With global uncertainty and an immediate need to do more with less,  HR teams are under pressure to digitize faster, capture new ways to be efficient, and, dare we say, grow. 

The good news is that HR tech tools are here to help. The challenge for HR leaders is finding the right one for today’s ever-changing environment. You need HR tech that is practical, actionable, and relevant to reality while helping you manage diverse teams spanning five generations. But that’s not all. You also need to reach people in remote sites and across the globe while creating the trust and transparency people seek in their workplace today.  

This guide can help.

In this guide, we’ve compiled a list of questions you should ask when comparing HR solutions. Use your answers to compare solutions and see which HR tech best fits your strategy and people. Remember, HR tech should help drive your HR strategy forward, not hinder your processes and performance. 

“I’ve used quite a few HR systems, and there was nothing that was ever as user-friendly, and as nice looking UI-wise and UX-wise, as HiBob. Everything else was quite clunky and quite HR-esque.”

Karthika BaijuHead of People, Vita Mojo

1. Can the HCM drive an agile strategy in an ever-changing environment?

To take on this modern world of work, you need to unscramble the myriad of tasks passed down the chain of command for HR to handle. This includes everything from the people strategy to upholding local compliance and regulations, plus any unplanned issues that always pop up along the way.

To drive an agile strategy, look for an HCM that presents an easy way to adjust and change HR processes behind the scenes. Look for an HCM that helps you manage HR processes in multiple ways, allows changes in a few clicks, and automates the everyday tasks that take so much of your HR team’s time. 

Pay attention to how the HCM integrates with other platforms in your tech stack, if localizations are available, and if all things HR can be done in one place. By finding a platform that offers ways to be agile in your HR processes, you will spend less time on manual changes and more time thinking strategically. 

Check if the HCM is flexible and agile by asking and answering these fundamental questions:

• Can changes and adaptations in workflows be made quickly and easily? 
• Does the core HR functionality allow custom fields to be applied to workflows, HR processes, and reports?
• Can it support multi-currency compensation management from one platform? 
• Does it support hybrid work policies?
• Can it uphold high compliance and security standards with custom permission settings to regulate who sees what?
• Can you run all your global  HR from a central location and localize specific workflows for different regions or sites? 
• Is there a way to localize workflows so regions and sites can choose which language and currency they want to see and use?
• Does it integrate with other tech tools that the company is currently using on a global scale? 
• Does it offer native integrations with other key work tech like Slack and MS Teams?
• Is there an internal sandbox to test new features before releasing them to the entire company?
• Can you easily opt-in to new features as they become available?  
• Is there an option for multiple workforce plans with many possible scenarios? 
• Is there a way to manage time off on a global scale? 

Get these bullets in a printable checklist here and use it as a worksheet to find the right software for your needs.

Bob does it all: simplifying HR complexity

Bob delivers the next-gen functionality required by modern HR leaders to manage people globally. 

From its core, Bob is built so you can configure all HR processes with custom fields you can use across the entire system. From onboarding workflows to performance management processes and data reports, your custom fields make Bob match the way your company works, not the other way around. Run all your HR from one central location, then localize almost anything in Bob, from language to currency to workflows, and let people choose how they prefer to see and use Bob. 

With an intuitive UX/UI, HR teams can make changes, adapt workflows in a few clicks, and create policies according to local holidays and government requirements. Opt-in to new features when needed, and thoroughly test in a sandbox environment before introducing them to your people. 

“It’s great that the platform is so open and flexible to, well, really anything we do. Something that we really love about Bob is the constant transparency – we can always see what’s coming next on our roadmap, which is incredibly handy.”

Sophie WardAmido

2. Can the HCM measure HR programs and provide insights to make better decisions?

Having a single source of people data can offer numerous advantages to HR professionals. Since there are many places where your people data may sit, one goal of your HCM should be to centralize all this data in one place. Having a holistic view of your people’s data can increase the accuracy of your reports for all stakeholders in the company.

Look for an HCM that offers proactive insights and can offer interesting trends and observations on the current data. Check the reporting functionality and ease of use, as you will want to create, view, and share reports that support your HR activities. Also, ensure there is a tool for compensation management and salary benchmarking, as this is a top challenge for many HR leaders today.

Check if the HCM will help you measure HR’s impact by asking and answering these fundamental questions:

• Does it have a holistic view of all people data, including multiple sites and locations in one place?
• Can you customize and schedule the production of daily, weekly, or monthly reports? 
• Is there a compensation management tool to plan and manage compensation and equity?
• Are there dashboards for key HR KPIs, including headcount, growth, retention, DEI&B, and absenteeism?
• Is there a way to measure employee attrition rates?
• Can the data be filtered for specific regions and sites? 
• What type, if any, of proactive insights are generated from the data?
• Are there pre-built templates of critical metrics that can be quickly shared with the C-suite and board members?
• Is there a way to measure eNPS or how likely people will recommend your company as an employer?
• Can you benchmark salaries against the current market rate? 
• Does it include reports for basic government regulations and compliance needs?

Evaluate your HCM needs by getting these questions in a printable checklist. Rate systems, add notes, and record your impressions and thoughts in this easy-to-use checklist format.

Bob does it all: intuitive people analytics for better decision-making

Bob gives you easy-to-use, intuitive people analytics for any HR team. You don’t have to be a data analyst to get stronger, advanced insights for better decisions about your people and strategies. And with Bob’s proactive insights engine using proprietary AI, you’ll be presented with interesting observations around trends and averages that might otherwise be overlooked, with no extra work from your end.

Show the impact of your HR programs as you share data on KPIs, create reports with custom fields for stakeholders, and review attrition indicators with other leaders and the C-Suite.  Measure growth, retention, headcount, career development, and absenteeism, and stay on top of your talent efforts. 

Do compensation management directly inside Bob with updated salary, tenure, and performance data for equitable and fair decisions. Use Bob’s comp worksheets to collaborate with all stakeholders and even benchmark your current salaries with external salary benchmarks powered by Mercer data.

3. Can the HCM maximize the employee experience and engage employees everywhere?

If your people seem less and less engaged by the day, you’re not alone. The last few years have presented HR leaders with the unfortunate trends of Quiet Quitting and The Great Resignation, resulting in the need to nurture belonging and connections for people everywhere. 

The good news is that HR tech can boost employee engagement globally. Gartner reports that 47 percent of HR leaders prioritize the employee experience in 2023. 

Look for an HCM that puts people first, gives managers the tools they need, promotes a positive work culture, and is intuitive enough for people to use instinctively in their daily workflows.

Check if the HCM will maximize your employee experience by asking and answering these fundamental questions:

• Can it help you drive culture, collaboration, and belonging for a dispersed workforce? 
• Does the UX have an engaging social media look and feel that people will recognize and understand how to use?
• Is there a way to customize employee profiles with personal features, such as their pronouns and name pronunciations?
• Does it offer pre-boarding workflows that can be sent before day one and make onboarding more efficient and effective?
• Is there 360-degree performance management to build growth and retention for each employee?
• Can you give public recognition to employees and teams for accomplishments and a job well done? 
• Can employees react and comment on news and recognition? 
• Does it offer hobby groups and clubs to help people build social connections?
• Does it offer a native mobile app with the HR processes most frequently used by employees and managers?
• Can employees get information about the work status and location of colleagues and peers?
• Are there ways and tools to engage with both in-office and remote employees?
• Does it include a safe, anonymous reporting tool for employees to voice concerns or report misconduct?

Research your options. Print the PDF checklist here and assign priority levels to different features based on their importance to your needs.

With the increasing importance for HR to offer managers the tools they need to succeed, here is a separate section on what manager tools to look for in an HCM:

• Does the HCM offer tools for managers to better connect and manage their teams and employees?
• Can managers see a holistic view of the entire employee journey? 
• Can HR create workflows and processes that include manager approvals?
• Are there reminders and alerts for managers to complete processes or remind employees to do so? 
• Do managers have access to 1:1 meeting templates that ease the burden of routine processes like onboarding, career growth, and performance reviews?
• Can managers set and track departmental goals linked to company KPIs for their team members? 

Bob does it all: creating remarkable employee experiences

Bob was designed to put people first instead of merely tracking or managing human resources. With its social media look and feel, Bob empowers people, connects them to your company culture, and maximizes employee experience. Built for everyone in the company, Bob empowers HR, managers, and employees to connect across locations and work together in teams. 

For HR

Bob offers a Homepage that brings all remote and in-house employees together on the same page and lets employees access everything HR from a mobile app for engagement on the go. Send company news and updates to all employees or only to certain groups, roles, or sites. Empower employees with 360-degree performance management in Bob that gives you, managers, and employees everything you need to conduct modern performance reviews.

Use pre-boarding workflows to introduce employees to the company culture before their first day or an org chart to get to know team and company structure. Preboarding also helps to expedite onboarding with eSigning of important documents and company policies and completing employee benefits and paperwork early. Promote a safe place to work with Your Voice, an anonymous tool for employees to voice their concerns or report misconduct. 

For managers

Bob has all the tools that managers need to help manage their teams and employees. Give managers pre-set 1:1 meeting templates for onboarding new hires, regular check-ins at important milestones, career growth, and performance reviews.

Managers can use goal-setting tools to link company KPIs to align employees and expectations. Managers also have access to people data, including team growth, retention, attrition, career development, absenteeism, DEI&B, and more, to make decisions about workforce planning, see who is at risk of leaving, and make proactive decisions for their team.

For employees

Bob has an intuitive, social media-like UX/UI that needs no training. Employees can read updates and news in the flow of their work like Slack or Microsoft Teams, then react with emojis or comments on the Homepage. Personal profile features let employees add a short intro video, a name pronunciation, and their preferred pronouns. Employees can also find like-minded colleagues with Clubs based on locations, hobbies, or any other grouping in your company.

