhance specific skills and promote career growth. These can include specialized training modules for leadership development, technical skills courses relevant to the person’s role, and soft skills training such as communication and teamwork.

By investing in these educational opportunities, organizations empower teams to excel in their current roles and prepare for the future. 

Employee self-service

Employee self-service features allow new joiners to manage their personal information, fill out mandatory forms, and access important resources. This autonomy reduces the administrative load on HR teams so they can focus on people-centric business strategies and programming.

Payroll processing 

Streamline the payroll process to ensure compliance with local tax regulations and access detailed breakdowns for overtime, parental pay, and various deductions. 

These systems can support a range of payroll schedules and accommodate diverse employee types, from part-time to contract-based workers, reducing the potential for errors and enhancing overall payroll efficiency. 

Reporting and analytics 

HR teams can use reporting and analytics features to measure and optimize various HR processes using reporting and analytics features. For example, HR might assess the effectiveness of their onboarding procedures by monitoring metrics like task completion rates and time to productivity. This data-driven approach allows hiring managers to identify areas of improvement. 

Automation opportunities 

Reduce manual workloads by automating repetitive tasks like collecting bank information from new joiners, sending welcome emails, and scheduling orientation sessions.  

Automation speeds up the onboarding process and minimizes human error to ensure consistency and compliance across the board. 

Integrations 

HR teams can integrate the software with existing systems to create a cohesive and efficient management system. This enhances the experience for everyone by eliminating the need to switch back and forth between different apps for the same team.

Privacy and security 

HR can use a trusted employee management system to protect their people’s data. Committing to safety helps team members feel secure in their work environment.

Best employee management software systems 

Considering those important features of a great employee management system, let’s explore the top employee management software tools that cater to diverse organizational needs and streamline HR operations effectively. 

Disclaimer: Note that the opinions expressed here are solely those of the author and do not necessarily reflect the views of the company. I encourage prospective users to conduct their own research to make the best decision for their organization.

The article includes platform features that reflect the information available as of its publishing date.

Bob

HR leaders use Bob’s comprehensive employee management platform to simplify tasks such as onboarding and attendance tracking, manage teams with ongoing feedback, goal setting, and development planning, and seamlessly coordinate compensation—all within a single platform.

Teams value the smooth and productive interactions facilitated by this system. The interface resembles a social network to enhance engagement and foster a more inviting environment. 

With Bob, team members can engage with their peers, and HR leaders can track engagement metrics, receive analytics-driven insights, and customize the user experience.

Key features: 

• Core HR: Modernize your HR with a social media-like homepage to drive engagement
• Onboarding:  Integrate new hires into the company culture with customizable workflows and checklists
• Time and Attendance: Track work hours and attendance seamlessly by integrating with payroll systems
• Performance management: Implement continuous performance assessment and feedback to align individual goals with company objectives
• Compensation management: Simplify compensation planning and execution across different departments
• People Analytics: Make data-driven decisions with detailed insights into workforce dynamics
• Automation: Free up valuable time by utilizing reusable workflows built into Bob
• Employee Engagement: Engage employees with tools that promote interaction and feedback, enhancing overall employee satisfaction.

(Pros and cons are compiled from reviews found on G2.) 

Pros: 

• Straightforward team member data management
• Significantly reduces admin work
• User-friendly interface
• Powerful feedback system with surveys
• Quick response time and assistance from the HiBob support team
• Seamless integration with external tools
• Affordable and valuable

Cons: 

• May require technical assistance for optimal initial setup

Explore Bob today

ClickUp

ClickUp offers a project management tool that extends its functionalities to support HR teams. It facilitates task management, time tracking, and operations through customizable workflows and integrations. ClickUp’s built-in chat features also handle communication between leadership and managers.

Key features: 

• Trackable employee performance 
• Recruitment pipeline for organizing candidates, applications, and outreach
• Customizable workflows for onboarding
• Integration capabilities with external apps
• Pre-built templates for hiring and handbooks

(Pros and cons are compiled from reviews found on G2.) 

Pros: 

• Easy to use
• Teams can work together on specific tasks
• Centralized hub

Cons: 

• “I reported many bugs [for a] year (wrong filters working, statuses not visible, wrong data tracking and much more), but the company did nothing about it.” (Source)
• “Absurd paywalls and useless support.” (Source)

Pricing: 

• Free forever: $0
• Unlimited: $7/mo
• Business: $12/mo
• Enterprise: Custom pricing

These pricing plans are based on the ClickUp website and are subject to change.

Connecteam 

Connecteam offers an HR & Skills Hub to manage team members. It handles daily operations through task management, clock-in functions, and templates. The platform focuses on the day-to-day operations an HR leader would typically face.

Key features: 

• Assigns and monitors tasks
• Real-time communication with managers and team members
• Automated time and attendance tracking
• Checklists and templates for frontline teams 
• Online training courses for learning and development

(Pros and cons are compiled from reviews found on G2.) 

Pros: 

• User-friendly
• Offers tutorials to get started
• Responsive customer support

Cons: 

• “Wish the quiz function was more expansive” (Source)
• “Some of the features are not user friendly” (Source)

Pricing: 

• The Small Business Plan: Free
• Basic: $29/mo
• Advanced: $49/mo
• Expert: $99/mo

These pricing plans are based on the Connecteam website and are subject to change.

Deel

Deel handles HR processes for global teams. It focuses on compliance and payroll management, hiring, onboarding, and managing international employees. Deel follows local labor laws to ensure compliance with local regulations. 

Key features: 

• Global hiring for building an international team
• Payroll management
• Compliance support 
• Automated contracts for new joiners 
• Facilitates payments to international employees

(Pros and cons are compiled from reviews found on G2.) 

Pros: 

• Easy to use and implement
• Helpful customer support

Cons: 

• “Extremely slow speed in resolving HR and payroll issues.” (Source)
• “Deel is very expensive.” (Source)

Pricing: 

• Deel HR: Free
• Deel Engage: $20/mo per employee

These pricing plans are based on the Deel website and are subject to change.

Gusto 

Gusto provides employee management software designed to handle multiple aspects of HR, payroll, and benefits. It’s marketed to help businesses organize and manage their workforce. 

Key features: 

• Employee self-onboarding
• Centralized data for team information
• Automated tax filings
• Benefits management 

(Pros and cons are compiled from reviews found on G2.) 

Pros: 

• Simple payroll processing
• Easy direct deposit processing

Cons: 

• “Incorrect taxes filed, repeatedly” (source)
• “Terrible customer service & sales – totally unresponsive” (source)
• “Every time we need help from Gusto it turns into an absolute nightmare” (source)

Pricing: 

• Simple: $40/mo
• Plus: $60/mo
• Premium: Custom pricing

These pricing plans are based on the Gusto website and are subject to change.

Justworks

Justworks handles HR processes for small businesses, providing a suite of tools to manage employee-related tasks. This platform assists with payroll, benefits, compliance, and HR management. Their emphasis lies on teams with over 100 members.

Key features: 

• Onboarding and offboarding
• Compliance support
• Centralized database for team members 
• Benefits management
• Time and shift tracking

(Pros and cons are compiled from reviews found on G2.) 

Pros: 

• Simple payroll processing
• Flexibility for implementing unique paid time off (PTO) policies 
• Mobile app 

Cons: 

• “I wish it was easier to track my benefits” (Source)
• “We can’t do everything that we need on the platform” (Source)

Pricing: 

• Payroll: $8/mo per employee
• PEO Basic: $59/mo per employee
• PEO Plus: $109/mo per employee

These pricing plans are based on the Justworks website and are subject to change.

Kissflow HR 

Kissflow HR’s Employee Management app handles onboarding and employee data management. Instead of an online platform, Kissflow houses its features in a downloadable app that automates various HR needs. 

Key features: 

• Automated onboarding and offboarding
• Employee information profiles in an employee directory 
• Applicant tracking system 
• Centralized database for individual team data 

(Pros and cons are compiled from reviews found on G2.) 

Pros: 

• Convenient and efficient integration
• Smooth flow in processing requests
• Real-time updates

Cons: 

• “Limited access to log history.” (Source)
• “API integration part need an improvement” (Source)
• “The look or design inside Kissflow for end user need improvement” (Source)

Pricing: 

• Basic: $1,500/mo
• Enterprise: Custom pricing

These pricing plans are based on the Kissflow website and are subject to change.

Litmos 

Litmos offers learning management software (LMS) that supports employee management through its training and development capabilities. This platform offers educational tools like customizable learning paths, automated onboarding processes, and reporting capabilities to track training effectiveness and progress. 

Litmos enables organizations to support employee skills and align learning outcomes with business objectives. 

Key features: 

• Automated training programs for skill acquisition 
• Learning progress tracking
• Interactive content like social sharing and discussion forums 
• Mobile learning opportunities 
• Compliance training

(Pros and cons are compiled from reviews found on G2.) 

Pros: 

• Easy to use
• Branding packages available
• Smooth task navigation

Cons: 

• “Confusing compliance features.” (Source)
• “The app needs to be upgraded to be smoother when being used. It tends to lag too often. ” (Source)

Pricing: Litmos has three plans, but pricing is only available by request

These pricing plans are based on the Litmos website and are subject to change.

monday.com

monday.com is a customizable platform that helps companies track talent pipelines and engage teams. It offers an employee management system for organizing employee information, streamlining recruitment processes, and leave and vacation tracking. 

Key features: 

• Recruitment pipeline management
• Dashboards for visibility into people’s day-to-day performance
• Adaptable onboarding templates 
• System for handling performance review meetings and tracking outcomes
• Leave request management 

(Pros and cons are compiled from reviews found on G2.) 

Pros: 

• Variety of plugins
• Simple project management
• Intuitive interface

Cons: 

• “Their automations are also super limited.” (Source)
• “I cannot justify the cost and need to find an alternative.” (Source)

Pricing: 

• Free: $0
• Basic: $12/mo per seat
• Standard: $14/mo per seat
• Pro: $24/mo per seat
• Enterprise: Custom pricing

These pricing plans are based on the monday.com website and are subject to change.

Rippling

Rippling offers a platform that integrates core HR functions with IT and finance. The HR service, HR Cloud, manages payroll, benefits, and talent recruitment from one interface. Rippling handles these tasks with various checklists and automation.

Key features: 

• Talent recruitment
• Payroll and benefits management 
• Custom workflows for sending reports 
• Compliance management
• Analytics tools

(Pros and cons are compiled from reviews found on G2.) 

Pros: 

• Easy-to-navigate modules
• Intuitive training 
• Aesthetic appeal

Cons: 

• “Too many customer service reps to count and all of them are focused on selling” (Source)
• “No follow up for important notifications.” (Source)
• “The sales culture is toxic.” (Source)

Pricing: Starts at $8/mo per user

These pricing plans are based on the Rippling website and are subject to change.

Sage HR

Sage HR offers an HR management software designed to manage and engage teams.  The platform handles HR processes such as payroll, attendance, and employee benefits management. It integrates with other Sage products. 

Key features: 

• HR reports for people data
• Automated surveys for team member feedback 
• Onboarding workflows
• Performance management

(Pros and cons are compiled from reviews found on G2.) 

Pros: 

• Open-ended API system
• Smooth reporting capabilities
• Easy to use

Cons: 

• “Terrible customer service. Expensive and complicated for what it is” (Source)
• “Not catered to government/municipal agencies” (Source)

Pricing: 

$6/employee/month with additional add-ons: 

• Performance: $3/employee/month
• Timesheets: $3/employee/month
• Shift scheduling: $3/employee/month
• Expenses: $1.50/employee/month 
• Recruitment: $200/month 
• HR essentials: $100/month

These pricing plans are based on the Sage website and are subject to change.

Zoho Workplace

Zoho Workplace offers a suite of productivity and collaboration tools designed to enhance communication and operational efficiency. It integrates various applications to enhance engagement and collaboration in the workplace.

Key features: 

• Dashboards for monitoring team activities and performance
• Communication tools like email, messaging, and video conferencing
• Collaborative spaces for hosting meetings and conferences 
• Task and project management

(Pros and cons are compiled from reviews found on G2.) 

Pros: 

• Easy to use
• Supportive customer service

Cons: 

• “Early roll out was buggy and it is difficult to view on mobile” (Source)
• “The Customer reach that Zoho WorkDrive has, it is a bit sluggish.” (Source)

Pricing: 

• Standard: $3/user/month
• Professional: $6/user/month

These pricing plans are based on the Zoho website and are subject to change.

Benefits of using employee management systems

Employee management systems offer substantial advantages by optimizing various HR functions. Let’s look at how HR leaders utilize these systems:

Improved efficiency

HR leaders use these systems to cut down on manual tasks like scheduling and payroll management, channeling their efforts into strategic growth and development initiatives.

Better employee experience

HR professionals can create strong, integrated team environments by leveraging these systems for comprehensive training. These systems also facilitate efficient onboarding, enhance performance monitoring, and streamline benefits administration. Consistent feedback and recognition foster a supportive and motivating work environment. 

Easier communication 

A smooth operating system fosters a cohesive work environment. Teams can communicate effectively on unified systems, reducing confusion and ensuring everyone has access to the same information. 

Greater accuracy 

HR faces a greater risk of data errors as organizations scale up. These systems can minimize entry errors by integrating advanced automation features that reduce manual data handling,  Additionally, through seamless integrations with other software, these systems can automatically synchronize data across platforms. 

Streamlined compliance management  

HR teams use these systems to ensure compliance with legal standards, minimizing violations through proper training and information dissemination.

Data-driven decision-making 

HR leaders can track trends and outcomes with built-in reporting and analytics. They can make informed decisions that align with strategic goals and improve overall workforce management.