“We required a platform that could scale with us, integrate with our current software, and was customizable to our business needs. We needed to push more responsibility down to line managers but be able to see, from a helicopter view, how our biggest investment—our people —were being managed day to day.”

James SolomonsGlobal CFO / COO, Xref

4. Can the HCM provide transparency for global employees?

One of the main challenges for HR today is global transparency.  Employees want to be kept in the loop about what’s going on in the company (and when they are, it often leads to higher retention rates). So, HR must learn new ways to be more forthcoming about certain aspects of the business.  

Look for an HCM that centralizes all things HR so people have one place to go for everything. This will make it easier as you begin communicating more things to more people. Check if the system allows different levels of viewing permissions, has various survey types, and shows an organized company structure so that everyone can understand various elements like hierarchy, roles, and responsibilities.

Check if the HCM gives employees more visibility by asking and answering these fundamental questions:

• Does it give you a holistic and historical view of peoples’ activities, including milestones and promotions, all in one place? 
• Can anyone view time off across the company to see when and where colleagues are working?
• Do employees have one place to find all company policies and procedures?
• Does each employee have a company history timeline, including milestones and achievements?
• Is there a dynamic people directory for grouping and sorting people by expertise, hobbies, and more?
• Is there an org chart that shows the hierarchy of the company in multiple layers with relationships between your people, teams, and departments?
• Does it offer specific news feeds that can be sent to the entire company, team, or only a specific site or country?
• Do employees have a place to go to feel connected to company goals?
• Does it offer a way to schedule automatic surveys around different employee events, such as the end of the probation period?   
• Does it offer pulse surveys to allow employees to give opinions on company issues in real time?
• Is there an anonymous reporting tool to report concerns or misconduct without fear of retribution?

Make an informed decision. Print the checklist of this guide and base your decision on a comprehensive evaluation.

Bob does it all: creating global transparency

Bob serves as a centralized hub for all HR-related information, enabling you to establish the Homepage as the gateway to seamless communication, company culture, and HR processes. The modern UX/UI not only makes a remarkable first impression but also facilitates easy navigation through different sections of Bob, such as Time & Attendance, Org Chart, Docs, and more.

One of the main ways Bob helps you with transparency is through Bob’s Org Chart and people directory. Everyone in the company, even new joiners doing pre-boarding activities, can see a visual hierarchy and reporting structure for your company. Changes to the Org Chart are reflected in real-time, so you can customize the Org Chart to reflect your current organizational dynamics.  

Surveys within Bob provide a platform for employees to express their opinions, concerns, and suggestions. Pulse surveys ensure ongoing feedback and identify areas for improvement. Bob also offers Your Voice, an anonymous reporting tool that promotes a safe environment for reporting incidents. 

The Docs module is a great place to manage all company documents and keep everyone on the same page. From policy information to employee handbooks, employees can access all company and personal documents straight from the Homepage. Create an eSign task to make sure important documents get signed and are stored for future access.  While company-wide documents can be made openly available, more sensitive files can be secured with stricter access controls.

With everything recorded and stored in Bob, HR, managers, and employees can view an entire employee journey with milestones and achievements over the whole employee lifecycle. Review the timeline periodically to keep on track and minimize surprises when performance and compensation cycles come around.

5. Can the HCM streamline HR processes and save HR admin time?

One of the key advantages of HR tech today is helping HR teams do more with less. By streamlining your HR tasks with automation, you can offer 24/7 solutions for global and remote employees, improve accuracy with greater precision, and increase employee experience by making HR tasks easier to complete.
So look for an HCM that will help you perform repetitive HR tasks more quickly and accurately. For instance, if the solution lets you customize workflows with pre-defined personal information, you can save time on entering the same information repeatedly.

Check if the HCM will streamline, automate, and save time by asking and answering these fundamental questions:

• Can you set up automated tasks and custom workflows for any HR process?
• Can you create templates for common people tasks that can be quickly reused?
• Can you organize workflows by relevant groups, departments, or sites? 
• Does the HCM allow you to involve multiple stakeholders in workflows?
• Is there a way to set timelines and reminders for the completion of tasks?
• Can you schedule tasks in multiple formats like calendar dates (month/day/year) and/or due dates (two weeks from send date)?
• Does the HCM have an integration framework to connect with other tech tools in your HR tech stack?
• Can it smooth the recruit-to-hire process with integrations or support for the top ATS solutions?
• Does the HCM integrate with your payroll management systems and global payroll platforms?
• Is there an eSign tool to quickly sign and organize documents electronically?
• Can you change workflows as quickly as your strategy changes?
• Can you create onboarding workflows for remote employees?
• Can you create onboarding processes for multiple roles, sites, and in multiple languages? 
• Can you create custom fields in time and attendance to match local regulations?
• Can you view time and attendance by region, site, and person for reporting?
• Is there a simple way to view, navigate, approve, and submit time and attendance?
• Can employees request time off from anywhere using a mobile app?
• Can managers see and approve time and attendance and time off from a mobile app?

Compare and contrast features with the printable checklist here and evaluate multiple software options.

Bob does it all: increasing HR team productivity and creating efficiencies across the company

Bob helps HR teams get more done. With HiBob’s modern HR platform, you can automate HR tasks and create reusable workflows for any HR process. Create dedicated workflows and break them down into comprehensive and complete tasks. Schedule tasks, set reminders, and loop in any stakeholder who needs to approve or be notified of the progress. 

Streamline the onboarding experience with automated workflows tailored to a global workforce. Customize a flow for a specific role like C-suite or a region requiring government compliance documentation. Once a flow is created, it can be duplicated and customized with a few clicks. 

Bob includes an integration framework with thousands of pre-configured APIs that connect with your company’s tech for more efficiencies, enhanced visibility, and improved collaboration.

Eliminate errors, duplications, and manual global payroll processes with Bob’s Payroll Hub. Simply integrate Bob with local payroll providers for a smooth payroll process, and configure payroll that matches the local cycles and complies with their rules and regulations. 
Go digital and save time using eSign in Bob. Have new employees complete documentation in pre-boarding workflows before they start. Create templates that fill in details automatically, set reminders to have documents signed on time, and even notify relevant parties that processes are complete.

“Onboarding on Bob has saved us so much time! Even reminders for managers like anniversaries and birthdays are now completely automated, which has reduced our overall cognitive load as a team. The analytics features have also been amazing—this has been the most impactful in terms of how we draw insights from our people data to now be even more strategic and proactive in our decision making.”

Christine LuoPeople Experience Specialist, Airtasker

6. Can you trust the HCM provider to be there in the long run?

It’s not enough to just buy an HCM. There needs to be tools and processes in place to help you gain more value over time. Make sure your HCM provider is in it for the long haul and will be with you every step of the way.

Ensure you get a business partner that is easy to talk to, has a vision for a brighter future through technology, and wants to make your HR job easier.  Ask your HCM provider these questions, and you’ll be sure you’re on the right path. 

Check how the HCM company will support you and offer more value over time by asking and answering these fundamental questions:

• Where is the support center located, and what are the hours of operation?
• Are there different types of implementation packages to choose from? 
• Is there a self-service portal to access answers quickly online? 
• What type of professional services are being offered? 
• How often are new versions released, and how is that process carried out?
• Is there a customer community that offers best practices and a chance to meet peers and ask colleagues how they solve common challenges?
• What does the roadmap look like for the next year? Is this in line with your company vision?
• What are customers saying about the support they are receiving?
• What type of awards has the company received? 

Take action now. Download and print the checklist here and start the necessary steps to acquire an HCM that fits your needs.

Bob does it all: the trusted partner you need to get top value from your HR platform

Grow over time and maintain the value of Bob with HiBob’s professional HR experts and services.  From self-help to enterprise-level support, HiBob is your trusted partner to ensure you get the most value from start to finish from your SaaS HR software. 

Global support centers

With over 3,000 global customers, we use a successful support model for our customers that earns us a CSAT of 93. We have five support sites located on four different continents (Americas, Europe, Australia, Middle East)  and support our customers with email-based support that allows customers to provide the most important details so our Customer Experience (CX) team can research and send actionable next steps in the shortest amount of time.

Online help center

Our help center provides hundreds of articles and videos to provide our customers with real-time support. This online support tool is available 24/7 and gives our customers a quick, first-line of support with intuitive, easy-to-apply solutions. Resource types include articles, videos, and glossaries and are available in English, German, and French Canadian. 

Professional services

With so many ways to implement your HR tech, HiBob also has a professional services (PS) team that offers four packages tailored to your org’s goals, priorities, and pace. HiBob’s PS team forges a strong relationship with you and empowers a self-sufficient platform so you can stay agile and successful. 

HR customer community

Our customer community, Heartcore HR, is a forum where Bob users can connect with one another. In addition to being a space to connect, there are shared articles on HR and Bob best practices, an FAQs and hacks knowledge base, and Bob Talk, where customers can crowdsource answers to Bob-related questions. There are also plenty of other resources you can access, like community boards, FAQs, hacks, and specialty groups, and even join one of our in-person events in your area to meet and talk face to face.

Accolades and awards

From TIME’s innovation of the year to Ventana’s value index leader, HiBob is an award-winning platform that maximizes HR’s potential in working with a diversified workforce by using modern HR tech to address today’s challenges. Customers also enjoy the innovations in Bob and have placed us as a leader in five categories for core HR in the G2 Europe Regional Grid® Report. Reviews from customers cover a wide range of popular features and are publicly available to read on review sites worldwide.

Download the PDF here to get a checklist of the questions.

The post Why customers choose HiBob over alternatives appeared first on HiBob.

If it’s increasingly difficult to manage your HR tasks, it’s a sure sign that your company is growing. 

With the future of work anything but predictable, you’ll need to ensure your HR tools are flexible and configurable for the new way of work (and whatever that may be).

Many companies today offer a simple HR solution for the start, but once you expand offices (sites, locations, countries), the lack of configurations and localisations can burden your HR strategy. 

Companies today need a system that HR can configure to match their strategy, lets people get involved and connected from anywhere, and has access to enough people data for decision-making. 

Fast-growing businesses require a flexible system that meets the specific needs of HR today and will help build a successful, global company in the future.

“Bob has helped us to streamline our onboarding process using task lists. Once we set up a new employee in Bob, there are various task lists directed to different teams. So, all the key people start talking to each other, and it’s not just HR with a form and having to do it all, which has freed up a lot of our time.”

Daniela GiorgiuttiGeneral Manager, People & Culture at Australian Wool Innovation

When comparing HiBob to Employment Hero, ask these six questions to discover which HRIS best fits your business.

1. Can Employment Hero help grow your global, modern organisation?

In today’s world of work, business opportunities and talent are often located across multiple offices and locations worldwide. Global expansion is one of the keys to business success. However, it can be overwhelming for HR leaders to manage. There needs to be a way to handle different holidays, abiding by local laws, time zones, and communicating effectively with a more diverse workforce.

Check if Employment Hero can help you grow your global, modern organisation.

• Does it offer holiday calendars and time-off policies for multiple countries?

• Can you easily navigate across multiple time zones?

• Does it offer specific news feeds for each office and country?

• Can it be customised for local best practices or customs?

• Is tech support available at least 16 hours a day, six days a week?

• Can you engage with both in-office and remote employees?

• Does it support hybrid work policies?

Bob does it all – grow your organisation

Bob was designed as a global platform that supports the non-traditional organisational structures that characterize today’s modern world of work. Supporting in-house and remote teams in multiple countries while tracking multiple holiday calendars, time-off policies, and currencies is a breeze. Bob delivers a total view across the business with customisable workflows and fields that let you easily adapt to meet local needs and best practices.

Each company site in the Bob platform is designed to be part of the whole company entity while offering the flexibility to meet its own unique needs. Individual newsfeeds with local office and country information, key local statistics, and local company news connect the local employees with the global corporate culture. Even if your business only has one site today, Bob scales wherever and however you grow.

2. Can Employment Hero solve your unique business needs at scale?

No two businesses are alike, and your unique organisation needs flexible HR technology to help solve the challenges you’ll face as your company grows and changes. Many HRIS solutions are rigid or offer limited flexibility that cannot sustain company growth or scale over time.

Check if Employment Hero will be able to solve your unique business needs at scale.

• Is its core HR functionality customisable to your needs now and in the future?

• Can it scale with your business to handle hundreds or thousands of employees?

• Does it support the use of multiple calendars with local national and religious holidays?

• Can you schedule the production of daily, weekly, or monthly customisable reports?

• Can it securely store confidential personal information and let you quickly find it?

• Are there professional services to customise, implement and launch the platform for all to use?

Bob does it all – scale your business

HiBob’s HR platform, Bob, is exceptionally flexible and lets you customise it according to your business’s specific needs with minimal assistance from tech support or professional services. Bob’s ability to handle non-hierarchical organisational structures, such as project teams, makes it easy to manage your people as you quickly grow from a startup to a global enterprise.

Customisable processes, site settings, time-off policies, and workflows allow companies to scale and quickly change their processes as they grow. As a global tool, Bob adapts to support local cultures, including national and religious holidays and workplace customs. In short, Bob delivers what you need, where you need it, and how you need it.

3. Does Employment Hero increase productivity and ease collaboration?

The world of work has completely changed. Companies of all sizes are more distributed than ever, with many employees working at home, remotely, or in a hybrid work model. A good HR platform needs to help companies overcome disconnected teams that affect company culture, make people feel isolated, and hinder productivity and collaboration.

Check if Employment Hero will be able to increase productivity and ease collaboration.

• Does it offer a native mobile app with the functionality most frequently used by employees and managers?

• Can it smooth the recruit-to-hire process with integrations or support for the top ATS solutions?
  
• Does it offer native integrations with Slack and MS teams?

• Does it offer native integrations with the top five ATS solutions?

• Does it integrate with Zapier?

• Does it have an open API for customer development?

Bob does it all – productivity and collaboration

Bob’s integrations with leading third-party applications let you continue working the way you prefer while leveraging Bob’s expertise in maximising employee experience.

Bob partners with more than a dozen collaboration systems, connecting to thousands of applications through Zapier, and lets you quickly develop your own custom workflows with our open API. Native integrations with applicant tracking systems like Greenhouse, Workable, and Lever streamline your recruit-to-hire process. Simultaneously, our connectivity to leading platforms such as G-Suite, Microsoft Azure, Jira, Slack, and Microsoft Teams lets you continue to use the tools you like.

4. Can Employment Hero streamline your core HR processes?

In dynamic companies, core HR tasks need to be efficient and pain-free to save precious time and minimise employee frustration.

In many companies, onboarding and time management can be time-consuming and repetitive. A good HRIS should automate and expedite core tasks that take HR away from bigger impact programs.

Check if Employment Hero will be able to streamline all your core HR processes.

• Does it offer HR KPIs and talent analytics?

• Does each employee have a social-media style personal profile?

• Does each employee have a timeline of their company history and achievements?

• Is there a dynamic people directory for grouping and sorting people by expertise, hobbies, and more?

Bob does it all – streamline your core HR

Bob streamlines core HR processes by automating and simplifying approval cycles with just a click. New team members feel welcome and quickly bond with your company’s culture, values, and people through a streamlined, customisable onboarding process. Flexible views of the company’s people directory help new and veteran team members better connect professionally and personally to others.

Simple HR requests are quickly solved for employees while freeing HR to focus on higher-level tasks. Time and attendance are easily tracked via desktop and mobile, in addition to Microsoft Teams and Slack. 

Optional surveys let you closely monitor employee sentiment changes while HR KPIs and people analytics deliver ad-hoc and pre-set reports with metrics that let you continuously improve HR performance and maximise employee experience.

Bob also puts all your payroll data in one place. Payroll Hub is a centralised dashboard that automatically updates accurate payroll data in real time. Visual tracking, notifications, pre-configured integrations with most payroll systems, and flexible payroll cycles allow you to increase payroll data accuracy and efficiency.

5. Can Employment Hero maximise your employee experience?

The role of HR is no longer about headcount and managing human capital. HR leaders need to build a company culture that engages and retains employees and fosters relationships and commitment in today’s employment landscape.

Check if Employment Hero will maximise your employee experience.

• Does the UX have an engaging social media look and feel?

• Can you customise the onboarding workflow?

• Can you give public recognition to employees?

• Does it give you a holistic and historical view of peoples’ activities?

• Does it offer hobby groups and clubs to help people build social connections?

• Does it include an anonymous reporting tool for employees to voice their concerns?

Bob does it all – remarkable employee experience

The Bob platform was designed to put people first instead of merely tracking or managing human resources. With its social media look and feel, Bob empowers employees, connects them to your company culture, and maximises their employee experience. 

Bob offers a distinct user-friendly UI that builds and strengthens company culture and brings people together to create meaningful professional and social relationships—whether they work in the office or at home. From creating personal social media-style profiles to sharing company news and acknowledging achievements with Kudos posts or Shoutouts, Bob offers a holistic company view that motivates employees and keeps them feeling good about their company and their contribution.

Bob’s Your Voice feature complies with whistleblower protection regulations with an anonymous reporting and management toolkit already inside the platform. Employees can feel free to share any concerns they have in Your Voice with full assurance that their message and identity will be kept anonymous.

“The things you look for in a system like this is the flexibility is the part that excites me the most. Sometimes someone on the team asks can Bob do this? And I’m like, yes it can. Let me figure out how, but I know it will be able to. And I think just the way we’ve been able to build on it, exactly what we need, how we need it, its often little experiences for people that I can build into the platform.”

Kirsti GrantVP People Experience at Auror

6. Does Employment Hero empower managers and employees to be more productive and engaged?

When remote and hybrid work became the new normal, employee empowerment became an operational imperative for HR teams.  Employees needed to become autonomous and work on their own time and tasks, while managers needed to connect and engage with their teams to promote collaboration and discussions.  The right HR platform should facilitate productivity and engagement between HR, managers, and employees, no matter where they are located.

Check if Employment Hero empowers managers and employees with productivity and collaboration tools.

• Can employees get information about the work status and location of colleagues and peers?

• Do employees have a place to go to feel connected to company goals, take part in the culture, and see that their work matters?

• Do managers have access to 1:1 meeting templates that ease the burden of routine processes like onboarding, career growth, and performance reviews? 

• Can managers set up departmental goals for their team members that link to company KPIs? 

• Do managers have timely information and reports about their team’s time-off status? 

• Do managers have attrition indicators to gauge and understand the turnover risk of their direct reports?

Bob does it all – manager and employee empowerment

Bob helps HR teams tap into the power of collaboration. Employees and managers have one centralised platform for all.

Employees stay informed and engaged with Bob’s social media-like homepage. Go to the people directory for the lay of the land with hierarchy and relationships between people, teams, and departments. Find out more about your colleagues using Club View and sort by hobbies, nationality, gender pronouns, and location. 

Managers are on the frontline with their employees, and Bob empowers managers with the tools and templates they need to connect, gauge, and grow their teams. Manage the entire team in one place by setting goals, reviewing time off, making smart compensation decisions, and using meeting templates for recurring processes such as performance reviews. 

Bob allows employees to join, connect, and grow with the company.   

Bob gives managers a path to grow their people and keep the business running successfully. 

Why choose HiBob over other HRIS solutions?

When comparing Bob to any other HR platform, it’s clear that Bob is the right choice for dynamic and fast-growing companies. 