Other tools related to employee management software

Several specialized tools relate to the core employee management systems. These include:

Staff management software

You may find HR leaders referring to employee management software as staff management software. These systems encompass the same purpose: They help users streamline the daily management of staff activities, from scheduling to performance management. 

Leave management systems

Many comprehensive employee management software systems include leave management as an integrated feature. This integration allows the software to automate the tracking and approval of time-off requests, provide a self-service portal for employees to manage their leave, and maintain accurate leave balances. 

By incorporating leave management directly within the broader system, organizations can ensure a seamless workflow and enhance the overall efficiency of managing team members’ time off.

Workforce management software

Workforce management software is very similar to employee management software, with key differences. HR leaders often use this software specifically to increase productivity and operational efficiency, rather than maximize the value and potential of team members. 

They typically provide tools for forecasting labor requirements, managing shifts, and analyzing workforce productivity.

Choose the right employee management software for your business 

Every builder needs great tools, and the right software equips HR leaders to handle daily challenges effectively. Selecting the right employee management software can lead to smooth operations, enhanced productivity, and engaged team members.

Consider Bob if you’re looking for an easy-to-use solution that integrates seamlessly into your existing workflows and enhances team member engagement. HR leaders can reduce admin time with Bob’s streamlined interface and robust suite of employee management tools. They can also leverage Bob’s extensive features to tailor solutions to their specific needs.

Additional features include:

• Core HR: Centralize all HR activities, from employee engagement to running reports in a social media-like platform
• Payroll hub: Simplify payroll processing with automated systems that ensure timely and accurate salary distribution
• Time off: Manage leave requests with a system that tracks balances, accruals, and approvals, reducing manual tracking efforts
• People analytics: Gain valuable insights with advanced analytics tools that help understand workforce trends and inform strategic decisions
• Performance management: Streamline performance reviews and feedback processes to align employee goals with business objectives
• Compensation management: Automate and optimize compensation planning with tools that help maintain budget compliance and ensure equity

With the time saved, HR leaders can focus their efforts on the people and strategies supporting organization-wide goals. 

Get your free demo

Disclaimer: The opinions expressed here are solely those of the author and do not necessarily reflect the views of the company. Prospective users are encouraged to conduct their own research to make the best decision for their organization.

The post Best employee management software appeared first on HiBob.

To assist in your decision-making process, we’ll review Personio’s features, pros, and cons, and explore some viable HR software alternatives. Of course, we always recommend conducting your own research before making a final decision.

Note that the opinions expressed in this article are solely those of the author(s) and do not necessarily represent the views of HiBob. Readers are always encouraged to conduct their own research before making any decisions.

What is Personio used for? 

Personio is an HR software that provides solutions for HR management, talent management, and payroll. The platform is marketed to businesses of all sizes. It’s built to meet the specific needs of the German/DACH market and includes tools to drive employee engagement. 

Personio review

Note that the opinions expressed in this article are solely those of the author(s) and do not necessarily represent the views of HiBob. Readers are always encouraged to conduct their own research before making a decision.

(The article includes platform features that reflect the information available as of its publishing date.)

Personio key features

Source

• HR management: Handles processes such as onboarding, personnel support, and absence management
• Recruitment: Facilitates applicant tracking, document creation, and candidate communication
• Payroll integration: Automates preliminary payroll processes with options for integrations with external payroll software
• Performance management: Supports feedback and performance review processes
• Analytics and reporting: Provides reports and insights into HR metrics
• Integrations: Connects with over 200 apps
• Whistleblowing: Allows users to anonymously report issues 
• Compensation management: Provides visible performance data, salary bands, and built-in guidelines

Pros 

• Multiple HR functionalities in one platform
• Customizable to organizational needs
• Customers report the interface to be straightforward

Cons

• “It doesn’t have most of the features I’m used to from previous HR systems”
• “UX is simply far far behind what you’d expect”
• “It makes my job as a manager harder and adds non-value added manual tasks to my role”

Source: These pros and cons are compiled from reviews found on G2.

Personio pricing plans  

Personio offers two plans, Core and Core Pro, but does not list pricing details on their website. 

Core includes: 

• Digital employee file management
• Advanced employee list
• Advanced document management (limited)
• Organizational management
• Creation and management of one legal entity 
• Preliminary payroll
• Preliminary payroll app
• Salary management
• Advanced custom reports
• Limited eSignature workflows
• Onboarding and offboarding workflows
• Role-based reminders
• Policies and approval workflows
• Personio marketplace (integrations you can use with Personio)
• Log in with Google single sign-on (SSO)
• Secure login
• Role-based data access control
• Absence management app
• Time and attendance tracking app
• Mobile app

Core Pro includes all of the above, plus: 

• Advanced document management (unlimited)
• Creating and managing unlimited legal entities
• Unlimited eSignature workflows
• Log in with open authorization (OAuth)
• Okta and Microsoft Entra ID integrations
• Access to public API

Source: These pricing plans are based on the Personio website and are subject to change.

Personio reviews 

True to the published date of this blog, Personio holds a 4.3/5 star ranking from customer reviews on G2.

If you’re interested in a deeper exploration of individual Personio reviews, you can access further details on several review platforms:

• Personio customer reviews on G2
• Personio customer reviews on Capterra

Best Personio alternatives 

If you’re looking for additional HR software options, here are some great Personio alternatives. 

Disclaimer: The opinions expressed in this article are solely those of the author(s) and do not necessarily reflect the views of HiBob. Readers are always encouraged to conduct their own research before making a decision.

Bob

Bob, powered by HiBob, is a dynamic alternative to Personio. HiBob’s award-winning HRIS helps companies streamline HR processes, power business growth, and create a thriving company culture. 

HiBob’s HR platform offers unique benefits compared to other vendors:

• Award-winning, modern user interface for both admins and employees
• Built to support global companies with multiple international sites
• Flexible and configurable for companies of 50-5,000+ people

In addition to Core HR, Bob offers social tools to promote employee engagement, facilitate transparent communication, and build a cohesive team environment. HR leaders appreciate Bob’s ease of use, modern design, and configurability.

Key features: 

• HRIS management: HR leaders can centralize team member data and streamline HR processes in an all-in-one hub
• Performance management: Teams can foster a culture of growth and recognition by providing continuous feedback with Bob
• Customizable onboarding: Organizations can personalize the onboarding experience to seamlessly integrate new joiners into the company culture
• People Analytics: HR professionals can access powerful analytics to inform strategic decisions and improve workforce planning
• Time and attendance: Managers can efficiently track and manage employee attendance and leave
• Payroll integrations: HR leaders can streamline compensation management and sync with leading payroll platforms globally
• Compensation management: HR teams can use Bob to simplify global compensation processes and increase pay transparency
• Surveys: Leaders can gather valuable feedback from their teams through lifecycle and engagement surveys

Learn more about Bob

Workday HCM

Workday HCM is a human capital management platform. It integrates common HR functions with advanced analytics and reporting tools to provide in-depth insights into workforce management. HR leaders can leverage Workday’s functionality to handle global workforce management, compensation management, and workforce planning.

Key features: 

• Human resource management: Supports multiple HR tasks including talent acquisition, benefits administration, and compensation management
• Workforce management: Automate tasks including time, attendance, and absence tracking
• Employee experience management: Provides insights and recommendations to team members
• Analytics and reporting: Generate comprehensive reports to compare data against global and industry benchmarks 
• Payroll management: Access continuous processing capabilities for global payroll
• Talent management: Deliver personalized experiences and drive workforce agility with AI- and ML-driven skills intelligence foundation
• Manager insights hub: View insights on ways to promote growth and engagement for teams

(The article includes platform features that reflect the information available as of the publication date.)

Factorial

Factorial handles common HR processes for talent management, document management, recruitment, time and payroll, expenses, and more. The platform offers several integration options and an open API for building custom integrations. 

Key features: 

• Talent management: Manage talent with a 360-degree feedback system, applicant tracking system, onboarding and offboarding checklists, and employee goal tracking
• Time and payroll: Manage hours, time off requests, shifts, and payroll for accurate salary processing
• Document management: Organize and secure essential HR documents
• Finance: Manage expenses for budgeting and financial planning
• Mobile app: Team members can clock in and sign documents on the go
• HR reports and KPIs: Generate real-time data on workforce and business trends
• Employee portal: Give teams access to all their personal information and documents

(The article includes platform features that reflect the information available as of the publication date.)

BambooHR

BambooHR covers HR system basics like performance management, automating onboarding and offboarding, and team member data. It also includes an employee wellbeing feature that gathers and analyzes feedback from team members. 

Key features: 

• Performance management: Access 360-degree feedback tools and customizable evaluation questions to support employee growth
• Employee experience management: Share eNPS surveys to generate anonymous employee satisfaction scores and create a community for internal communications
• HR data and reporting: Manage and analyze people data with automated reporting and analytics
• Hiring and onboarding: Use applicant tracking to streamline hiring and customizable onboarding workflows to integrate new hires
• Payroll, time, and benefits: Integrate payroll processing with time tracking, employee benefits management, and PTO tracking

(The article includes platform features that reflect the information available as of the publication date.)

Rippling

Rippling offers a different angle on HR software., It integrates HR, IT, and finance management. Its HR Cloud focuses on managing and automating the employee lifecycle. Its IT Cloud handles the organization’s IT efforts, and its Finance Cloud helps teams manage and report spending.

Key features: 

• HR management: Automate the employee lifecycle, including onboarding, offboarding, and handling HR tasks such as compliance and document management
• Performance management: Assess team members with customizable review cycles, questions, and ratings
• Payroll: Hire, pay, and manage people in multiple currencies across different countries
• Talent recruitment: Streamline headcount planning, job posting, onboarding, offboarding, and backfilling
• Time and attendance: Track, review, and approve hours and overtime requests
• Surveys: Conduct surveys to measure employee satisfaction trends

(The article includes platform features that reflect the information available as of the publication date.)

The bottom line on Personio and Personio alternatives

Personio offers an all-in-one system of HR tools that can cater to many businesses. But, it may not fully satisfy your HR team’s goals. It’s important for teams to conduct their own research, attend some demos, and compare platforms to ensure the software aligns with their specific needs.

For organizations looking for an employee-centric experience that focuses on team member satisfaction, consider Bob. 

With Bob, you can streamline HR processes like onboarding and offboarding, nurture a positive workplace environment, and tailor the software to meet your unique organizational needs. You can modernize your HR and drive engagement—all in one platform. 

Explore how Bob can transform your HR management.

The post Personio review and alternatives appeared first on HiBob.

They can offer HR programs and courses to their teams to create opportunities for continuous learning and ensure their people stay ahead of industry trends, enhance their skills, and remain motivated. 

When HR leaders collaborate with other decision-makers to invest in these resources, businesses enjoy a boost in individual performance and the overall success of the organization.

The best HR training programs: A quick overview 

Disclaimer: The opinions expressed in this article are solely those of the author and do not necessarily reflect the views of HiBob. Readers are always encouraged to conduct their own research before making any decisions. All courses and pricing listed were available as of the article’s writing. 

1. People analytics course by AIHR: Learn how to use data to drive decisions that benefit team members
2. Project management for HR professionals by Alison: Discover how to apply project management principles to HR initiatives
3. Consulting skills certificate by ATD: Build skills that help you boost credibility and form partnerships within your organization to drive change through talent development solutions
4. Artificial intelligence in HR by Bersin Academy: Learn how AI impacts core HR functions like talent acquisition and learning and development
5. HR analytics by Coursera: Learn how to build a custom HR dashboard 
6. Strategic human resources leadership certificate by eCornell: Understand how to align human resource strategies to a company’s goals and strategy
7. Sustainable business through green HR by FutureLearn: Discover how your HR department can help to build an environmentally friendly business
8. Assessing workforce needs by HR Certification Institute Learning: Learn how to plan for future workforce needs in recruitment, training, and development
9. HR strategies for building an ethical workplace by HR.com: Discover how to implement an ethical decision-making framework in HR 
10. Legal interviewing and asking the right questions by HRTraining.com: Gain expertise in employment laws related to legal interviewing and avoid legal lawsuits
11. Using Gen AI to develop personalized learning plans by LinkedIn Learning: Learn how to use artificial intelligence to create custom learning plans for your team
12. FMLA compliance by Pryor Learning: Learn the legal requirements of the Family Medical Leave Act and avoid compliance issue
13. Workplace harassment prevention by SHRM: Build skills to cultivate a respectful workplace environment by learning how to handle harassment, discrimination, and retaliation effectively
14. Workplace diversity, equity, and inclusion by Skillsoft: Learn how to build a sustainable DE&I culture
15. Diploma in Human Resource Management (HRM) by Udemy: Master end-to-end HR functions like hiring, onboarding, designing payroll structures, compliance, performance analytics

The need for HR training programs and courses

HR teams use training programs to stay updated on industry trends, align their goals with business objectives, drive organizational success, and lead confidently and professionally.

HR leaders can offer these programs to their teams, providing essential tools, techniques, and resources that enhance their ability to manage people effectively. These programs improve team engagement and retention, promote a culture of continuous learning, and create career advancement opportunities.

Offline vs. online HR training

Offline training involves HR professionals attending in-person classes, workshops, and seminars at specific locations and times. Learners can interact directly with instructors and fellow students and engage in hands-on activities that enhance learning. This method is highly effective but can come with higher costs and less flexibility. 

HR leaders can offer online HR training, which provides digital courses and resources. This allows HR teams to learn from anywhere in the world at any time. It also proves more affordable than traditional offline programs.