Bob’s culture tools connect employees worldwide, creating a great employee experience—wherever your people are.

• Bob puts people first with culture tools that connect in-house and remote employees.
• Unique and innovative UI has a distinctly non-technical, fun social media feel.
• More enjoyable and intuitive to use than other HRIS solutions.
• Bob creates a welcoming environment that inspires people to build great working relationships and keeps them connected to the company, whether they work in a corporate or a home office.
• Unlike other systems, Bob’s implementation and daily usage are intuitive and don’t require hard coding or technical knowledge.

HiBob recognizes that some of the most painful company processes for employees can be related to HR tasks.

• Bob’s UI, automated processes, and integrations with leading third-party tools ease administrative tasks for everyone across the organisation
• Bob makes even the most mundane work tasks pleasant, intuitive, and engaging
• It’s not just for HR admins, but for the whole company: managers, employees, leaders, everyone!

“With Bob, we’re able to celebrate everyone’s birthdays, achievements, and work anniversaries. We can also share about different public holidays, what they’re about, and the history for our global teams, which is really cool.”

Abbey GladyszHuman Resources Manager, Novatti Group

Download the PDF here to get a checklist of the questions.

The post Why customers choose HiBob over Employment Hero appeared first on HiBob.

If it’s increasingly difficult to manage your HR tasks, it’s a sure sign that your company is growing.

Whether you’ve realised that Excel sheets aren’t the best way for HR to onboard and manage your people, or you’ve outgrown your existing system, there’s a better way. Human Resources Information Systems (HRIS), also called Human Resources Management Systems (HRMS), were designed to help you manage your company’s growth and team members.

But not all HR solutions are built alike. Global, growing businesses require a flexible system to meet the specific needs of today and help make a successful company in the future.

“The things you look for in a system like this is the flexibility is the part that excites me the most. Sometimes someone on the team asks can Bob do this? And I’m like, yes it can. Let me figure out how, but I know it will be able to. And I think just the way we’ve been able to build on it, exactly what we need, how we need it, its often little experiences for people that I can build into the platform.”

Kirsti GrantVP People Experience at Auror

When comparing HiBob to ELMO, ask these five questions to discover which HRIS best fits your business.

1. Can ELMO provide long-term flexibility?

No two businesses are alike, and your unique organization needs flexible HR technology to help solve the challenges you’ll face as your company grows and changes.

Most HR leaders look for a new HRIS because they have outgrown the Excel or legacy systems. Having the flexibility to change any of these systems as your company grows ensures long-term success.

Check if ELMO can solve your business needs over the next 12 months.

• Is its core HR functionality customisable to your needs now and in the future?

• Can it scale with your business to handle hundreds or thousands of employees?

• Does it support the use of multiple calendars with local national and religious holidays?

• Can you schedule the production of daily, weekly, or monthly customisable reports?

• Can it securely store confidential personal information and let you quickly find it?

• Are there professional services to customise, implement and launch the platform for all to use?

They call it modern HR tech for a reason

HiBob focuses on building the best HR platform for modern, growing, mid-market companies in Australia, New Zealand, and globally. 

Bob is exceptionally flexible and lets you customise it according to your business’s specific needs with minimal assistance from tech support or professional services. Bob’s ability to handle non-hierarchical organizational structures, such as project teams, makes it easy to manage your people as you quickly grow from a startup to a global enterprise.

With Bob’s out-of-the-box integrations for your ATS, LMS, and Payroll vendors in the local and global market, you will have a product that continues to evolve and improve at a continuous rate. 

2. Can ELMO maximise your employee experience?

The role of HR is no longer about headcount and managing human capital. HR leaders need to build a company culture that engages and retains employees and fosters relationships and commitment in today’s employment landscape.

Check if ELMO will maximise your employee experience.

• Does the UX have an engaging social media look and feel?

• Can you fully customise the onboarding workflow for each location, department, and role?

• Can you give public recognition to employees to make them feel valued?

• Does it give you a holistic and historical view of peoples’ activities?

• Does it offer hobby groups and clubs to help people build social connections? 

• Does it include an anonymous reporting tool for employees to voice their concerns?

Bob does it all–remarkable employee experience

Bob is designed to put people first instead of merely tracking or managing human resources. With its social media look and feel, Bob empowers employees, connects them to your company culture, and maximises their employee experience. 

Bob offers a user-friendly UI that builds and strengthens company culture and brings people together to create meaningful professional and social relationships—whether they work in the office or at home. From creating personal social media-style profiles to sharing company news and acknowledging achievements with Kudos posts or Shoutouts, Bob offers a holistic company view that motivates employees and keeps them feeling good about their company and their contribution.

Bob’s Your Voice feature complies with whistleblower protection regulations with an anonymous reporting and management toolkit inside the platform. Employees can feel free to share any concerns in Your Voice with complete assurance that their message and identity will be kept anonymous.

“One of the more innovative HCM platforms is Bob. Bob is designed as a management platform first and an HR platform second. Its entire design is focused on what information managers, employees, and executives need. The company is growing rapidly (1,600-plus customers), and it represents a new approach to core HR, one which I believe every major vendor will have to address.”

Josh BersinHR tech industry analyst

3. Can ELMO help grow your global, or remote teams?

In today’s world of work, business opportunities and talent are often located across multiple offices and locations worldwide. Local or global expansion is one of the keys to business success. However, it can be overwhelming for HR leaders to manage. There needs to be a way to handle different holidays, abide by local laws and time zones, and communicate effectively with a more diverse workforce.

Check if ELMO can help you grow your remote or global teams.

• Does it offer holiday calendars and time-off policies for multiple countries? (Yes, Bob is compliant in Australia and New Zealand!)

• Can you get local support across multiple time zones?

• Does it offer specific news feeds for each office and country?

• Can it be customised for local best practices or customs?

• Is tech support available at least 16 hours a day, six days a week, and not just in Australian or New Zealand time zones?

• Can you engage with both in-office and remote employees?

• Does it support hybrid work policies?

Bob does it all–grow your organisation

Bob is designed as a global platform that supports the non-traditional organisational structures that characterise today’s modern world of work. Supporting in-house and remote teams in multiple countries while tracking multiple holiday calendars, time-off policies, and currencies is a breeze. Bob delivers a total view across the business with customisable workflows and fields that let you easily adapt to meet local needs and best practices.

4. Can ELMO get you live in 35 days and continue to support your success?

Understanding the implementation process your HRIS provider will offer is fundamental to selecting the right vendor. HiBob has experience implementing close to 3,000 customers across the globe in 100 countries. Modern companies should have an agile and customisable approach to implementation that allows them to realise value and use of the system quickly – why wait 3, 6, or even 12 months while paying for licensing fees when you can go live quickly with Bob?

Bob gets you up and running–quickly

Ask our partners at ASX-listed company, Novatti, how we implemented Bob in just 35 days, supporting over 200 employees in multiple regions and countries.

With our Australian-based professional services, support, and account management team, you work with experienced local professionals to implement your project quickly.

Bob is also pre-configured with out-of-the-box reports, surveys, and onboarding flows, so once your data is uploaded, you can start using the system while iteratively customising your needs. We aim to be agile and get the system in your hands, so you see value quickly. 

5. Does ELMO empower managers and employees to be more productive and engaged?

When remote and hybrid work became the new normal, employee empowerment became an operational imperative for HR teams. Employees needed to become autonomous and work on their own time and tasks, while managers needed to connect and engage with their teams to promote collaboration and discussions. The right HR platform should facilitate productivity and engagement between HR, managers, and employees, regardless of location.

Check if ELMO empowers managers and employees with productivity and collaboration tools.

• Can employees get information about the work status and location of colleagues and peers?

• Does it offer a native mobile app with the functionality most frequently used by employees and managers?

• Do employees have a place to go to feel connected to company goals, take part in the culture, and see that their work matters?

• Do managers have access to 1:1 meeting templates that ease the burden of routine processes like onboarding, career growth, and performance reviews?

• Can managers set up departmental goals for their team members that link to company KPIs?

• Do managers have timely information and reports about their team’s time-off status?

• Do managers have attrition indicators to gauge and understand the turnover risk of their direct reports?

Bob does it all–manager and employee empowerment

Bob helps HR teams tap into the power of collaboration. Employees and managers have one centralised platform for all.

Employees stay informed and engaged with Bob’s social media-like homepage. Go to the people directory for the lay of the land with hierarchy and relationships between people, teams, and departments. Find out more about your colleagues using Club View and sort by hobbies, nationality, gender pronouns, and location. 

Bob’s mobile app is available on the go to stay up to date and efficient from any location, at any time. Drive engagement and bring remote and hybrid workers together with access to all company communications. Empower efficiency by enabling employees to easily perform HR actions straight from the mobile app.

Why choose HiBob over other HRIS solutions?

When comparing Bob to any other HR platform, it’s clear that Bob is the right choice for dynamic and fast-growing companies.

Bob’s culture tools connect employees worldwide, creating a great employee experience—wherever your people are.

• Bob puts people first with culture tools that connect in-house and remote employees.
• Use the mobile app on the go for a seamless HR experience
• Unique and innovative UI has a distinctly non-technical, fun, social media feel.
• More enjoyable and intuitive to use than other HRIS solutions.
• Bob creates a welcoming environment that inspires people to build great working relationships and keeps them connected to the company, whether they work in a corporate office or a home office.
• Unlike other systems, Bob’s implementation and daily usage are intuitive and don’t require hard coding or technical knowledge.

HiBob recognises that some of the most painful company processes for employees can be related to HR tasks.

• Bob’s UI, automated processes, and integrations with leading third-party tools ease administrative tasks for everyone across the organisation.
• Bob makes even the most mundane work tasks pleasant, intuitive, and engaging
• It’s not just for HR admins, but for the whole company: managers, employees, leaders, everyone!

Download the PDF here to get a checklist of the questions.

The post Why customers choose HiBob over ELMO appeared first on HiBob.

Modern HR platform for modern business

HR leaders today are tech-savvy professionals and understand that the right HR tech stack can help them power through these changing times. Finding the right tech stack is where this guide comes in.

It’s no secret that employees expect to feel like a genuine part of the company. HR pros know this and are taking the steps to find the right HR tech that keeps employees in the loop—across the globe and from home—with culture, communications, and peer engagement. 

At the same time, the platform needs to be flexible enough to change a process overnight. After all, success today depends on how quickly a company adapts to changing scenarios.

Some companies choose an “all-in-one” HR solution that includes everything (ATS, payroll, T&M, etc.) for their daily/weekly HR processes. The downside? These solutions are designed to support HR in their daily tasks and tend to overlook the culture and engagement that employees crave.

The good news is that modern HR tech (HRIS) can offer a solution for everyone in the organization. But not all solutions are built alike.

Use this guide to determine the primary drivers for your HRIS and keep them in mind while going through the sections and questions. Start comparing UKG vs. HiBob now.

“We love Bob’s flexibility. The other HR systems tell you how to manage performance. That was not our objective. We wanted to create and develop skills for leaders and allow employees to have a voice and a dialogue with their managers. Bob gave us the flexibility to do that.”

Sonia ClarkInterim VP of Human Resources

When comparing HiBob vs. UKG, ask these questions to discover which HRIS best fits your business.

1. Can the UKG HR system help grow your global, modern organization?

In today’s world of work, business opportunities and talent are often located across multiple offices and locations worldwide. Global expansion is one of the keys to business success. However,  it can be overwhelming for HR leaders to manage. There needs to be a way to handle different holidays, abide by local laws and time zones, and communicate effectively with a more diverse workforce.

Check if UKG can help you grow your global, modern organization.

• Does it offer holiday calendars and time-off policies for multiple countries?

• Can you easily navigate across multiple time zones?

• Does it offer specific news feeds for each office and country?

• Can it be customized for local best practices or customs?

• Is tech support available at least 16 hours a day, six days a week?

• Can you engage with both in-office and remote employees?

• Does it support hybrid work policies?

Bob does it all – grow your organization

Bob was designed as a global platform that supports the non-traditional organizational structures that characterize today’s modern world of work. Supporting in-house and remote teams in multiple countries while tracking multiple holiday calendars, time-off policies, and currencies is a breeze. Bob delivers a total view across the business with customizable workflows and fields that let you easily adapt to meet local needs and best practices.

Each company site in the Bob platform is designed to be part of the whole company entity while offering the flexibility to meet its own unique needs. Individual newsfeeds with local office and country information, key local statistics, and local company news connect the local employees with the global corporate culture. Even if your business only has one site today, Bob scales wherever and however you grow.

2. Can UKG software maximize your employee experience?

The role of HR is no longer about headcount and managing human capital. HR leaders must build a company culture that engages and retains employees and fosters relationships and commitment in today’s employment landscape.

Check if the UKG benefits will maximize your employee experience.

• Does the UX have an engaging social media look and feel?

• Can you customize the onboarding workflow?

• Can you give public recognition to employees?

• Does it give you a holistic and historical video of peoples’ activities?

• Does it offer hobby groups and clubs to help people build social connections?

• Does it include an anonymous reporting tool for employees to voice their concerns?

Bob does it all – remarkable employee experience

The Bob platform was designed to put people first instead of merely tracking or managing human resources. With its social media look and feel, Bob empowers employees, connects them to your company culture, and maximizes their employee experience.

Bob offers a distinct user-friendly UI that builds and strengthens company culture and brings people together to create meaningful professional and social relationships—whether they work in the office or at home. From creating personal social media-style profiles to sharing company news and acknowledging achievements with Kudos posts or Shoutouts, Bob offers a holistic company view that motivates employees and keeps them feeling good about their company and their contribution.

Bob’s Your Voice feature complies with whistleblower protection regulations with an anonymous reporting and management toolkit inside the platform. Employees can feel free to share any concerns in Your Voice with full assurance that their message and identity will be kept anonymous. 

3. Does UKG empower managers and employees to be more productive and engaged?

When remote and hybrid work became the new normal, employee empowerment became an operational imperative for HR teams.  Employees needed to become autonomous and work on their own time and tasks, while managers needed to connect and engage with their teams to promote collaboration and discussions.  The right HR platform should facilitate productivity and engagement between HR, managers, and employees, regardless of location.

Check if UKG software empowers managers and employees with productivity and collaboration tools.

• Can employees get information about colleagues’ and peers’ work status and location?

• Do employees have a place to go to feel connected to company goals, take part in the culture, and see that their work matters?

• Do managers have access to 1:1 meeting templates that ease the burden of routine processes like onboarding, career growth, and performance reviews?

• Can managers set departmental goals for their team members that link to company KPIs?

• Do managers have timely information and reports about their team’s time-off status?

• Do managers have attrition indicators to gauge and understand the turnover risk of their direct reports?

Bob does it all – manager and employee empowerment

Bob helps HR teams tap into the power of collaboration. Employees and managers have one centralized platform for all.

Employees stay informed and engaged with Bob’s social media-like homepage. Go to the people directory for the lay of the land with hierarchy and relationships between people, teams, and departments. Find out more about your colleagues using Club View and sort by hobbies, nationality, gender pronouns, and location. 

Managers are on the frontline with their employees, and Bob empowers managers with the tools and templates they need to connect, gauge, and grow their teams. Manage the entire team in one place by setting goals, reviewing time-off, making smart compensation decisions, and using meeting templates for recurring processes such as performance reviews. 

Bob gives employees a way to join, connect, and grow with the company. 

Bob gives managers a path to grow their people and keep the business running successfully. 

4. Can UKG solve your unique business needs at scale?

No two businesses are alike, and your unique culture needs flexible HR technology to help solve the challenges you’ll face as your company grows and changes. Many HRIS solutions are rigid or offer limited flexibility that cannot sustain company growth or scale over time.

Check if the UKG benefits can solve your unique business needs at scale.

• Is its core HR functionality customizable to your needs now and in the future?

• Can it scale with your business to handle hundreds or thousands of employees?

• Does it support the use of multiple calendars with local national and religious holidays?

• Can you schedule the production of daily, weekly, or monthly customizable reports?

• Can it securely store confidential personal information and let you quickly find it?

• Are there professional services to customize, implement and launch the platform for all to use?

Bob does it all – scale your business

HiBob’s HR platform, Bob, is exceptionally flexible and lets you customize it according to your business’s specific needs with minimal assistance from tech support or professional services. Bob’s ability to handle non-hierarchical organizational structures, such as project teams, makes it easy to manage your people as you quickly grow from a startup to a global enterprise.

Customizable processes, site settings, time-off policies, and workflows allow companies to scale and quickly change their processes as they grow. As a global tool, Bob adapts to support local cultures, including national and religious holidays and workplace customs. In short, Bob delivers what you need, where you need it, and how you need it.

5. Does UKG increase productivity and ease collaboration?

The world of work has completely changed. Companies of all sizes are more distributed than ever, with many employees working at home, remotely, or in a hybrid work model. A good HR platform needs to help companies overcome disconnected teams that affect company culture, make people feel isolated, and hinder productivity and collaboration.

Check if UKG will be able to increase productivity and ease collaboration.

• Does it offer a native mobile app with the functionality most frequently used by employees and managers?

• Can it smooth the recruit-to-hire process with integrations or support for the top ATS solutions?

• Does it offer native integrations with Slack and MS teams?

• Does it offer native integrations with the top five ATS solutions?

• Does it integrate with Zapier?

• Does it have an open API for customer development?

Bob does it all – productivity and collaboration

Bob’s integrations with leading third-party applications let you continue working the way you prefer while leveraging Bob’s expertise in maximizing employee experience.

Bob partners with more than a dozen collaboration systems, connecting to thousands of applications through Zapier and letting you quickly develop your custom workflows with our open API. Native integrations with applicant tracking systems like Greenhouse, Workable, and Lever streamline your recruit-to-hire process. Simultaneously, our connectivity to leading platforms such as G-Suite, Microsoft Azure, Jira, Slack, and Microsoft Teams lets you continue to use the tools you like.

6. Can UKG streamline your core HR processes?

In dynamic companies, core HR tasks must be efficient and pain-free to save precious time and minimize employee frustration. 

In many companies, onboarding and time management can be time-consuming and repetitive. A good HRIS platform should automate and expedite core tasks that take HR away from more significant impact programs.

Check if UKG will be able to streamline all your core HR processes.

• Does it offer HR KPIs and talent analytics?

• Does each employee have a social-media style personal profile?

• Does each employee have a timeline of their company history and achievements?

• Is there a dynamic people directory for grouping and sorting people by expertise, hobbies, and more?

• Is there a native tool or application for assisting with managing employee compensation and payroll?

Bob does it all – streamline your core HR

Bob streamlines core HR processes by automating and simplifying approval cycles with just a click. New team members feel welcome and quickly bond with your company’s culture, values, and people through a streamlined, customizable onboarding process. Flexible views of the company’s people directory help new and veteran team members better connect professionally and personally to others.

Simple HR requests are quickly solved for employees while freeing HR to focus on higher-level tasks. Time and attendance are easily tracked via desktop and mobile, in addition to Microsoft Teams and Slack.

Optional surveys let you closely monitor employee sentiment changes while HR KPIs and people analytics deliver ad-hoc and pre-set reports with metrics that let you continuously improve HR performance and maximize employee experience.

Bob also puts all your payroll data in one place. Payroll Hub is a centralized dashboard that automatically updates accurate payroll data in real-time. Visual tracking, notifications, pre-configured integrations with most payroll systems, and flexible payroll cycles allow you to increase payroll data accuracy and efficiency.