Key components of HR training

HR training programs will include: 

Subject matter 

Subject matter represents the knowledge HR teams gain from a course. For example, an HR professional may learn to use business intelligence tools for analyzing team performance. Another course may teach using AI to create personalized learning programs for the team.

Time requirement

You can choose HR programs with different durations. Some courses last two to three hours and offer quick insights. Longer programs, like degrees, span six to 12 months.

Dynamic material 

HR training programs can provide dynamic learning materials such as online training modules, HR podcasts, textbooks, webinars, and video classes. These resources offer engaging content that caters to different learning styles and helps HR professionals stay updated with the latest industry trends, leading to better performance and results. 

Learning communities

HR training programs foster a community where learners interact, exchange ideas, and collaborate on projects. This interactive environment enhances the overall learning experience and can improve engagement.

Certification opportunities 

HR teams can take courses to gain certifications like senior professional in human resources (SPHR) and professional in human resources (PHR) for higher-level positions. Training programs include opportunities to earn these certifications, which support career advancement and professional development.

Best HR training programs and courses 

HR leaders may consider offering some of these training programs and courses for their teams. 

Disclaimer: The opinions expressed in this article are solely those of the author and do not necessarily reflect the views of HiBob. Readers are always encouraged to conduct their own research before making any decisions. All courses and pricing listed were available as of when the article was written.

Academy to Innovate HR (AIHR)

AIHR offers 100 percent self-paced, online HR courses for entry-level, intermediate, and experienced HR professionals. 

AIHR partners with institutions like HRCI, HRPA, and SHRM to provide accredited certifications. For enterprises, AIHR offers cohort-based blended learning for teams with more than 25 members. 

The Academy pairs each full-access learner with a personal coach who guides them through the course.

Popular HR courses:

(Pricing as of article publication date)

• People Analytics: $1,125
• HR Data Analyst: $1,125
• Sourcing & Recruitment: $1,125

Alison

Alison offers a free learning platform where HR professionals can pursue certificates or diplomas in human resources. Learners choose from longer diploma courses, ranging from six to 21 hours (or more), or a series of shorter certificate courses of 25 hours.

Alison works with universities, foundations, and professionals to design all courses and set prices. For HR, subjects cover recruitment, employment laws, diversity, inclusion, and more. HR teams can customize their education by selecting a combination of subjects, course duration, and course level.

Popular HR courses:

• Fundamentals of Human Resources
• Project Management for HR Professionals
• Human Resource Systems and Processes

Association for Talent Development (ATD)

ATD delivers learning experiences and support for government and corporate organizations. The team at ATD provides resources like team training and certification, enterprise membership, and team conferences to help companies identify and manage their teams’ skill needs.

Learners engage in face-to-face, live online, on-demand, or micro courses. They can also explore a self-paced online learning library. ATD certifies all its courses. For HR professionals, certifications cover leadership, coaching, and managing team members’ talent.

Popular HR courses:

(Pricing as of article publication date)

• DEI in Talent Development Certificate: $2,095 for members and $2,345 for non-members
• New Employee Onboarding Certificate: $1,495 for members and $1,745 for non-members
• Consulting Skills Certificate: $1,795 for members and $2,045 for non-members
• Integrated Talent Management Certificate: $1,875 for members and $2,125 for non-members

Bersin Academy 

Bersin Academy is a dynamic community that brings together HR practitioners, mentors, and innovators. HR professionals engage in cohort-based professional development courses, self-guided learning paths, and custom learning experiences.

HR teams use the platform’s HR capability assessment to benchmark their knowledge against a global database of HR professionals and 90 core HR capabilities. HR professionals use this assessment to determine their own skills and set up personalized learning paths for continuous learning.

Popular HR courses:

(Pricing as of article publication date)

• The Voice of the Employee:  $49/user/mo and custom pricing for enterprises
• Artificial Intelligence in HR: $49/user/mo and custom pricing for enterprises
• Talent Acquisition at a Crossroads:  $49/user/mo and custom pricing for enterprises

Coursera 

Coursera offers a learn-at-your-own-pace platform for individuals, businesses, universities, and government organizations. The course build enables people to to create and launch custom courses tailored to their needs through the course builder.

Learners can track, measure, and benchmark their progress and acquired skills with Coursera’s skills dashboard. The platform also integrates with other learning systems like Moodle, Workday, and Degreed.

Popular HR courses:

(Pricing as of article publication date)

• Human Resource Analytics: $9.99
• Diversity and Inclusion for HR Professionals: $49/month
• Talent Acquisition: $49

eCornell 

eCornell provides HR teams with engaging courses developed by Cornell faculty. HR teams can choose between online or in-person lessons and set their program schedules.

HR teams participate in interactive live sessions, connecting with expert industry peers and enhancing their learning experience. 

Popular HR courses:

(Pricing as of article publication date)

• Human Resources Essentials Certificate: $3,900
• Human Resources Management Certificate: $3,900
• Strategic Human Resources Leadership Certificate: $3,900

FutureLearn 

FutureLearn is an online platform for micro-credentials and degree learning. It partners with leading universities and institutions, such as Accenture, Leeds, Cambridge, and Bloomsbury, and offers undergraduate and postgraduate degrees.

FutureLearn delivers short, bite-sized courses, providing learners with the most significant benefit: the ability to gain the knowledge they require most. HR professionals can find a range of courses, topics, career advice, and micro-credentials to enhance their skills.

Popular HR courses:

(Pricing as of article publication date)

• HR Fundamentals: $134
• Sustainable Business Through Green HR: $109
• International Human Resource Management: $349.99

HR.com

HR.com empowers HR professionals with resources and training to earn HR credits and stay updated on industry trends. HR teams using the platform get access to an extensive library of professional courses, webcasts, and micro-credentials. Additionally, HR.com supports HR professionals in preparing for industry examinations, ensuring they excel in their careers.

Popular HR courses:

(Pricing as of article publication date)

• HR Strategies for Building an Ethical Workplace: $59
• Fair Pay for the Right Talent: $299
• Performance Review Conversations: $149

HRCI Learning 

HRCI delivers eight global HR certifications tailored for teams and individuals at every career stage. The National Commission for Certifying Agencies (NCCA), a third-party government body in the United States, accredits these certifications.

HR professionals of all levels engage in on-demand learning through HRCI. The platform also connects users with globally accepted HR recertification providers, ensuring continuous professional development.

Popular HR courses:

(Pricing as of article publication date)

• Compensation: $399
• Employment Law: $399
• Assessing Workforce Needs: $149

HRTraining.com 

HRTraining.com offers DVDs showing how HR managers handle specific workplace situations, such as hiring and firing, harassment, workplace violence, workplace safety, and team members’ wellness. 

For single-monitor use, HR professionals use the standard DVDs. Organizations looking to display DVDs on multiple monitors can opt for the MS option. HRTraining.com also integrates with custom LMS platforms, allowing users to import courses into their own LMS.

Popular HR courses:

(Pricing as of article publication date)

• Workplace Detox: How to (Legally) Deal with Toxic Employees: $197
• Building Your Team: Recruiting, Interviewing & Hiring: $395
• Legal Interviewing: Asking the Right Questions: $495

LinkedIn Learning 

LinkedIn Learning, a subsidiary of LinkedIn, offers custom-priced, online video courses taught by industry experts. HR professionals use this platform to upskill, develop existing skills, and learn best practices.

HR professionals use LinkedIn Learning’s community to connect with other learners, certified instructors, and subject matter experts.

Popular HR courses:

• Using Gen AI to Develop Personalized Learning Plans
• HR Foundations
• Administrative Human Resources

Pryor Learning 

Pryor Learning delivers on-demand training programs across 19 categories. HR professionals can attend online courses or live virtual and in-person seminars led by instructors at specific US locations.

HR teams can access and integrate Pryor Learning’s eLearning content library with existing learning management systems. They can also import courses into their LMSs to ensure seamless training experiences.

Popular HR courses:

(Pricing as of article publication date)

• FMLA Compliance: $199/person
• Payroll Law: $149/person
• Behavioral Based Interviewing: $199/person

SHRM

SHRM, or the Society for Human Resource Management, is a global HR network of over 325,000 professionals. For more than 75 years, SHRM has helped improve workplaces by providing HR professionals with invaluable resources, world-class educational opportunities, and premier events.  SHRM offers industry certifications like SHRM-CP and SHRM-SCP to help HR professionals remain at the top of their professional game.

The platform hosts year-round physical and online HR events and offers customized training programs for teams of eight or more. HR professionals can participate in SHRM’s virtual and on-site training programs, which cover HR legal compliance, recruitment, retention strategies, and more. 

Popular HR courses:

(Pricing as of article publication date)

• Workplace Harassment Prevention: $99
• Leading Internal Investigations: $349 for members and $399 for nonmembers
• Virtual Talent Acquisition: $99 for members and $149 for nonmembers

Skillsoft 

Skillsoft provides learning programs in leadership, technical skills, compliance, and ethics. HR professionals can engage in a blend of virtual live online classes, self-paced online courses, hands-on practice, compliance courses, and coaching sessions. Skillsoft’s AI helper assists learners in asking questions and practicing assignments, ensuring a comprehensive learning experience.

Popular HR courses:

(Pricing as of article publication date)

• Recognizing and Addressing Micro Behaviors in the Workplace: $20/mo for individuals, $55/mo for teams, and custom pricing for enterprises 
• Workplace Diversity, Equity, and Inclusion:  $20/mo for individuals, $55/mo for teams, and custom pricing for enterprises 
• Trust Building Through Effective Communication:  $20/mo for individuals, $55/mo for teams, and custom pricing for enterprises

Udemy 

Udemy offers online video courses on in-demand skills. HR teams, students, companies, and government organizations can access free and paid courses taught by verified industry experts.

Udemy provides cohort learning for leadership development, asynchronous learning, live interactive sessions, and discussion forums. This dynamic approach ensures continuous professional growth and skill development.

Popular HR courses:

(Pricing as of article publication date)

• Diploma in Human Resource Management (HRM): $100
• HR Analytics using MS Excel for Human Resource Management: $95
• Human Resource Management setup workflow & toolkit: $50

Benefits of HR training programs and courses 

HR teams can use HR training programs and courses to enhance their skills, stay updated with industry trends, and boost overall team performance.

Improve skills 

Research shows that advanced training helps HR teams complete tasks quickly and accurately. They can also use these courses to sharpen their abilities in communication, leadership, problem-solving, and analytics—and then apply new knowledge to real-life HR projects.

As a result, HR teams navigate their work seamlessly and become invaluable assets to themselves and their organizations.

Gain industry expertise  

HR training programs offer specialized curriculums covering HR industry trends, labor laws and regulations, novel employee engagement strategies, and the latest HR software tools. 

HR teams can use this industry expertise to tailor their talent acquisition strategies, team development programs, and compensation packages to best serve their people and organization. 

Network with HR professionals 

HR training programs connect learners with communities of HR professionals through physical seminars, conferences, online forums, and webinars.

HR professionals can network with experienced HR thought leaders and professionals. They can learn, share knowledge, and develop personal relationships that benefit their careers.

Advance HR careers 

HR professionals who invest in continuous learning position themselves better for promotions and leadership opportunities. This boosts their career prospects and drives their organization’s success.

Learn more about HR training programs and courses

More information on HR training programs and courses:

What types of jobs can you get in HR?‎

According to Post University, the top HR jobs include Chief Human Resource Officer (CHRO), training and development manager, benefits manager, payroll manager, compensation manager, talent acquisition manager, change management specialist, and HR consultant.

HR professionals also explore roles like workforce planning analysts, HRIS analysts, and DEI specialists.

HR generalist roles include HR coordinators, HR analysts, and HR managers, and extend to advanced roles like Chief HR Officer or Chief People Officer. 

What types of people are best suited for roles in HR?‎

HR teams balance people’s needs with business goals, so people who have strong interpersonal skills, empathy, and problem-solving abilities are usually best suited for HR roles.

You can excel in HR if you have the following: 

• Strong communication skills
• Organizational skills 
• Empathy
• Problem-solving skills  
• Leadership capabilities 
• Business acumen 

Are there any free HR certifications? 

Yes! Free HR certifications exist on Alison, Great Learning, LinkedIn, Coursera, and other online programs. Some platforms offer free trials before requiring payment.

Choose the best HR training programs for your people

HR managers offer training programs that help their teams acquire new skills and advance their careers. These programs can enhance team performance, increase individual confidence, and boost job satisfaction—all supporting organizational success.  

Disclaimer: The opinions expressed in this article are solely those of the author and do not necessarily reflect the views of HiBob. Readers are always encouraged to conduct their own research before making any decisions. All courses and pricing listed were available as of when the article was written. 

The post HR training programs and courses appeared first on HiBob.

Whether you’re at a large corporation navigating high-volume payments or a startup looking for flexibility and better cashflow, we’ll break down the key differences between the two systems—including their features, use cases, and benefits—so you can make an informed decision.

What are BACS payments? 

BACS stands for Bankers Automated Clearing Services.

A BACS payment is simply a digital method banks use to move money between different bank accounts.

This system is used for all sorts of transactions, including payroll processing, direct debits, and creditor payments.

A regulatory body called Bacs Payment Schemes Limited—a regulatory body responsible for streamlining financial operations like payroll processing, direct debits, and creditor payments—oversees BACS.

What are Faster Payments?

As the name suggests, Faster Payments is a speedier alternative to BACS.

Faster Payments allow you to send money from one bank account to another in just a few seconds, whereas BACS payments take up to three working days. 

When you use Faster Payments, you don’t have to wait for hours or days for the money to arrive. Once you initiate the transfer, the money generally appears in the other person’s account right away.