Why choose HiBob over other HRIS solutions?

When comparing Bob to any other HR platform, it’s clear that Bob is the right choice for dynamic and fast-growing companies. 

Bob’s culture tools connect employees worldwide, creating a great employee experience—wherever your Bob’s culture tools connect employees worldwide, creating a great employee experience—wherever your people are.

• Bob puts people first with culture tools that connect in-house and remote employees.
• Unique and innovative UI has a distinctly non-technical, fun, social media feel.
• More enjoyable and intuitive to use than other HRIS solutions.
• Bob creates a welcoming environment that inspires people to build great working relationships and keeps them connected to the company, whether they work in a corporate office or a home office.
• Unlike other systems, Bob’s implementation and daily usage are intuitive and don’t require hard coding or technical knowledge.

HiBob recognizes that some of the most painful company processes for employees can be related to HR tasks.

• Bob’s UI, automated processes, and integrations with leading third-party tools ease administrative tasks for everyone across the organization
• Bob makes even the most mundane work tasks pleasant, intuitive, and engaging
• It’s not just for HR admins, but for the whole company: managers, employees, leaders, everyone!

“AlgoSec grew from a small, family-oriented company to a global company, and we had to drive much faster. HR needed a more robust infrastructure to support our growth and provide us with reliable people data.”

Rinat KuperExecutive VP of Human Resources

Download the PDF here to get a checklist of the questions.

The post Why customers choose HiBob over UKG appeared first on HiBob.

A new report from the Boston Consulting Group states that only 35 percent of HR leaders are using relevant digital technologies. With HR teams busier than ever, HR tech that helps—not hinders—can make all the difference for an HR team and a business to succeed. 

As an HR leader, you need to look beyond the “system of record” that SAP SuccessFactors offers and ensure your HR tech keeps you in the driver’s seat—informed, empowered, and flexible as you serve the business and your employees with your HR strategy.

It’s time to compare SAP SuccessFactors vs. Bob. 

Use the six sections in this guide to compare HiBob as an SAP SuccessFactors alternative for HR tech. Prioritize the topics according to what you need most, and answer the questions honestly and earnestly to support the big decisions that will affect your whole organization.

“We wanted something that people would actually use. When we looked at other systems, UKG, SAP, it felt like a solution that gave you everything you wanted but didn’t leave anything for the user. It gave us a lot from the HR perspective, but it didn’t really give anything for the user perspective.”

Amanda NeriHuman Resources DirectorExtreme Reach

When comparing SAP SuccessFactors alternatives, ask these questions to discover which HRIS/HCM best fits your business.

1. Can SAP SuccessFactors empower HR leaders and teams in a modern world of work?

With the demands on HR increasing and changing constantly, your HRIS must serve as a powerful tool that gets things done.

Ensure you have the right technology to serve your needs, facilitating rather than impeding your strategic initiatives and day-to-day workload. Look through the lens of your strategy and see how the solution enhances flexibility when changes arise in ways that will lead to quick wins and business benefits.

Picture yourself reconfiguring the platform to suit your needs to make sure the tech works for you and will support your strategy and future business success.  

Check if SAP SuccessFactors can support your unique HR strategy for business success.

• Can the HR team make changes in capabilities whenever and wherever they are needed without relying on help from an implementation partner?

• Does the core HR functionality allow the HR team to apply custom fields to workflows?

• Can you easily opt-in to new features as they become available? Does it support hybrid work policies?

• Is its core HR functionality customizable to your needs now and in the future?

• Can you run all your global  HR from a central location and localize specific workflows for different regions or sites? 

• Can it adapt to meet your needs as you scale your business from hundreds to thousands of employees?

• Does it offer out-of-the-box holiday calendars and time-off policies for multiple countries to configure yourself?

• Can you change your workflows yourself to accommodate local best practices or customs?

• Can it engage with both in-office and remote employees across the globe?

• Can it take polls and surveys to check in with people and measure employee satisfaction?

• Does it give you a holistic and historical view of peoples’ activities in one place to make better decisions for compensation and promotions?

• Is there an option for multiple workforce plans with many possible scenarios? 

• Can HR create workflows and processes that include manager approvals?

Bob does it all – operate your HR strategy and manage more business wins.

Bob, HiBob’s HR platform, keeps all your HR actions, processes, and information in one central place for a holistic view of all HR activities. 

Bob offers exceptional flexibility, allowing HR to run HR processes independently with minimal assistance from tech support or professional services. As your organization expands, seamlessly integrate supplementary modules like Performance Management and Payroll Hub with the effortless addition of users and administrators.

Store all your HR docs in a centralized repository where everyone can access policies, their employee contract, and company handbooks. All docs are organized and secured in the cloud so you can easily find what you are looking for. Then, set permissions and restrict access rights so that privacy is guaranteed.   

Make better decisions and keep up with the employee sentiment by running polls and surveys on any topic, globally or for a specific location. 

Bob supports multiple languages, time zones, and currencies for multi-national companies.  Copy and change master workflows in a few clicks to create workflows for different sites and deliver a localized experience for your people.

2. Is SAP SuccessFactors intuitive and easy to use?

Your HR tech must be easy to use and efficient for your HR strategy to succeed. Remember, lots of bells and whistles are nice, but if they take too long to set up and no one can figure out how to use them, you leave time and money on the table.

Look for HR tech that is intuitive, easy to navigate, and propels your team with a UX that doesn’t require a lot of training to get started and maintain. Make sure you can automate time-consuming tasks to help with efficiencies for the HR team and the company.

Also, check that you have a good business partner in the HR tech provider who can support your needs with implementation, integrations, and any questions you may have along the way. 

Check if SAP SuccessFactors is easy to use for HR teams.

• Can manual tasks be automated to reduce workloads for repetitive core HR processes?

• Is there a way to set timelines and reminders for the completion of tasks?

• Can you create templates for common people tasks that can be quickly reused?

• Can you create onboarding workflows with tasks assigned to each stakeholder? 

• Is there one UI and consistent logic across modules for easy navigation and faster system loading time?

• Are there multiple menus that make navigating and finding what you need hard?

• Is there an automatic workflow that manages the employee journey with reminders and due dates?

• Will the software require extensive training for your HR team to learn?

• Is the platform updated regularly to keep up with the constant changes HR teams have to deal with?

• Is there a product roadmap with features you see your team using and helping enable future needs?

Bob does it all – make HR tasks efficient and effective.

Bob is a breeze to work with—intuitive and easy to use, with a modern interface designed for HR to administer and manage efficiently and effectively.  The modern UX/UI makes Bob intuitive and easy to learn, cutting the adoption time of learning new systems and behaviors. 

Bob’s design doesn’t just look good; it sets the stage for automating HR tasks and creating reusable workflows for any HR process. Create dedicated workflows and break them down into comprehensive and complete tasks. HR teams can schedule tasks, set reminders, and loop in any stakeholder who needs to approve or be notified of the progress. 

Bob is a SaaS platform that allows for frequent and timely updates so HR teams always get the latest and greatest features in the market. Designed with HR in mind, we test new features in our own office and with HR teams that help us make a product that’s fit for purpose with many features initiated by our active customer base and community.

3. Does SAP SuccessFactors allow for ease of configuration from HR teams, not just IT and tech admins?

Waiting for development resources is not an option in today’s dynamic work environment. The demand for quick, tailored responses from HR teams requires HR and their tech to be flexible, customizable, and easily maneuverable. 

Look for a system that can be implemented quickly and with a minimum of IT resources. Make sure you can configure the system on a granular level for the business, such as for different sites and time off policies. Verify that you don’t have to bring in a consultant whenever you want to have a change, and there are no hidden fees for services when changes arise. 

Ensure you have continuous configurability at your fingertips so that when the time comes to reconfigure (sooner, more often than later), you’ll be prepared with a quick, fast solution.

Check if SAP SuccessFactors is configurable by HR teams, admins, and generalists.

• How easy is the system operation, configuration, and maintenance for HR teams?

• Can you build workflows and make changes in a few clicks?

• As your business grows or changes, can the HR team configure the necessary system adaptations, or will external involvement be required?

• Are daily HR operations dependent on an IT or Information Systems (IS) admin to conduct?

• Is it necessary to involve IT/IS or implementation partners to achieve your desired configurations?

• Which HR processes must be operated by IT or IS admins?

• Do small configurations turn into larger development projects?

• What is the timeline for initial setup and time to launch?

• Can you configure the platform to match the local and regional regulations?

• Can you customize workflows and processes by role, teams, and sites?

• Are there professional services to customize, implement, and launch the platform for all to use?

• Is there good support for continuous system maintenance and configuration?

• Is tech support available in the time zone that meets your regional needs?

• How responsive is the support time?

Bob does it all – easy to configure and maintain.

Bob is highly configurable at its core and easily supports any company structure. HR admins can independently configure Bob to work according to their needs, easily create and customize new flows and processes, and generate any operational and custom report without IT/IS admin or professional services help.

HR teams can set up and match HR processes down to the exact level to match the structure of your company. Create a time off workflow and add each approver, even if the approvers are in different countries. You can even configure automatic notifications for those who need to be notified or add a personal touch by using field attributes such as employee name or team name when assigning tasks.

Customize any workflow for different roles, changing the flow in a few clicks to make a new flow in the local language. Add a new manager, delete a step, change an approver, all with a few clicks and no special training. 

4. Can SAP SuccessFactors drive engagement and culture?

According to Trade Press Services, 85 percent of employees are most motivated when management regularly updates company news. Traditional systems of record are not enough to accommodate the new demands of employees and promote the type of employee engagement necessary to boost retention and business results.  

Ensure your HR tech goes further than the basic system of resources and provides ways to facilitate employee engagement. For instance, employees should be able to interact inside the system by discovering more about other colleagues, catching up on company information, or meeting new workers.  