BACS vs Faster Payments: A quick overview

BACS payments and Faster Payments differ in speed, payment size, and transaction fees. The right payment method for your business depends on your organization’s needs. 

BACS might be the right choice for companies that have restrictive day-to-day operations, like: 

• Government agency
• Utility company
• Multi-national conglomerate

Faster Payments may be the better choice for modern companies who require more flexibility in sectors like: 

• Banking and finance
• SMEs
• Online retailers
• Startups
• Services

Let’s review all the differences between BACS payments and Faster Payments so you can determine which is best for your payroll needs. 

How do BACS work?

This is what the process of sending BACS payments looks like behind the scenes…

1. Apply for a BACS Service User Number

Apply for a six-digit BACS Service User Number (SUN) at your bank. The BACS payment database will use it to identify your business in future transactions. Your bank account manager can guide you through the application process.

2. Submit payment instructions

The process begins with an organization, typically an employer or a business, submitting a payment instruction file to their respective bank.

This file contains the details of the transactions you want to process, like the beneficiary’s information and amounts you need to send.

3. The bank aggregates and processes your transactions

Once the bank receives the payment instruction file, it bundles multiple transactions into batches.

The bank processes these batches, debits the payer’s account, and initiates the fund transfer.

4. The banks communicate with each other

The banks communicate with each other over the BACS system, which acts as an intermediary between the banks, to inform each other about the processed batches.

This stage involves checking if transactions are valid. It also involves making sure they follow regulations.

5. The beneficiary gets credited

Finally, the recipient’s bank receives the funds and credits their account.

How long does a BACS payment take?

BACS payments usually take three working days to process, as long as you send them before 10:30 pm.

Here are a few of the factors that will determine how long your BACS payment(s) will take:

Processing date

The day you place the payment instruction significantly affects the payment processing time. Payments processed on working days generally transfer faster. 

Weekends and bank holidays

Banks don’t process BACS payments on weekends or bank holidays.

Batch processing

Batching multiple transactions together can improve overall efficiency, but grouping them can lead to delays.

Bank-specific processes

Individual banks might have specific internal processes that influence the exact timing of a BACS payment. Variations between banks can lead to minor discrepancies in payment timelines.

BACS cut-off times

According to the BACS website, businesses must submit payment files between 7:00 am and 10:30 pm on business days. 

If you send BACS payments before the cut-off time, they typically take three working days to clear. For example, if you send a payment on Friday before the cut-off time, you can expect it to arrive by Tuesday. 

BACS payments enter accounts between 1:00 am–7:00 am. If the bank hasn’t credited an account by 7:00 am, the payment will arrive the next working day.

Pros and cons of BACS payments 

Benefits of using BACS payments

Let’s look at why people choose BACS payments: 

Reliability and security

BACS payment services are known for being reliable and secure

The system’s automation reduces the likelihood of errors, and robust encryption protocols safeguard sensitive financial information.

Cost-effective for larger payments

BACS transactions are generally more cost-effective, especially for larger transfers. Bulk processing and batching transactions can help reduce operational costs.

Suitable for large payments

BACS payments work well for larger transactions where immediate access to funds isn’t a major concern. Having funds immediate availability is not critical.

Predictable processing time

BACS transactions have a predictable transfer time (typically three business days). This predictability helps manage cashflow.

Limitations of BACS payments

While BACS payments offer cost-effective solutions, they also have some drawbacks:

3-day processing time

BACS payments’ three-day processing time can cause headaches for transactions that require immediate fund transfers, especially in time-sensitive situations.

Lack of instant availability

The rigid processing time of BACS transfers means that recipients can’t immediately access their funds.

Not cost-effective for small payments

BACS payments between banks in the UK can cost between 5 and 50 pence per transaction—plus additional charges by your bank.

Limited flexibility

Banks only process BACS payments on working days, not weekends or bank holidays. This schedule can limit businesses that need to make transactions outside of regular business hours.

Plus, every year BACS releases its own calendar that businesses must follow to make payments. This reduces flexibility and adds administrative burden when making payments.

Not ideal for real-time financial management

If your business requires up-to-the-minute financial management or immediate updates on account balances, the slower BACS processing time can prevent you from getting a real-time overview.

How do Faster Payments work?

Here’s how Faster Payments typically work (when used for payroll):

1. Prepare your data

To kick off the process, you’ll need to prepare your payroll data (salaries, tax deductions, benefits, etc).

2. Calculate and approve payments

Next, calculate the net pay for each team member after taxes, deductions, and other factors. You can use dedicated global payroll software to handle this process. Then, review and approve the calculations.

3. Initiate the payment

Initiate the Faster Payments transfer using a banking portal or payroll software. Upload a file containing employee payment details, including bank account numbers, sort codes, and corresponding amounts.

4. Your bank verifies the transfer

Your bank verifies the availability of funds in your account and checks for any security or fraud concerns.

Once the bank completes the verification, it will authorize the payment.

5. Payments are processed and credited

A Faster Payments system processes your payment instructions and sends the funds to each team member’s bank account in near real time.

6. Your people are notified

A Faster Payments system notifies your team members via email or text message confirming the receipt of their salaries.

7. Payment records

Keep records of all your payments, including the transactions’ details and confirmation receipts. These records help with financial reporting, tax purposes, and auditing.

How long do Faster Payments take?

Most Faster Payments arrive within minutes, though some may take up to two hours. That being said, Faster Payment systems will always credit recipients by the end of the next business day.

These are some factors that may impact how long your Faster Payment takes to arrive:

The banks

You and your employees’ banks may have different processing speeds and efficiency levels. Some banks might have more streamlined systems, which means quicker transfers.

Network traffic

Faster Payments systems slow down when handling a large volume of transactions. To ensure quick processing, send your payment during off-peak hours.

Faster Payments cut-off times

Banks set cut-off times for processing Faster Payments. If you initiate a transfer after this cut-off, the payment might queue for the next processing window, potentially causing a delay in delivering a payment (sometimes as late as 5:30 pm). 

Technical issues

Occasionally, technical glitches or issues in the payment network or banks’ systems might cause delays, although this is fairly rare.

Pros and cons of Faster Payments

Benefits of using Faster Payments

Faster Payments systems offer many benefits that can enhance your financial transactions and business operations.

Speed and efficiency

Faster Payments enable near-instantaneous fund transfers between accounts. This makes it easy to make urgent payments, such as payroll, supplier payments, or time-sensitive transactions.

24/7 availability

The Faster Payments system is usually available 24/7 (including weekends and bank holidays).

This gives you more flexibility to initiate payments at your own convenience, without being constrained by banking hours.

Improved cashflow

The Faster Payment method helps businesses improve cashflow and ensures recipients can access funds quickly. 

This can be especially helpful if you’re an SME that needs readily available funds.

Reduced admin 

Using Faster Payments can help reduce your manual administrative work. It automates processes like sending payment instructions and helps with account reconciliation, compliance management, and reporting.

Employee satisfaction

You can use Faster Payments to ensure team members receive their salaries on time. People can plan their finances, pay bills, and enjoy peace of mind. This reliability enhances morale, satisfaction, and trust. 

Real-time notifications

Faster Payments sends real-time notifications to senders and recipients so you can keep track of your transactions and know if they went through.

Emergency payments

If you ever encounter an emergency or unexpected situation, you can use Faster Payments to quickly transfer funds.

Limitations of Faster Payments

Faster Payments might be a good fit for your organization, but it’s important to be aware of certain limitations:

Transaction limits

Some Faster Payments systems may have transaction limits, which will restrict the amount you can transfer in a single transaction.

This limitation might not be suitable for large-value payments or bulk transactions, usually when amounting to more than £1M per transaction.

Transactions are irreversible 

Once you process Faster Payments, you can’t reverse them. This makes it hard to recover funds if an error or fraudulent transaction occurs.

Limited international reach

Faster Payments systems cater to domestic bank payments within the UK. If you need to send payments abroad, you can use SWIFT or international wire transfers.

Recipient bank participation

Faster Payments require both your bank and your recipient’s bank to participate in the system. The payment might be delayed if your recipient’s bank isn’t in the Faster Payments network.

You must integrate your systems with Faster Payments’ platforms to use them. This process can be complex and time-consuming.

Faster Payments costs

While Faster Payments can be cost-effective for many transactions, there may still be associated fees. For bulk transfers, BACS transfers might be cheaper.

Lack of payment details

Faster Payments may not provide detailed payment information. This can cause issues if you need to include specific payment references or invoice details with transactions.

Integration challenges

You’ll need to integrate your systems with other banks’ platforms to initiate Faster Payments.

This integration process can sometimes be complex and time-consuming.‍

BACS payments vs Faster Payments: Complete overview 

Let’s summarize the key differences between BACS and Faster Payments so you can choose the right fit for your business. 

Speed

Faster Payments systems complete transactions in seconds or minutes. BACS payments can take up to three working days. 

You can choose between the two based on your organization’s payroll processing method and what you feel is best. For example, if you pay your people weekly or bi-weekly and need fast payments, Faster Payments might be best. If you pay monthly and prefer lower costs, it may make more sense to go with BACS.

Cost

BACS are generally cheaper than Faster Payments. They offer lower transaction fees (or none), especially when sending payments in bulk. 

In the UK, BACS payments cost between five and 50 pence, depending on the amount and volume of the transaction. Your bank may also charge additional fees. For example, Barclays charges 0.35 euros for three working day payments. 

Depending on the transaction amount, Faster Payments charges between 0.45 pounds and 2.50 pounds per payment.

Making changes

BACS payments offer a three-day processing window so you can cancel or modify payments before funds settle.

You can’t reverse Faster Payments because they’re pretty much instant.

Transaction size

BACS handles higher-value transactions. Faster Payments handle low- to medium-value transactions. BACS’s ability to process transactions in bulk makes it ideal for bulk corporate payments and salary transfers. 

You can use Faster Payments for smaller and more frequent transactions.

Availability

You can send Faster Payments any time, including weekends and holidays. BACS only operates during banking hours on business days.

BACS’s limited availability makes it unsuitable for time-sensitive payments. You must schedule and plan payments to ensure they drop when you want them. 

Are Faster Payments safe? Are they riskier than BACS?

Financial authorities regulate and monitor Faster Payments and BACS. If safety is your top priority, the security of the two systems is similar.

That being said, BACS payments can provide more security due to the longer processing time. Faster Payments’ quicker processing times can introduce certain risks around fraud detection and customer awareness. 

Strong security measures and monitoring can mitigate these risks. Faster Payments systems offer:  

• Encryption: Faster Payments encrypt transactions and secure the data transmitted between banks to ensure confidentiality and prevent interception
  
• Authentication: Banks employ strong authentication methods to verify the identity of users initiating transactions
  
• Fraud detection: Banks and financial institutions use advanced fraud detection mechanisms to identify and flag suspicious or unauthorized transactions
  
• Industry standards and regulations: Financial authorities and government bodies regulate the Faster Payments system to ensure compliance with security and privacy standards
  
• Bank guarantees: Banks often reimburse customers for unauthorized transactions or fraudulent activities

No matter which payment system you choose, stay vigilant against scams like app fraud and CEO fraud. Take additional steps to protect yourself, like using strong passwords, implementing multi-factor authentication, and avoiding suspicious links.

‍The BACS vs Faster Payments verdict: It depends on your organization’s payroll

Ultimately, whether you opt for BACS or Faster Payments depends on your specific preferences. There is no objective right answer.

BACS is broadly known for being trusty but often requires batch processing and manual intervention. Faster Payments emphasize automation and real-time processing.

It really just depends on where your priorities lie:

BACS: Better for reliability, cost-effectiveness, and handling recurring payments.

Faster Payments: Better for real-time transfers, immediate availability of funds, and flexibility.

Meet Bob 

Bob simplifies payroll for your UK teams with an all-in-one HR and payroll software. Streamline end-to-end payroll for your UK workforce by: 

• Centralizing payroll data: Remove the need for duplication by maintaining Bob as the source of truth for your people and payroll data and operations 
• Processing payroll in minutes: Cut down on time and automate the end-to-end payroll process without payroll windows or deadlines, including salary payments via BACS or Faster Payments and tax payments to HMRC
• Delight employees with an all-in-one HR and payroll experience: From onboarding to day-to-day payroll needs, employees can access all their HR and payroll documents in one platform
• Customizing payroll: Manage diverse payroll needs, including different pay schedules, IR-35 contractors, and flexible employees with varied rates
• Automating payroll calculations: Automate your complex payroll calculations like taxes, deductions, and benefits
• Accessing expert support: Work with our CIPP-certified payroll professionals to ensure you’re running payroll efficiently and accurately
• Managing tax and compliance: Manage tax withholdings, contributions, and reporting, so your businesses will always stay compliant with the latest HMRC laws and regulations

But, that’s not all. Bob’s complete modern HR platform also provides features for: 

• Core HR: Leverage this as a foundational hub, offering a social-media-like interface to enhance team engagement.
• People Analytics: Track metrics such as employee turnover and growth rates, aiding in proactive management and cultural alignment.
• Automated onboarding: Use HiBob’s automated onboarding process to ensure a smooth integration of new joiners and align them with the company’s culture from the start
• Time and attendance: Manage time tracking and attendance efficiently, simplifying payroll processes and ensuring accuracy
• Performance Management: Conduct 360-degree reviews and effectively align team member goals with organizational objectives
• Workforce Planning: Use data-driven tools to forecast hiring needs and plan resource allocation strategically
• Surveys: Engage team members through surveys, gathering valuable feedback that informs improvements and measures satisfaction, helping to foster a responsive and inclusive culture

From out-of-the-box onboarding, workflows, performance management, and payroll for UK teams, Bob’s breadth of core HR functionally gives your team everything needed to operate efficiently.

Learn more about Bob

BACS vs Faster Payments FAQ

More information on BACS and Faster Payments:

What is a BACS Service User Number? 

A BACS Service User Number is a unique six-digit number assigned to a service user or organization so they can take payments via direct debit. 

Is BACS the same as a bank transfer?

Although people often use the terms interchangeably, BACS differs from a bank transfer. BACS is a type of bank transfer, along with Faster Payments and CHAPS.

Which is faster, BACS or Faster Payments?

Faster Payments are significantly quicker and take just a few seconds to process. BACS may take several working days to process.

Do Faster Payments work on weekends? Do Faster Payments work on bank holidays?

Yes, Faster Payments work on weekends and during holidays, not only during business hours when banks open. 

When are BACS payments typically used?

BACS payments are commonly used for non-urgent payments and bulk payments.

When should I use Faster Payments?

Use Faster Payments when you want to make time-sensitive payments like urgent salaries, supplier payments, or immediate transactions.

Are there differences in transaction fees?

BACS offers low or no fees. Faster Payments can charge for its speed and convenience.

What are CHAPS payments?

CHAPS stands for Clearing House Automated Payment System. According to Starling Bank, CHAPS payments are a type of bank transfer similar to Faster Payments.

CHAPS offers same-day payments, which are ideal for time-sensitive lower-value payments or bulk high-value payments above Faster Payments’ transaction limit.

You can make CHAPS payments from 6 am–6 pm, Monday through Friday, excluding public and bank holidays.

What are SWIFT payments?

SWIFT stands for Society for Worldwide Interbank Financial Telecommunication. It’s an international electronic transfer payment that allows people to send or receive money through intermediary banks.

According to Wise, SWIFT payments are processed within 2-5 working days, and people can send or receive money in different currencies. 

The post BACS vs Faster Payments appeared first on HiBob.

Below, we’ll explain exactly how it works, when it’s needed, and who needs to do what when it comes to filling it out.

What is the HMRC new starter checklist?

The HMRC new starter checklist helps employers collect essential tax information about new employees in the UK to determine their tax code and whether or not they receive student loan reductions.

This helps ensure that employees are assigned the correct tax code and pay the correct amount of income tax in their new company.

When do you need a new starter checklist?

You’ll need a new starter checklist if an employee:

• Doesn’t have a P45
• Has personal details that differ from those shown on their P45
• Has been temporarily sent to work in the UK by an employer in another country

Is the new starter checklist the same as a P46 form? 

P46 forms are no longer used by HMRC. As an employer in the UK, always use the new starter checklist recommended by HMRC.

Why is the new starter checklist important? 

As an employer, you strive to provide your people with the best payroll experience, especially those who have just joined your company. But getting payroll right for new joiners can be tricky, and it can surprise your new starters with unusual tax deductions and raise queries for you on paydays. 

Completing the new starter checklist is critical to providing a great payroll experience. Here’s why:

Tax code allocation

Employers rely on the checklist information to match new joiners with the right tax code, ensuring fair and accurate tax deductions right from the start. This helps avoid the need to readjust their paychecks to correct for any over- or underpayments.

Avoiding penalties

If you, as an employer, don’t submit accurate information to HMRC, this can result in penalties for both you and your employee(s).

How to help employees complete the HMRC new starter checklist 

If your new joiner needs help filling out the HMRC new starter checklist, you can help them with the following:

1. Providing access to the checklist

Share the checklist with team members through HMRC’s website or your payroll software provider.

2. Adding personal details

The form asks for the following personal information, and new joiners may need your help filling out the form accurately: 

• Full name, address, and date of birth
• Start date
• National insurance number
• Information on postgraduate or student loans 
• Former tax code information 
• Details from other income earned in the current tax year from sources like another jobseeker’s allowance, pension, incapacity benefit, etc.
• Passport number if they’re temporarily sent to work in the UK

3. Selecting the right statement

Every employee must declare whether they have another job or are receiving a state, company, or private pension. This declaration helps determine their tax code.

The statement they select impacts the tax code assigned and the taxes they pay. Using the wrong statement means they could end up paying more or less in taxes. 

Statement A

Statement A applies to new team members working their first job since April 6 of the current year who have not received a taxable state pension, occupational pension, incapacity benefit, jobseeker’s allowance, or employment and support allowance.

Statement B

Statement B applies to team members who work for only your business but have had another job since April 6 of the current year and don’t have a P45. It also applies if they have received a taxable incapacity benefit, employment and support allowance, or job seekers allowance in the current tax year. 

Statement C

Statement C applies if the team member has another job and/or has received a private state or works pension. 

4. Completing the student loan declaration

If applicable, make sure people declare their student loan status. This will show whether or not they’re currently repaying a student loan. 

How to accurately complete the HMRC new starter checklist as an employer

Once a team member hands in their filled checklist, HR teams finish the process. 

1. Determine the NIC category

You’ll need to determine your new team member’s National Insurance Contribution (NIC) category based on their age, earnings, and circumstances. 

2. Submit the new starter checklist to HMRC

Once you complete the checklist, submit it to HMRC through your payroll system before the new team member’s first payday. HMRC can add the new person to their system and assign a tax code.

Streamline the new starter checklist process for your team

Streamlining the new starter checklist process supports a smoother onboarding experience for your team. By understanding and utilizing the HMRC new starter checklist, you can accurately manage tax codes, avoid unnecessary delays and penalties, and help new joiners feel welcomed and prepared from day one.

You can always refer to the official HMRC new starter guidelines to ensure compliance and stay up-to-date with the latest requirements.

Meet Bob 

Bob simplifies payroll for UK teams with an all-in-one HR and payroll software. Streamline end-to-end payroll for your UK workforce by: 

• Centralizing payroll data: Reduce errors and remove the need to update data for your people and payroll operations manually
• Processing payroll in minutes: Cut down on time and automate the end-to-end payroll process without payroll windows or deadlines
• Customizing payroll: Manage diverse payroll needs, including different pay schedules, IR-35 contractors, and flexible employees with varied rates
• Simplifying onboarding and payroll: Provide your people with access to all of their HR and payroll documents in one platform
• Automating payroll calculations: Automate your complex payroll calculations like taxes, deductions, and benefits
• Accessing expert support: Work with our CIPP-certified payroll professionals to ensure you’re running payroll efficiently and accurately
• Managing tax and compliance: Manage tax withholdings, contributions, and reporting, so your businesses will always stay compliant with the latest HMRC laws and regulations

But, that’s not all. Bob’s complete modern HR platform also provides features for: 

• Core HR: Leverage this as a foundational hub, offering a social-media-like interface to enhance team engagement.
• People Analytics: Track metrics such as employee turnover and growth rates, aiding in proactive management and cultural alignment.
• Automated onboarding: Use HiBob’s automated onboarding process to ensure a smooth integration of new joiners and align them with the company’s culture from the start
• Time and Attendance: Manage time tracking and attendance efficiently, simplifying payroll processes and ensuring accuracy
• Performance management: Conduct 360-degree reviews and effectively align team member goals with organizational objectives
• Workforce Planning: Use data-driven tools to forecast hiring needs and plan resource allocation strategically
• Surveys: Engage team members through surveys, gathering valuable feedback that informs improvements and measures satisfaction, helping to foster a responsive and inclusive culture

From out-of-the-box onboarding, workflows, performance management, and payroll for UK teams, Bob’s breadth of core HR functionally gives your team everything needed to operate efficiently.

Learn more about Bob

New starter checklist FAQ 

Learn more about the new starter checklist:

What is a new starter checklist for?

Use the new starter checklist when someone new joins your business in the UK to determine their tax code.

Does a P45 replace the starter checklist?

A P45 form will typically replace the need for a starter checklist when someone starts a new job in the UK.

People don’t necessarily need a starter checklist if they already have a P45.

When starting a new job, new team members typically provide their new employers with the P45 they received from their previous employer.

The P45 shows people’s earnings and tax payments. Use this to calculate their tax code for their new job at your organization.

If you can’t get all the information you need right away, use a new starter checklist. It will ensure the new joiner’s details are correct to set their tax code.

Is HMRC’s starter checklist a P46?

P46 forms are no longer in use and are not HMRC-compliant. Use the new starter checklist to collect information from new joiners in the UK for tax purposes.

Does a new starter checklist prevent an emergency tax code application?

No, a new starter checklist does not prevent the application of an emergency tax rate. In certain situations, even if someone has completed a starter checklist, an employer may apply an emergency tax code to their salary.

HMRC doesn’t always deliver new employees’ tax information to the employer before a new joiner’s first day.  In cases like this, apply an emergency tax code until you receive the correct one from HMRC.

What does an employer do without a new starter checklist?

In the absence of a starter checklist or a P45, place new joiners on starter declaration code C and use tax code 0T.

The post What is the HMRC new starter checklist? appeared first on HiBob.

But, it’s challenging to calculate the return on investment (ROI) of your LMS. Performance improvements take time to manifest and HR teams may find it difficult to measure intangible benefits like employee retention. 

To help you tackle the complexity, we’ve developed a guide for calculating and improving your LMS ROI. We’ll review how to assess your learning management system’s financial effectiveness and provide actionable steps to maximize its value.

What is LMS ROI?

LMS ROI measures the financial return from investing in an LMS. It quantifies the benefits an organization gains in comparison to the costs involved in deploying and maintaining the LMS. 

Why is LMS ROI important for organizations? 

LMS ROI directly impacts an organization’s financial planning. Decision-makers can assess whether the LMS delivers value equal to or greater than its cost.

This insight helps justify the platform’s ongoing expense and can influence decisions regarding upgrades, expansions, or changes in learning strategies. 

How to calculate the ROI of your LMS

There are a few different ways to calculate your LMS ROI. 

LMS ROI formula

An LMS ROI formula can provide a basic estimate of the financial gains from learning initiatives relative to the investment. Truly assessing the ROI of an LMS involves measuring various metrics that capture qualitative and quantitative benefits. 

The simplified formula is: 

ROI (%) = (net benefits / total investment) * 100

Net benefits: Net benefits represent the tangible and measurable advantages of using an LMS. These vary depending on an organization’s operations but can include:

• Labor hours saved due to less 1-on-1 training
• Revenue generated from higher productivity
• Cost savings from reduced turnover

Let’s say an LMS helps you reduce the time it takes team members to learn a new skill. You can calculate training cost savings if you know the average hourly wage of the team members and the number of hours saved.

Total investment: This includes the costs incurred from implementing and maintaining the LMS, such as purchase price, implementation fees, and ongoing operational costs.

A positive ROI indicates that the LMS is a worthwhile investment, contributing more in value than it costs to operate. 

Metrics for calculating the ROI of your LMS 

You can also calculate the LMS ROI by tracking key metrics that reflect the system’s impact. Once you determine these metrics, you can plug them into the formula as net benefits. 

User engagement 

User engagement metrics help gauge how team members are using the LMS. These metrics include: 

• Number of active learners
• Course completion rates
• Average time spent on the platform
• Interaction rates with learning materials
• Frequency of logins
• Perceived value that members get out of their business relationship

High engagement levels can indicate the content is relevant and the platform is user-friendly.

Educational impact

Educational impact metrics measure learning progress and skill acquisition. 

Key metrics here include:

• Pre and post-training assessment scores
• Number of certifications earned
• Feedback scores on content relevance
• Training completion rates
• Learning path progression

Operational efficiency 

These metrics assess how the LMS contributes to streamlining administrative and training processes. 

Look at metrics like:

• Reduction in training time 
• Increase in course completion rates 
• Administrative time saved through automated features (like scheduling and time tracking)
• Post-training performance improvements 
• Decrease in additional support requests beyond initial training
• Reduction in compliance violations
• Increase in time, bandwidth, and productivity due to readily accessible courses

Financial indicators 

These metrics measure the cost-effectiveness and revenue of the LMS. Key metrics might include:

• New revenue streams enabled by enhanced training programs
• Decrease in costs associated with high turnover
• Total expense of training per team member
• Savings from reduced in-person training
• Income increase from people who benefit from enhanced training
• Cost-per-employee for LMS maintenance
• Savings from reduced travel
• Savings from a reduction in manual data maintenance
• Revenue generated through strategic initiatives instead of administrative tasks

All of these metrics can impact revenue. If you’re building a business case to demonstrate the value of your LMS investment, tracking these metrics can provide compelling evidence.

How to improve the ROI of your LMS 

Follow these steps to improve your LMS ROI:

1. Choose the right LMS

The right LMS can help you optimize your investment in training efforts. Focus on finding a solution that effectively addresses the specific challenges and goals of your company. For example, you may want features to streamline onboarding workflows, improve learner engagement, or access advanced analytics on training effectiveness. 

Helpful hint: You can use those analytics to help determine the ROI of your LMS. 

2. Integrate with other tools

Enhance your LMS functionality by integrating it with key tools such as your HRIS (Human Resource Information System) or internal communication platforms. Integrating these platforms creates a unified system that streamlines data management and enhances operational efficiency.

This consolidation streamlines access to training within daily workflows and reduces manual tasks. You can gain a full view of team member learning, making it easier to track progress and assess the training’s impact on performance. You can use this information later to calculate the ROI of your LMS.

3. Enhance the user experience 

An easy-to-use LMS can lead to higher engagement and more effective learning. Look for an LMS that offers intuitive navigation, mobile accessibility, and personalized learning paths. 

4. Improve reporting 

Develop comprehensive reporting capabilities to gain deeper insights into training effectiveness, learner progress, and educational outcomes.

HR leaders can use reports to identify the most beneficial and cost-effective training methods. This can lead to a more efficient use of resources, better alignment of training with strategic goals, and, ultimately, a higher ROI. 