Look for ways to customize the look and feel to match the company and build spaces for people to understand your company’s values, behaviors, and standards that make up your work environment.

By providing an interactive space for people to discover more each time they enter, you will promote connections that let everyone feel they belong and get the results your HR strategy deserves.

Check if SAP SuccessFactors will be able to drive engagement and culture.

• How easy is the UI for employees to navigate and find colleagues with similar likes and interests? 

• Can employees find what they need easily and quickly?

• Does it offer specific news feeds for each office and country?

• Does i leave a good first impression and excite the employee to explore the culture and possibilities to connect with others?

• Does the UX have an engaging social media look and feel?

• Can you give public recognition to employees?

• Does it have tools to drive personal and professional connections with clubs, hobbies, etc?

• What features offer transparency and inclusion to foster employee retention? 

• Is there one place where employees can read and comment on all company news, recognition, and achievements? 

• Do employees have a way to personalize their profile with name pronunciations and pronouns of choice?

• Does each employee have a timeline of their company history and achievements?

• Is there a dynamic people directory for grouping and sorting people by expertise, hobbies, and more?

• Can each employee receive a personalized onboarding workflow to give a welcoming touch to new joiners?

• Are pre-boarding workflows available to new hires that show company-wide org charts to get to know the team before the start date?

• Does it support using multiple calendars with local, national, and religious holidays?

• Can employees get information about colleagues’ and peers’ work status and location?

• Do employees have a place to feel connected to company goals, participate in the culture, and see that their work matters?

Bob does it all – highlights your culture and helps people interact.

Bob is designed as a place for employees to connect, starting even before day one. HR can create personalized onboarding workflows to greet employees before their first day. New hires can meet colleagues, sign documents, and understand company structure so they feel like part of the team for a great head start. 

Create a social media-like homepage in your company’s colors and branding and let employees catch up on all the latest company news. Post Shoutouts and Kudos to recognize achievements, and create polls to get employee feedback on issues and topics that can make a difference. 

Bring global sites and dispersed workforces closer using Bob as a centralized communication hub where everyone can see what is happening across the company, read company news, and participate in polls and surveys to ensure every voice is heard.

Discover more about colleagues using Bob’s People Directory, where you can search for employees, ​​view their photos and intro videos, see their interests, and learn how to pronounce their names.

Bob increases employee engagement and boosts culture with a central place to engage and collaborate, creating a warm community and helping your people stay connected.

5. Does SAP SuccessFactors drive collaboration between managers and teams?

Employees say managerial support is the most important aspect of company culture. Throw in multi-national companies, remote workers, dispersed teams, and HR leaders have even more reason to facilitate cooperation between managers and employees.

Choose an HRIS/HCM platform that helps managers connect with their teams, enabling efficient communication, goal alignment, and streamlined workflows. 

Look for tools that can help kick-start manager tasks, eliminate the guesswork from the process, and increase manager and employee efficiency around HR processes and tasks.  

Giving managers the right tools will result in productive outcomes and help the organization move forward.

Check if SAP SuccessFactors gives managers collaboration tools and enables collaboration among teams. 

• Are there out-of-the-box tools to communicate with employees in their flow of work?

• Can you create automatic team introductions to introduce new team members?

• Do managers have access to 1-on-1 meeting templates that ease the burden of routine processes like onboarding, career growth, and performance reviews?

• Do managers have access to employee lifecycle milestones to schedule regular check-ins that will help increase retention?

• Do managers have a central place to track the entire employee journey so 1-on-1s will facilitate meaningful dialogue? 

• Are there reminders and alerts for managers to complete processes or remind employees to do so? 

• Can managers set departmental goals for their team members that link to company KPIs? 

• Do managers have timely information and reports about their team’s time-off status? 

• Do managers have attrition indicators to gauge and understand the turnover risk of their direct reports?

Bob does it all – drives collaboration between managers and teams to enable success. 

Bob has many tools that help managers manage their people and empower them to succeed at every stage of their employee’s lifecycle.

Start with onboarding and loop managers in for introduction meetings, welcome messages, and showing off team structure. Use Bob’s 1-on-1 sessions to set up regular check-ins and build strong relationships. Use an agenda template to help you plan the meeting, have employees add their points for discussion, and then make notes directly in Bob to reference later.

Managers will appreciate Bob’s tools that help with year-round career growth and development, goal setting, and 360° performance reviews. Keep track of important events in Bob and then reference them when it comes time for performance reviews, pay raises, and bonus allocation. 

HR can give managers permission to view data indicators around their team, and this can provide a heads-up about employee happiness or discontent and when they are most likely to leave. This enables managers to step in and take action before critical moments occur. Bob’s People Analytics can also help uncover the decision-makers on the team and point to top talent who may be the next team lead or manager. 

Bob integrates with the flow of work, meeting managers and employees where they are. This makes connecting, collaborating, and completing HR tasks convenient and timely. Managers can efficiently handle time-off requests, timesheet approvals, and tasks directly within their everyday chat platform, and employees can access what they need when needed.

6. Can SAP SuccessFactors give you ease of reporting?

Leveraging data analytics has become a vital tool for HR leaders to make informed decisions and foster a more efficient, people-centric workplace.

When selecting an analytics platform, prioritize solutions that offer user-friendly interfaces, integrations with your tech stack, and the ability to produce the reports you need without being a data scientist. 

Look for a comprehensive analytics platform that shows insights into your strategic initiatives, can be programmed for your KPIs, and can be created and shared quickly and easily with all the stakeholders in the company. 

Good people analytics will enhance decision-making, paving the way for a more agile and responsive human resources strategy.

Check if SAP SuccessFactors delivers data analytics that HR teams can configure, extract, and use without external support. 

• Can your HR team build, access, share, and print data reports without the assistance of a technical operator?

• Can you schedule the production of daily, weekly, or monthly customizable reports?

• Is there a lot of manual intervention required for data reporting?

• How easy is it to generate the basic reports your HR team needs or that management and board members request?

• Can reports be generated without the help of an information systems specialist?

• Can your HR team create a report the CEO wants today for how many people we hired in a specific region and department in the past month?

• Can you trust the data that you get from the system? Does it make sense, and is it consistent?

• Is the back-end reporting easy to integrate with other company technologies that hold employee data, like the benefits or payroll tech?

• Does it track vital KPIs like attrition indicators and accurately report HR performance with one source of people data?

• Can you choose different chart types to show leadership a visual story for every KPI?

• Is there a way to measure employee attrition rates?

• Can the data be filtered for specific regions and sites? 

• What type, if any, of proactive insights are generated from the data?

• Can you benchmark salaries against the current market rate?

Bob does it all – consolidates people data and brings insights for decision making.

Bob provides customizable reporting and a single source of truth for data. With a click, you have real-time data to inform your headcount, hiring, engagement, and retention decisions. 

Leverage pre-built reports with out-of-the-box templates for most of your essential HR KPIs, or if you need something custom, you can create new fields and generate reports in seconds. Then, effortlessly analyze and share data and insights with executive leadership, addressing whatever is on the agenda.

Bob’s Analytics offers HR leaders the flexibility to present and visualize people data with filters, slicing, and dicing for the best visualizations for your essential KPIs. This ensures you’ll track the data to optimize processes and bring insights most relevant to your strategy and the organization’s needs.

Uncover trends and find out more about your company. Proactive Insights from Bob go beyond the data from your KPI dashboards and give you calculated trends and averages. With Bob’s insight engine, you can view interesting observations about your people that might otherwise be overlooked with no extra work on your end.

Why choose Bob over SAP SuccessFactors and other HRIS/HCM solutions?

As a business partner, we continue to invest in our product and our customers, bringing a modern platform to multi-national companies that need to engage employees and be efficient. That’s why HiBob is placed in the top 3 globally for core HR in the 2023 Core HR Grid Report and rates 4.5/5 stars by our customers in the G2 peer reviews. 

When comparing Bob vs. SAP SuccessFactors and any other HRIS/HCM, it’s clear that Bob is the modern choice for HR teams working in constantly changing times.

HiBob recognizes that some of the most painful company processes for employees can be related to HR teams’ ease of use and configuration. With Bob’s inherent flexibility, you can:

• Create HR processes in a few clicks and make changes without development or IT
• Empower HR leaders with data-driven tools designed for non-data analysts to use
• Foster company culture by promoting transparency in organizational structure and establishing a secure space for open communication. 
• Connect global sites and dispersed workforces through Bob’s Home Page, shared calendars, and company news.
• Facilitate employee conversations through social feeds, kudos, goals, and Slack and MS Teams integrations.

Bob’s culture tools connect employees worldwide, show your culture, and allow employees to instantly understand how to navigate the platform and complete HR processes.

• Bob puts people first with culture tools that connect in-house and remote employees.
• Unique and innovative UI has a distinctly non-technical, fun social media feel.
• More enjoyable and intuitive to use than other HRIS/HCM solutions.
• Bob creates a welcoming environment that inspires people to build excellent working relationships and keeps them connected to the company, whether in a corporate or a home office.
• Unlike other systems, Bob’s implementation and daily HR processes are intuitive and don’t require hard coding or technical knowledge.

“Because of complex regulatory requirements, our business runs an administrative model in India where the HR team is very hands-on. But in Australia and New Zealand, we run a self-service model where managers are empowered to support their teams with minimal intervention from the people team. We needed an HRIS that could do both, customized for each location. Bob did all of that easily.”

Grace MackinnonEmployee Experience ManagerThe Energy Collective

Download the PDF here and get started with a checklist of the questions to compare HiBob vs. SAP SuccessFactors.

The post Why customers choose HiBob vs. SAP SuccessFactors appeared first on HiBob.