5. Seek user feedback 

Actively seek user feedback to refine and enhance your LMS. This proactive approach ensures the system improves with your team, addresses usability issues, and optimizes the learning experience. 

By responding to feedback and making necessary adjustments, you enhance user satisfaction and engagement. This can directly translate into higher ROI as your team becomes more competent and efficient.

<<Start off on the right foot with a successful LMS implementation>>

Benefits of investing in a learning management system 

HR leaders can use an LMS to support their organizations with:

Reduced training costs 

An LMS significantly cuts training costs with:

• On-demand training access: Team members access training as needed, significantly minimizing downtime
• Automated functions: Leaders can streamline tasks to save time and reduce labor costs with automated progress tracking and report generation 
• Reusable content: Teams lowering ongoing content creation costs by updating and reusing training materials without significant new investments
• Remote learning support: HR leaders enable team members across various locations to access training efficiently

Increased scalability 

LMS platforms allow HR leaders to efficiently manage training programs for thousands of team members without significant cost increases. This efficiency supports the growth and expansion of training initiatives as the organization evolves.

Improved performance 

An LMS enhances performance by offering diverse features that cater to various learning styles. Features such as gamification, real-time assessments, and varied learning modes actively engage team members and support personalized learning experiences. 

Together, these elements significantly improve learning outcomes, leading to enhanced individual performance, greater engagement, and increased productivity across the organization.

Enhanced training effectiveness 

An LMS can make learning more engaging and effective with interactive assessments and multimedia content. HR leaders can customize learning paths to meet the specific needs of different roles within the organization.

Maximize the LMS ROI for your organization 

By focusing on these various strategies and metrics to calculate LMS ROI, you can ensure your LMS becomes a valuable asset that supports your organization’s growth and success.

Beyond the numbers, a well-implemented LMS can contribute to employee engagement and retention significantly. When team members feel supported in their learning and development, they’ll want to stay with the company and perform at their best. 

Meet Bob

Meet Bob, the modern HR software solution with complete HR functionality. HR leaders can: 

• Streamline core HR functions: HR leaders can shift their focus towards more strategic HR initiatives by streamlining typical tedious processes
• Optimize hiring processes: Support growth with efficient applicant tracking systems
• Automate onboarding: Ensure new joiners receive a warm welcome and a seamless start with automated workflows
• Enhance performance management: Enable thorough 360-degree reviews and goal alignment to foster team member growth
• Conduct surveys: Use surveys to gather critical feedback that drives improvement
• Manage time off: Simplify the management of holidays, sick leave, and other leave types
• Simplify payroll operations: Reduce preparation time and ensure accuracy by integrating payroll management within your HR system

The post Calculate and improve your LMS ROI appeared first on HiBob.

Research indicates that organizations with robust onboarding processes can improve new hire retention by 82 percent and boost productivity by over 70 percent. Alternatively, companies with inadequate onboarding programs could risk losing their new hires within the first year.

But with so many options on the market, how can you know which solution is best for your business? You’ll need to consider key features such as digital forms, automated workflows, and how well the software integrates with other HR systems you use. This article reviews multiple employee onboarding software tools and provides detailed insights to help you select a tool that ensures a positive start for your new hires.

The best employee onboarding software: a quick overview

Employee onboarding software is often integrated into comprehensive HR software, hiring solutions, or Learning Management Systems (LMS). The software solutions in this article offer onboarding support and several other features. 

• Bob 
• AbsorbLMS
• ADP Workforce Now 
• BambooHR
• ClearCompany
• Deel
• Eddy
• GoCo
• Greenhouse
• Gusto
• iSpring Learn 
• Kallidus
• Paychex
• Paycor
• Paylocity
• Rippling
• Talent HR
• Trainual
• Trinet
• Workbright
• Workday

Disclaimer: The opinions expressed here are solely those of the author and do not necessarily reflect the views of the company. Prospective users are encouraged to conduct their own research to make the best decision for their organization.

What is onboarding software?

Onboarding software facilitates and streamlines integrating new hires into an organization. It automates and manages the tasks involved in welcoming new employees, ensuring they have a smooth transition into their roles. 

While often used for employee onboarding, onboarding software can also refer to customer onboarding software, client onboarding software, and user onboarding software. This article will focus on employee onboarding software, which is specifically engineered to support HR teams in handling the HR tasks associated with welcoming new staff. 

This includes automating the distribution of employment documents, facilitating training schedules, and helping new people assimilate into the company culture. Of course, many of the platforms discussed can also accommodate other types of onboarding.

What makes a great employee onboarding platform? 

To truly stand out, an onboarding platform must offer features that simplify the administrative workload and make new hires feel valued and prepared from day one. 

Customizable onboarding flows 

Flexibility in customization allows companies to tailor onboarding processes that align with their specific needs and values. This could include personalized welcome messages, structured training modules tailored to different roles, and adjustable timelines that accommodate various employment types.

Effective platforms also incorporate preboarding, enabling new hires to start their journey before their first day. This includes completing necessary paperwork digitally, setting up IT equipment, and arranging initial check-ins. Such customization ensures that the administrative groundwork is laid out before the new joiner arrives, allowing them to focus on team integration and cultural immersion on their first day, which greatly enhances the overall onboarding experience.

Automation opportunities

Automation is important for scaling the onboarding process and significantly reducing the manual workload for HR teams. Effective onboarding platforms automate repetitive tasks HR personnel would have to do manually, including ensuring new joiners complete assignments like filling out their bank information.

Onboarding platforms can also automate sending welcome emails to new hires and their teams and create tasks for IT to provide new joiners with equipment and necessary access to relevant systems and apps. This speeds up the onboarding process and reduces human error, ensuring compliance and consistency.

By automating these fundamental tasks, HR personnel can focus more on strategic initiatives and employee engagement rather than getting bogged down by routine paperwork.

Culture-building features 

HR teams can leverage effective employee onboarding platforms with features designed to help new joiners understand the company’s operational aspects and immerse them in the organization’s culture. 

Utilizing robust platforms that offer insights into team structures, internal networks, and company resources can assist HR teams and hiring managers in creating meaningful interactions between team members. This can help individuals establish a strong sense of belonging right from the beginning.

Employee self-service options 

With self-service options, new joiners can manage their personal information (e.g., legal name, bank information, date of birth, etc.), access necessary documents, and complete mandatory forms through a self-service portal. 

People can also use self-service features to access whatever information they need whenever they need it—whether it’s from company attendance policies, employee directories, onboarding checklists, or other resources. This autonomy lightens the administrative load on HR teams who can then dedicate their time to people-focused business strategies and programming.

Reporting and analytics 

HR teams can use a platform’s analytics to measure the effectiveness of their onboarding processes. Similarly, hiring managers can drive continuous improvement by tracking metrics like time to productivity and onboarding task completion rates.

Best employee onboarding software tools

Considering the key features of a great onboarding platform, let’s explore the top employee onboarding software tools that effectively meet these needs.

Note that the opinions expressed here are solely those of the author and do not necessarily reflect the views of the company. I encourage prospective users to conduct their own research to make the best decision for their organization.

Bob

Bob is a robust HR platform with a user-friendly interface that simplifies complex HR tasks and processes. It automates routine (and repetitive) HR operations and centralizes employee data in a single platform, reducing the administrative burden on HR  and enhancing the new hire experience.

The interface resembles popular social networks and helps increase employee engagement and productivity across teams. With its commitment to continuous improvement based on user feedback, Bob supports a community-oriented environment where users share best practices and insights. 

Key features: 

(The article includes platform features that reflect the information available as of the publication date.)

• Core HR management: Access all employee information from one secure location to manage administrative tasks and maintain consistent data
• Onboarding: Customize a dynamic onboarding experience to reflect your company’s culture and values and help new hires feel integrated and valued from day one
• Time and Attendance: Stay compliant with local legislation around attendance time tracking and time off 
• Performance management: Facilitate a culture of continuous feedback and development through customizable performance review cycles that align with your business goals
• Compensation management: Design and implement fair and transparent compensation policies aligned with market standards
• People Analytics: Make strategic decisions and drive organizational success using actionable insights from robust analytics tools
• Employee self-service: Provide your people with the ability to access and manage their personal and professional information 

(Pros and cons are compiled from reviews found on G2.) 

Pros: 

• Quick response time and support from the HiBob team
• Significantly reduces HR teams’ workloads​
• Features are highly customizable and flexible
• User-friendly interface
• Continuous updates and new features based on user feedback 

Cons: 

• Custom integrations with outside platforms may require technical assistance for optimal setup

Explore Bob today

AbsorbLMS 

AbsorbLMS is an LMS that offers tools for the employee onboarding process. New joiners can engage with customizable learning paths tailored to their specific roles, access training materials on any device, and utilize tools for creating and monitoring their learning progress.

Key features: 

(This article includes platform features that reflect the information available as of the publication date.)

• AI for learning outcomes and administrative tasks
• Mobile app
• Analytics and reporting tools to track learners’ progress
• Integration capabilities with services like Salesforce, Zoom, and various HR systems
• E-signatures and legal compliance support

Pros: 

• Intuitive admin panel
• Easy enrollment and management
• Flexible and straightforward content management system

Cons: 

• “My biggest disappointment was that the multi-tenancy or segregating by departments did not function as we expected causing us to have to adjust our offering and prices for clients.” (source)
• “The reporting structure within the Admin panel is extremely rigid. Ultimately, this was not as useful for us and we had to export all of our information out of the system and manage it elsewhere.” (source)

(Pros and cons are compiled from reviews found on Software Advice.)

ADP Workforce Now

ADP Workforce Now is a human capital management (HCM) software designed to help businesses manage their workforce across the entire employee lifecycle. Aimed at mid-sized and large businesses, the platform provides tools for various HR functions, from employee onboarding to payroll and talent management. 

It also features compliance support to help businesses meet regulatory requirements.

Key features: 

(The article includes platform features that reflect the information available as of the publication date.)

• Mobile-enabled onboarding for necessary forms
• Automated form completions and electronic signatures 
• Compliance tracking on all onboarding activities
• Templates for various employment types (part-time, hourly, international)
• Payroll processing with error detection and compliance with tax calculations
• Benefits administration
• Analytics and reporting tools

Pros: 

• HR suite integrates payroll, timekeeping, HR management, hiring, and benefits
• Automated onboarding workflows
• Recruitment features

Cons: 

• “The product overall isn’t the most user-friendly and is often buggy.” (source)
• “Reporting and analytics/dashboards are not helpful and difficult to modify to get what you want.” (source)
• “The onboarding experience is not great and confusing for employees.” (source)

(Pros and cons are compiled from reviews found on G2.) 

BambooHR

BambooHR is an HR platform designed for small and medium-sized businesses. It provides HR process solutions for the entire employee lifecycle, from hiring and onboarding to payroll, performance management, and offboarding.

Key features: 

(The article includes platform features that reflect the information available as of the publication date.)

• Offers tools to find, hire, and onboard talent
• Centralizes employee information
• Integrates payroll processing management
• Facilitates continuous feedback and performance tracking
• Employee self-service features
• Data insights

Pros: 

• User-friendly
• Interface is easy to navigate
• Built-in applicant tracking system

Cons: 

• “Horrible interface, difficult to use. Also, getting any information about the candidate was difficult to find.” (source)
• “To properly utilize BambooHR according to your company’s specific HR processes, there is a lot of individual and time-intensive setup involved.” (source)
• “Had to manually add employee PTO each pay period as their system was not integrated with their Payroll software.” (source)

(Pros and cons are compiled from reviews found on Software Advice.)

ClearCompany

ClearCompany is a talent management platform designed to help organizations with employee onboarding, applicant tracking, and other HR tasks. Their software includes automated onboarding workflows, background checks, and performance reviews. New joiners benefit from a self-service portal that allows them to begin their onboarding experience independently.

Key features: 

(The article includes platform features that reflect the information available as of the publication  date.)

• Onboarding tools
• Applicant tracking system
• Performance management system for regular feedback and goal-tracking
• Reporting and analytics
• Employee engagement surveys

Pros: 

• Easy-to-use user interface
• Simple application process
• Ongoing support

Cons: 

• “Multiple bugs, confusing workflows, poor system notifications, no customization to your hiring process.” (source)
• “Reporting function is okay at best–too confusing, too cumbersome and stuck between an “old version” and a “new version.” (source)

(Pros and cons are compiled from reviews found on Software Advice.)

Deel

Deel is a global payroll and compliance platform companies can use to support their employee onboarding programs with automated tasks, including contract signing and compliance document submissions. The platform also simplifies onboarding globally dispersed teams with built-in tools designed to ensure compliance with local labor laws and automate tax calculations.

Key features: 

(The article includes platform features that reflect the information available as of the publication date.)

• Contractor management system for onboarding, managing, and paying contractors in compliance with local regulations
• Global payroll management that adheres to local compliance
• Built-in compliance tools to help ensure adherence to country-specific employment laws and regulations
• Payment solutions to handle payouts in multiple currencies

Pros: 

• User-friendly interface
• Compatible with various external systems and platforms
• Responsive support team

Cons: 

• “There are still some rough edges with Deel’s billing system and fully fleshing out some optionality within different countries.” (source)
• “The report section in Deel lacked customization and was cumbersome to use, making extracting specific data time-consuming.” (source)

(Pros and cons are compiled from reviews found on Software Advice.)

Eddy

Eddy is a human resource management platform for small and medium-sized businesses. It consolidates various HR functions into a single system, aiming to handle the hiring, onboarding, payroll, and time-tracking processes.

Key features: 

(The article includes platform features that reflect the information available as of the publication date.)

• Paperless onboarding
• Custom new hire packets 
• Tracking of new hire onboarding tasks 
• Applicant tracking
• Payroll management
• Time-tracking capabilities that integrate with payroll

Pros: 

• User-friendly interface
• Flexibility in handling different levels of PTO and sick time configurations
• Customer support is highly regarded

Cons: 

• “Eddy is a newer software and not all of the features for employee management have launched.” (source)
• “The reporting is tricky and doesn’t always get what we want and how we need it. It also doesn’t handle rehires very well.” (source)
• “The features currently in place on the platform are good enough for now, but it takes a lot of leg work on the backend since I can’t customize it exactly to my specific needs.” (source)

(Pros and cons are compiled from reviews found on Software Advice.)

GoCo

GoCo is an HR platform that supports hiring, onboarding, payroll, and benefits management. GoCo’s solution provides a digital onboarding experience for new hires, including online offer letters, onboarding forms, self-service benefit enrollment, payroll setup, and more. 

Key features: 

(The article includes platform features that reflect the information available as of the publication date.)

• Digital offer letters and onboarding documents
• Self-service benefits enrollment 
• Streamlines verifying employment eligibility and managing deductions
• Payroll integration
• Time tracking and PTO management
• Performance management

Pros: 

• Integration capabilities
• User-friendly
• Customer service is responsive and helpful

Cons: 

• “The time tracking data didn’t work well for our company. We are a union contractor and unfortunately needed a more detailed system.” (source)
• “The payroll they sync with (execupay) does things relatively last minute…we received and had to mail the 1099’s on the same day, they didn’t send it to the IRS on our behalf, etc.” (source)
• “The functionality did not live up to its promises and has lots of…UI issues.” (source)

(Pros and cons are compiled from reviews found on Software Advice.)

Greenhouse

Greenhouse is a hiring platform designed for the recruiting and onboarding processes. The platform allows leaders to personalize the welcome experience, provide resources, and introduce new teammates to the company culture. Greenhouse can set onboarding goals for the first 30 days, track new hire progress, and gather feedback.

Key features: 

(The article includes platform features that reflect the information available as of the publication date.)

• Onboarding tools, including automated task assignments, welcome packets, and training schedules
• Applicant tracking system
• Interviewing kits and scorecards
• Integration with HR platforms and tools
• Analytics for tracking recruiting metrics

Pros: 

• Detailed feedback and interaction with candidates
• Customizable interface
• Integrates with various other tools and systems

Cons: 

• “Minimal UI sometimes makes finding the right option difficult. New users often tend to struggle with learning.” (source)
• “Sometimes customizing reports can be a bit difficult. There have been some instances where it took some time for a report to pop up.” (source)
• “Pricing is annual and very high–Hard to justify the ROI for convenience on the HR team.” (source)

(Pros and cons are compiled from reviews found on Software Advice).

Gusto

Gusto is a cloud-based HR platform that offers tools for onboarding, payroll, benefits, and HR management. HR teams can create custom onboarding checklists and automate onboarding tasks including document signing, benefits enrollment, and software provisioning. 

Key features: 

(The article includes platform features that reflect the information available as of the publication date.)

• HR management tools for onboarding, time tracking, and employee database management
• Automated payroll processing
• Benefits administration
• Self-service portal
• Compliance support

Pros: 

• User-friendly interface
• Easy integration with other software

Cons: 

• “It’s unreliable with payroll deposits and the customer service is terrible.” (source)
• “Some businesses may prefer more flexibility to tailor features to their needs.” (source)
• “Off Cycle payrolls are a lot of manual entry of information and take a lot longer to run.” (source)

(Pros and cons are compiled from reviews found on Software Advice).

iSpring Learn

iSpring Learn is an LMS that provides solutions for the employee onboarding process. HR leaders can enroll new teammates, assign relevant training, and provide personalized onboarding paths. They can also use the LMS to monitor new joiners’ progress and get real-time insights into their onboarding journey.

Key features: 

(The article includes platform features that reflect the information available as of publication date.)

• Customizable onboarding paths
• Remote mobile learning capabilities
• Interactive quizzes and surveys
• Course development tools
• Reporting and analytics to track the progress of onboarding programs

Pros: 

• Ease of use course creation and management
• Integrates well with PowerPoint
• Supports mobile learning
• Detailed tracking and management of user progress

Cons: 

• “At times the tracking of courses can be challenging—particularly when it comes to a mixture of ILT and online courses.” (source)
• “It would be great if there was a better onboarding experience. The platform has a lot of options and beginning to use it without the help of Support can be difficult.” (source)
• “The reports feature could be significantly improved. I feel there are so many reports that have easier access, which would be helpful, or there would be different formatting of the data.” (source)

(Pros and cons are compiled from reviews found on Software Advice and G2.)

Kallidus

Kallidus, formerly known as Sapling, is a learning and talent management platform designed to support the employee lifecycle from recruitment and onboarding to offboarding. It aims to aid in the training and performance management processes.

Key features: 

(The article includes platform features that reflect the information available as of the publication date.)

• Recruitment and onboarding modules
• Integrated LMS
• Talent management tools
• Reporting and analytics
• Mobile compatibility

Pros: 

• User-friendly interface
• Effective classroom system administration features
• Detailed reports

Cons: 

• “Kallidus Learn is limited by the reporting function they offer, as this has little customisation capabilities.” (source)
• “Features have been removed without notification and courses changed without a detailed update on what has been changed within them.” (source)
• “The admin side of it seems overly complicated to do simple tasks—it is not straightforward to use at all.” (source)

(Pros and cons are compiled from reviews found on Software Advice and G2.)

Paychex

Paychex is an HCM platform offering employee onboarding features tailored to small to medium-sized businesses. New joiners can complete essential onboarding forms through the platform and familiarize themselves with company policies. 

Paychex also helps ensure compliance with employment laws by digitally tracking necessary documentation such as the I-9 and W-4 tax forms, state withholding forms, and direct deposit authorizations.

Key features: 

(The article includes platform features that reflect the information available as of the publication date.)

• Self-onboarding for new joiners
• Mobile access to onboarding materials
• Paperless Onboarding
• Automated payroll processing
• HR management, including onboarding, employee records, and benefits administration
• Time and attendance tracking
• Reporting and analytics

Pros: 

• Ease to use for administrators and employees
• Responsive customer support

Cons: 

• “Additional platform needed for time tracking.” (source)
• “Difficulty with E-Signature process at times.” (source)
• “The system is hard to use. Many of the features convert back to original features.” (source)

(Pros and cons are compiled from reviews found on Software Advice and Forbes.)

Paycor

Paycor is a human resources (HR) management platform designed to assist businesses in managing their workforce. It integrates various HR functions such as recruiting, employee onboarding, payroll, and timekeeping to streamline administrative tasks and improve compliance.

Key features: 

(The article includes platform features that reflect the information available as of the publication date.)

• Mobile access to onboarding materials
• Self-onboarding capabilities
• Integrated payroll management
• Time tracking system
• Recruiting and applicant tracking capabilities
• Customizable reporting and analytics

Pros: 

• Straightforward setup and operation
• Conveniently integrated solutions for HR tasks
• Mobile app

Cons: 

• “Sometimes the web-based time clock displays the time inaccurately, your clock will still punch but it seems erroneous at first.” (source)
• “Had to follow up and keep implementation on track with too many items. Some items were not covered at all. We could have used more time with, and information from, our implementation team.” (source)
• “The Time Off Manager system has given us a lot of problems. It is inflexible—so for employers who are striving to give their employees a flexible schedule and work-life balance it is not great.” (source)

(Pros and cons are compiled from reviews found on Software Advice.)

Paylocity

Paylocity is a cloud-based payroll and HCM software for small- to medium-sized businesses. It offers several tools designed to help organizations manage the entire employee lifecycle, from recruitment and onboarding to team member engagement.

Key features: 

(The article includes platform features that reflect the information available as of its publishing date.)

• Human resources management including onboarding, benefits administration, and employee self-service
• Payroll services with tax filing and compliance management
• Time and attendance tracking
• Performance management 
• Analytics and reporting capabilities

Pros: 

• User-friendly interface
• Mobile app

Cons: 

• “Customer support was slow to respond and our assigned rep was often changing, which meant they had limited knowledge of the system.” (source)
• “​​The initial installation could have been better. Many things were not done correctly at first. Also needed more training before implementation.” (source)
• “Paylocity isn’t as sophisticated as other products that are intended for other more complex organizations. For example, we have trouble with making sure the HSA contributions are tracked correctly and need to keep a separate spreadsheet.” (source)

(Pros and cons are compiled from reviews found on Software Advice and G2.)

Rippling

Rippling is an employee management platform that centralizes HR, IT, and finance processes. It offers various onboarding features, from the automated distribution of offer letters and digital benefits enrollment to training modules. Rippling can also automate device and app configuration so that everything is ready for the new team member on their first day.

Key features: 

(The article includes platform features that reflect the information available as of the publication date.)

• Automated onboarding and offboarding processes
• Unified employee data system
• Benefits administration
• Device and app management for IT security
• Customizable reporting and analytics tools

Pros: 

• “I love the Rippling puts everything in one place. I have access to benefits, payroll, PTO, and performance reviews all under one umbrella.” (source)
• “When we had issues with our payroll and hr management, the customer support at rippling was great. They resolved our issue in <24 hours.” (source)

Cons: 

• “Setting up takes some time, the interface could use some better in-email option or clickables for clients onboarding.” (source)
• “What I like least is the support service and having to go through a robot system for help.” (source)

(Pros and cons are compiled from reviews found on Software Advice and G2.)

Talent HR

TalentHR is an HR software designed to handle various people tasks such as onboarding, employee management, performance reviews, and people analytics. It has a customizable interface and includes solutions for time-off tracking, applicant tracking, and asset management.

Key features: 

(The article includes platform features that reflect the information available as of its publishing date.)

• Automated new hire system
• Central directory, calendar, and document management
• Time off tracking
• People analytics
• Platform customization 
• Applicant tracking

Pros: 

• “Loved its speed of setup, affordability and simple features. Their staff also were quick to help with issues found in the young product.” (source)
• “It is very detailed and offers a lot of customization, to tailor it to your needs. The UI is amazing! Reporting and analytics are great.” (source)

Cons: 

• “Based on my assessment, it appears that the application has room for further enhancements. Expanding the application’s capabilities would greatly contribute to its overall functionality and value for HR professionals and organizations.” (source)
• “It seems that it hasn’t been fully shaped yet. I would love to see more features related to the employee onboarding process.” (source)

(Pros and cons are compiled from reviews found on Capterra.) 

Trainual

Trainual is a cloud-based platform that supports onboarding for small to medium-sized businesses. It offers tools for creating training manuals and systematic onboarding guides. HR leaders can provide structured learning paths to prepare new joiners for their roles.

Key features: 

(The article includes platform features that reflect the information available as of the publication date.)

• Customizable new hire orientation manuals with GIFs, screen recordings, and embedded videos
• Progress tracking that monitors the effectiveness of onboarding programs
• Integrates with tools like Slack and Zapier 

Pros: 

• “I am a new user of Trainual and I really like the fact that it is extremely User friendly and that is very logical.” (source)
• “Trainual has been incredible for documenting all things you think you will just remember. And better yet keep it organized for those who come after us within a company.” (source)
• “Easy to use and deploy. It is flexible yet simple to use.” (source) 

Cons: 

• “Having to ask permission to edit and view documents that are relevant to my job.” (source)
• “Sometimes the creating and transferring previous training paperwork into Trainual was tricky and time consuming.” (source) 
• “It can get a little bit disorganized while everyone is editing and changing departments all at once.” (source) 

(Pros and cons are compiled from reviews found on Software Advice and G2.)

Trinet

TriNet, formerly known as Zenefits, provides an HR solution designed to support small to medium-sized businesses with HR tasks. Its onboarding solution automates the initial steps of the new employee’s journey and handles tasks like document management, benefits enrollment, and account setup for essential tools like G Suite and Salesforce

Key features: 

(The article includes platform features that reflect the information available as of the publication date.)

• Paperless onboarding
• Self-onboarding features
• Automatically sets up new joiners with accounts in applications like G Suite, Office 365, Salesforce, and Slack
• Digital signatures 
• Full-service payroll processing with tax compliance features
• Benefits management
• Compliance support

Pros: 

• “User friendly and tracks PTO time and availability in the system.” (source)
• “I like their support the most. They are actually very helpful all the time (even though the chat box will kick you out if you don’t respond in 30 seconds) and the platform is easy enough to navigate. We’ve received help with any issue that came up pretty promptly.” (source)

Cons: 

• “Hidden charges. Exorbitant annual increases.” (source)
• “Support tickets when isolated issues or needs arise take longer than expected to get resolved.” (source)

(Pros and cons are compiled from reviews found on Software Advice and G2.)

Workbright

WorkBright is an HR technology platform that specializes in automating the onboarding process for remote employees. It’s designed primarily to assist companies that frequently hire seasonal or temporary staff.

Key features: 

(The article includes platform features that reflect the information available as of the publication date.)

• New hires can complete onboarding paperwork from any device
• Automated reminders and compliance tracking
• Integration capabilities with other HR systems
• Real-time reporting

Pros: 

• “WorkBright is easy to use and it’s reliable.” (source)
• “Great platform to stay organized and keep everything in one place.” (source)
• “WorkBright is a great system that lets me customize what I need from new employees. It has greatly improved our onboarding process.” (source)

Cons: 

• “Not integrated with our HRIS. this isn’t a deal breaker as this would be a nice to have.” (source)
• “I do wish their is a fast or easier way to accept and download files. Wish it allowed me to filter staff based on those that I am onboarding instead of everyones from my team.” (source)

(Pros and cons are compiled from reviews found on Software Advice and G2.)

Workday

Workday is a cloud-based enterprise resource planning (ERP) software that integrates finance, HR, and planning into one system. HR leaders can draft and send offer letters, automate background checks, and ensure all necessary onboarding documents are completed. 

The platform also provides tools to create detailed training programs and schedules, assign mentors, and gather feedback on the onboarding process.

Key features: 

(The article includes platform features that reflect the information available as of the publication date.)

• Employee onboarding
• Payroll management
• Time tracking capabilities
• Talent management
• Performance evaluations

Pros: 

• “It provides valuable insights into workforce trends and performance metrics, empowering data-driven decision-making.” (source)
• “It was a great tool for our company to manage their organization. It has all features that we need within the company.” (source)
• “I have found that looking up all things payroll are incredibly easy with Workday. Everything is very straightforward.” (source)

Cons: 

• “Due to many features in this tool, I have a hard time navigating sometimes.” (source)
• “Workday HCM requires a bit of a learning curve.” (source)
• “Workday HCM tends to be slow when running multiple human resources activities at the same time.” (source)

(Pros and cons are compiled from reviews found on Software Advice.)

How to choose the best employee onboarding software

The right onboarding software fits your company’s immediate needs and adapts as your organization grows and changes. Consider these key factors when deciding between onboarding platforms:

Your organizational needs

Start by identifying the specific challenges and requirements your organization faces during the onboarding process. Do you need to automate certain repetitive tasks? Are there specific compliance issues you need to address? 

Understanding these needs will help you easily home in on software that offers the right features.

Ease of use and implementation

The best onboarding software is intuitive and easy to use for HR teams and new hires. Using automation can be efficient, but it can backfire if the learning curve for new hires is too steep.  

It’s important to select a solution with a clean, user-friendly interface and comprehensive support and training materials to ensure smooth implementation and a positive start.

Integration abilities 

Ideally, your onboarding software should integrate with your existing HR systems, such as payroll software, HRIS or HCM, LMS, and recruitment tools. Good integration helps keep all your employee information in one place, reduces mistakes from manually entering data, and gives you a clear and comprehensive picture of your workforce.

Security and privacy standards 

With the increasing amount of sensitive data being processed, it’s crucial to make sure your onboarding software adheres to stringent security and privacy standards. Look for platforms that offer encrypted data storage and comply with relevant laws to ensure that your company’s and employees’ data remain protected.

Your budget

When determining your budget, consider the upfront costs and long-term expenses of the software, such as subscriptions, updates, and additional features. It’s also important to evaluate the ROI the software will bring through improved efficiency, better compliance, and higher retention rates.

Benefits of onboarding software

Implementing effective onboarding software offers significant advantages for organizations and their employees.  

Improved company culture 

Onboarding software helps instill your company’s values and culture from day one. It introduces people to the organization’s history, values, and expected behaviors through well-structured resources. A well-structured onboarding program supported by top-tier tech helps welcome new team members warmly and boosts engagement and retention by fostering a deep sense of belonging and commitment right from the start.

Reduced admin work 

Automating routine tasks like form submissions and document management reduces the administrative burden on HR teams and hiring managers. This frees up time to focus on more strategic initiatives, such as employee engagement efforts.

Consistent onboarding experiences 

Standardizing the onboarding process ensures every new hire has the same great experience and receives the same information and training. This consistency helps eliminate confusion and ensures all team members start on equal footing.

Quicker ramp times

With streamlined processes and easy access to training materials, new hires can get up to speed more quickly. Efficient onboarding reduces the time it takes new joiners to become productive members of the team.

Better data-driven decision-making 

Onboarding software often comes with analytics tools that provide insights into the effectiveness of your onboarding processes. This data can help you identify areas for improvement, understand what works well, and make informed decisions to enhance the onboarding experience.

Learn more about employee onboarding platforms and tools 

Here are some frequently asked questions that can provide you with deeper insights:

What is onboarding? 

Onboarding is a crucial process for integrating new employees into an organization. It fosters a connection between the new hires and the organization’s culture, goals, and practices.

Onboarding involves introducing new hires to company policies and their specific roles as well as providing them with the necessary tools and information to succeed from day one.

Why is onboarding important?

Effective onboarding sets the initial tone of a team member’s experience and directly impacts their engagement and productivity. A structured onboarding process leads to higher job satisfaction, improved job performance, and increased retention rates.

Conversely, a lack of proper onboarding can result in higher turnover and disengagement, affecting the organization’s overall morale and efficiency.

Are there different types of onboarding software? 

Yes. Some onboarding software focuses solely on the administrative aspects of onboarding such as document management and task automation, while others might emphasize cultural integration, training, and development. 

The most effective onboarding software has extensive capabilities, including flexible workflows, integrations with other HR systems, and features that promote employee engagement and facilitate learning—all critical for successful team member integration. 

What is the best employee onboarding software for small businesses?

For small businesses, HiBob’s platform, Bob, is a great choice, especially for businesses that value culture and engagement alongside efficiency. Bob offers automated workflows, document management, and employee self-service capabilities, all within an intuitive platform that supports a smooth onboarding experience. 

Of course, it’s important to note that this is based on general feedback and individual opinions. Each business has unique needs, so it’s critical to explore various options and conduct thorough research to determine the best software to meet your specific needs.

Are there any free onboarding tools? 

Yes, tools like Deel and TalentHR offer free plans that include basic features. However, these free versions may be limited in scope and scalability compared to paid versions.

Choose the best employee onboarding software for your business

Selecting the right onboarding software is a critical step in ensuring a smooth transition for new hires into their roles and your company culture. Like a warm welcome on a child’s first day of school, a thoughtfully planned onboarding process can set the stage for long-term employee engagement, satisfaction, and retention. 

If you’re looking for a solution that enhances employee engagement and retention while integrating seamlessly with your HR processes, consider Bob. Bob’s platform is designed to streamline complex HR tasks with features like automated workflows, customizable onboarding sequences, and comprehensive analytics. 

These tools work together to foster a healthy and thriving company culture from the start, ensuring that every new hire feels welcomed and valued.

Get your free demo

Disclaimer: The opinions expressed here are solely those of the author and do not necessarily reflect the views of the company. Prospective users are encouraged to conduct their own research to make the best decision for their organization.

The post The best employee onboarding software tools appeared first on HiBob.

This Employment Hero review takes a deep dive into the strengths and potential limitations of this employee management software to help you determine its suitability for your organization. Whether Employment Hero or an Employment Hero alternative suits your teams better, this research can aid your decision-making process.

Of course, it’s always important to conduct your own research before making any decisions about what software is the best fit for your organization. 

What does Employment Hero do?

Employment Hero is a cloud-based human resource management (HRM) platform designed to help small to medium-sized businesses manage their HR, payroll, and employee benefits. The platform automates various HR processes, including employee onboarding, payroll processing, compliance management, and benefits administration. 

Who is the owner of Employment Hero?

Employment Hero was co-founded by CEO Ben Thompson and CTO Dave Tong.

In what country is Employment Hero based? 

Employment Hero is based in Australia.

Employment Hero review

Here’s an overview of the Employment Hero platform. Note that the opinions expressed in this article are solely those of the author and do not necessarily represent the views of HiBob.

(The article includes platform features that reflect the information available as of its publishing date.)

Employment Hero key features

• Integrations: Employment Hero integrates with various software systems, including accounting software and time tracking apps
• Automated payroll: Automates payroll processing and supports compliance with regulatory requirements
• Onboarding and compliance: Manages the onboarding process for new hires and maintains compliance with employment laws
• Employee self-service: Provides a portal for employees to manage their personal information, access payslips, and request leave

Pros

• The platform centralizes HR tasks
• It offers integration capabilities with various systems
• Customers generally regard the user interface to be intuitive

Cons

Some previous Employment Hero customers have mentioned: 

• Challenges with customer support
• Occasional issues with software bugs and glitches
• Concerns about the cost for smaller companies

Source: These insights are compiled from reviews from G2.

Employment Hero pricing plans 

Employment Hero separates its services into different categories:

HR Plans:

• Hiring Essentials: $0 per employee/mo
• HR Standard: $8 per employee/mo
• HR Premium: $12 per employee/mo
• HR Platinum: Interested parties must contact the Employment Hero sales team for pricing

Payroll Plans:

• Payroll Standard: $6 per employee/mo
• Payroll Premium: $8 per employee/mo
• Managed Payroll: $27 per employee/mo

Source: These pricing plans are based on the Employment Hero website and are subject to change.

Employment Hero reviews

Employment Hero holds a 4.5/5 star ranking from customer reviews on G2.

For those interested in a deeper exploration of individual Employment Hero reviews, you can access further details through a variety of reputable platforms:

• Check out customer reviews on G2
• Check out customer reviews on Capterra
• See employee reviews on Glassdoor.

Best Employment Hero alternatives

If you’re still weighing your options, here are some great Employment Hero alternatives. 

Disclaimer: The opinions expressed in this article are solely those of the author and do not necessarily reflect the views of HiBob. Readers are always encouraged to conduct their own research before making any decisions.

Bob

Bob, an HCM by HiBob, enhances the modern workplace by simplifying complex HR tasks and fostering a positive work culture. The platform integrates a comprehensive suite of tools into one cohesive system, catering to the dynamic needs of modern businesses, from startups to large enterprises. 

Users recognize Bob for its user-friendly interface and ability to significantly streamline the HR workload. Many reviewers celebrate Bob for its exceptional support and updates based on user feedback, which ensure that the platform evolves with the needs of its users. 

Key Features: 

• Core HR: HR leaders can save hours of admin time with Bob’s automated workflows, task assignments, easy-to-use templates, real-time analytics, and much more. 
• Onboarding: New hires can access personalized and engaging onboarding experiences, ensuring they feel welcomed and well-informed from day one. This streamlined process helps reduce the time to employee productivity.
• Time and Attendance: Team members easily track their hours with Bob’s simple “clock in” and “clock out” buttons. HR leaders can access a complete view of their team’s work hours on one screen to see any missing information or mistakes.
• Performance management: Leaders can conduct performance reviews and gather feedback to create a positive company culture. They can control every aspect of the review process to ensure accurate, seamless cycles.
• Compensation management: HR managers can conduct transparent and equitable compensation planning to help retain top talent and promote fairness.
• People Analytics: HR teams can use powerful analytics tools that deliver actionable insights into workforce trends and behaviors. They can make better-informed strategic decisions that positively impact employee wellbeing. 
• Employee self-service: Team members can manage their personal information, submit HR requests, and access important documents independently. This autonomy helps enhance engagement and satisfaction.

Explore the Bob platform

BambooHR 

BambooHR’s human resource information system automates essential HR tasks for small and medium-sized businesses. It provides a solution for managing the entire employee lifecycle from hiring to offboarding.

Key Features: 

• Centralized employee database: Manages employee information in one location
• Hiring and onboarding: Helps automate the hiring process from recruitment to onboarding
• Performance management: Facilitates ongoing performance assessments
• Time tracking and payroll integration: Integrates with payroll systems
• Employee self-service portal: Allows people to access and update their personal information, request time off, and manage their benefits

(The article includes platform features that reflect the information available as of the publication date.)

Dayforce HCM 

Dayforce HCM, developed by Ceridian, helps manage the employee lifecycle. It offers a single application solution that integrates payroll, benefits, workforce management, human resources, talent management, and analytics.  

Key Features: 

• Continuous pay calculation: The system updates pay calculations continuously throughout the pay period
• Workforce management: Integrates core HR functions with time and attendance
• Benefits and wellness: Manages benefits enrollment and health initiatives in one platform
• Compliance management: Ensures business practices are in line with regulations globally
• Mobile and web access: Ensures accessibility on various devices

(The article includes platform features that reflect the information available as of the publication date.)

Rippling

The Rippling HR platform enables businesses to manage their workforce, automate administrative tasks, and integrate various aspects of HR and IT. It’s designed to streamline operations from employee onboarding to offboarding and maintain compliance across the organization.

Key Features: 

• Employee management: Integrates tasks like payroll, benefits, and employee data management
• IT management: Manages company devices and applications
• Finance tools: Offers expense reporting and corporate card management
• Custom workflows and automation: Allows automation of repetitive tasks
• Comprehensive integrations: Supports multiple integrations with other business tools

(The article includes platform features that reflect the information available as of the publication date.)

WorkdayHCM

Workday HCM helps organizations manage their entire workforce, from payroll to benefits. It integrates these functions into a single application, designed to support large enterprises in managing their HR operations globally.

Key Features: 

• Unified system: Integrates human capital management into one system
• Real-time insights: Delivers data and analytics
• Talent management: Provides tools that support the employee lifecycle, including recruitment, development, and retention
• Payroll and financial management: Merges payroll processing with financial management
• Adaptive learning and development: Offers learning plans and employee performance tracking

(The article includes platform features that reflect the information available as of the publication date.)

The bottom line on Employment Hero

Employment Hero offers a suite of HR tools that can cater to small to medium-sized businesses, streamlining processes from payroll to employee benefits. However, it may not be the best fit for every organization. It’s important for HR teams to conduct thorough research and compare solutions to ensure the platform aligns with their specific needs.

If your business is looking for a user-friendly and robust HR solution you can customize to meet your unique needs, Bob is a top contender. You can use Bob to easily adapt your workflows to fit your organization and enjoy superior customization and extensive integration capabilities. On top of that, Bob evolves with your needs, ensuring long-term scalability and compliance. 

Learn how Bob can transform your HR operations.

The post Employment Hero review and alternatives appeared first on HiBob.