Introduction

The good news is that your company is growing. Whether you’ve realized that Excel sheets aren’t the best way for HR to hire and manage employees or you’ve outgrown a legacy system, there is indeed a better way. Human Resources Information Systems (HRIS), also called Human Resources Management Systems (HRMS), were designed to help you manage the growth of your company and its team members.

But not all solutions are built alike. Growing businesses require a system that is flexible enough to meet your specific needs today—and help you build a successful company in the future. Below are the key qualifications and attributes for you to keep in mind during your search when comparing HiBob to Zenefits.

Maximizing your employee experience

The role of HR is no longer about headcount and managing human capital. In today’s employment landscape, HR leaders need to build a company culture that engages and retains employees and fosters comradery and commitment. The platform Bob was designed to put people first instead of merely tracking or managing human resources. With its social media look and feel, Bob is designed to empower employees, connect them to your company culture and maximize their employee experience (EX). Customizable onboarding workflows let you welcome new joiners to the company with introductions to key people and bits of corporate culture—even before day one—to help them quickly feel at home and minimize first-day jitters.

Bob offers a distinct user-friendly UI that builds and strengthens company culture and brings people together to create meaningful professional and social relationships. From creating personal social-style profiles to sharing company news and acknowledging achievements with kudos or shout-outs, Bob offers a holistic company view that motivates employees and keeps them feeling good about their workplace and their contribution.

Growing non-traditional organizations

In our global village, business opportunities and talent are often located in multiple offices and even all over the world. Bob was designed as a global platform to support non-traditional organizational structures that characterize fast-growing, global companies. Supporting in-house and remote teams in multiple countries and tracking multiple holiday calendars and currencies, Bob delivers a total view across the business with customizable workflows and fields that let you easily adjust Bob to meet local needs and best practices.

Each site is designed to be part of the whole company entity while offering the flexibility to meet its own unique needs. Individual newsfeeds with local office and country information, relevant key statistics, and company news connect the local tribe with the global corporate culture. Even if your business only has one site today, Bob scales as you grow, wherever you grow.

Streamline your core HR processes

Bob streamlines core HR processes by automating and simplifying approval cycles with just a click on web or mobile. An intuitive UI eases arduous tasks as the complicated forms of yesteryear become a faded memory. New people feel welcome and quickly bond with your company’s culture, values, and people through a streamlined, customizable onboarding process. Flexible views of the company’s people directory help new and veteran team members better connect professionally and personally to others.

Everyday HR requests are quickly solved for employees while freeing HR to focus on higher-level tasks. Time and absence management are easily tracked via desktop, mobile, in addition to Microsoft Teams and Slack integrations. People, teams, and tribes will no longer need to search for a “missing” employee who is on vacation or sick at home. In addition, optional surveys let you closely monitor changes in employee sentiment. To see the bigger picture, HR KPIs and talent analytics deliver ad-hoc and pre-set reports with metrics that let you continuously improve HR performance and maximize employee experience.

Solving your unique business needs at scale

Bob is extremely flexible and lets you customize the platform according to the specific needs of your business—with minimal assistance. Bob’s support for non-hierarchical organizational structures such as “tribes” makes it easy to manage your people as you quickly grow from a startup to an enterprise.

Customizable processes, site settings, time-off policies, and workflows allow companies to scale and easily change their processes as they grow. As a global tool, Bob adapts to support local cultures, including national and religious holidays and workplace customs, whether sharing shout-outs or personal announcements—or not. In short, Bob delivers what you need, where you need it and how you need it.

Improving productivity through intuitive collaboration

Our integrations with leading third-party applications let you continue working the way you prefer while leveraging Bob’s expertise in maximizing employee experience. Bob partners with more than a dozen collaboration systems connects to 1000s of applications through Zapier, and lets you easily develop your own custom workflows with Bob’s Open API.

Our native integrations with applicant tracking systems like Greenhouse, Workable and Lever streamline the recruit-to-hire process. Connectivity to other leading platforms includes G-Suite, Microsoft Azure, Jira, Slack, and Microsoft Teams. For a full list of our supported integrations, see hibob.com/integrations/.

Why choose HiBob over Z?

When comparing Bob to Zenefits, it’s clear that Bob is the right choice for fast-growing companies. Not just because it excels in culture tools and connecting in-house and remote employees to fast-growing, global companies, but because when it comes down to it, Bob was designed first and foremost to create a great user experience for employees. The innovative UI has a consumer social feel, making it more enjoyable and intuitive to use. It creates a welcoming environment that inspires people to build great working relationships and keep them connected to the company. Unlike other systems, HiBob’s implementation and use are intuitive, with no requirement for hard-coding or technical knowledge.

HiBob recognizes that some of the most painful company processes for employees can be related to HR actions. Bob’s UI, automated processes, and integration with leading third-party tools ease administrative tasks for everyone across the organization and make even the most mundane work tasks pleasant, intuitive and engaging–and not just for HR admins. Bob puts people first with culture tools that connect in-house and remote employees to their fast-growing, global companies.

Why customers choose HiBob over
Zenefits?

In 2020, it’s time to make smarter decisions when it comes to your people and organization.

To learn more about HiBob and our data-driven tools, get in touch with us at

contact@hibob.com

The post HiBob vs Zenefits guide appeared first on HiBob.

Workday is a respected name in the HCM space, working primarily with larger enterprise companies. It was founded in 2005 to bring HR data into “the cloud,” a novel concept when it first entered the market. Its software is a great choice for companies with dedicated time and resources to spend on operating and maintaining their HR platform.

HiBob is fundamentally different. We believe that HR can thrive in the modern world of work with the right tools, setting HR and the business up for success.

“When I first saw ‘Bob’, I was more or less blown away. The system feels like ‘Instagram on the front end with Workday on the back end.”

Josh BersinHR Industry Analyst

HiBob vs. Workday: What makes HiBob different?

Our thousands of customers have felt the pain of clunky, old-school HR tools—the admin and busywork, the endless questions to the HR team, and the sinking dread when it comes to pulling data and reports every quarter.

HiBob’s award-winning HCM, Bob, puts employees, managers, and HR in the driving seat. Because if the whole company doesn’t use your HR tool, it may as well not exist.

But don’t be fooled by our simplicity. There’s a lot of power behind the scenes of the world’s most intuitive, effortless, and flexible HR system.

Unmatched user experience

Finally, an HCM that both employees and HR love to use. Bob reduces friction instead of introducing it. The result is more efficient work and time back to the team.

Flexibility as you scale

With Bob, you don’t need costly experts and consultants to implement and maintain your HR stack. Our intuitive, powerful customizations make Bob perfect for any stage, size, and setup.

Get started in weeks, not months (or years!)

While your company may be complex, implementation should always be smooth. Whether you need white-glove service or prefer to self-serve, setting up Bob is easy so that you can get to the fun part faster.

Trusted by 3,500+ of the world’s most forward-thinking companies

“Whereas Workday might be good for some of the regulated businesses I worked for in the past, it wasn’t a good fit for us. So, we looked at different types of systems, and Bob really stuck out, and the best thing was that it was just so engaging.”

Ashlee HoffmanSenior Business PartnerThe&Partnership

At a glance: HiBob vs. Workday

	HiBob	Workday
Average rating	4.5 (971 reviews)	4.0 (1,310 reviews)
Ease of use	9.0	8.2
Ease of setup	8.1	7.1
Ease of admin	8.6	7.4
Quality of support	8.6	8.1
Partnership	8.8	8.1
Product direction	9.4	8.0
Additional FTE to maintain	None needed	1+ full time specialist
Time to implement	approx. 4 months	6-18 months

*Powered by G2 as of May 15, 2024

ROI you can count on

Uala is a 1,400+ employee financial services company that implemented Bob in 2019. A 3-year retrospective study by Nucleus Research found that Uala:

• Avoided hiring 6 additional FTEs onto its people operations team 
• Cut its onboarding time by 50%
• Grew its headcount by 540%+ without putting additional strain on the HR team
• Reduced IT spending by replacing a survey tool with the functionality included in HiBob at no additional cost 

“As the CFO, you’re managing most companies’ largest investment, and that’s an investment in our people. The visibility that we now have across our entire business is second to none. We can be in meetings and pulling up data on the spot.”

James SolomonsCFOXref

Questions to ask when comparing Workday to HiBob

How long will it take to get up to speed with the system?

• Workday requires expertise or extensive training and often a team of people to manage it. That means hiring Workday experts, training existing HR admins, and outsourcing the maintenance of the system to SMEs (Subject Matter Experts). 
• Bob’s consumer-grade interface (we’ve been called the Instagram of HR) means everybody in your company can easily use the platform from day one.

How long does an implementation usually take?

• Workday can take up to 18 months (or even longer) to implement and requires extensive technical knowledge for ongoing maintenance. 
• Bob’s average implementation time is 2-6 months for enterprise customers and even less for smaller companies.

What kind of support will I get? Will I have a dedicated account manager?

• Workday customers with fewer than several thousand employees might not benefit from having a customer success manager (CSM) assigned to their accounts. If they want live support, they can add additional services that contribute significantly to the overall purchase.
• HiBob believes in forging strong relationships with customers, and companies with over 50 employees will have the support and partnership of an assigned CSM. This CSM provides strategic planning and is available to help configure Bob to your needs.

How much do I need to budget for my HR platform? Will costs increase over the next three years?

• Workday’s cost of ownership can be high and unpredictable, with additional fees for each integration, the cost of deployment, and ongoing training and maintenance. 
• HiBob’s fees are straightforward and transparent, with no hidden costs.

The post HiBob: A modern alternative to Workday appeared first on HiBob.

Modern HR tech for modern business

It’s true. HR leaders are the movers and shakers of the industry today. From honing soft skills and strategy to decisions on hybrid work policies, HR leaders are making the decisions that shape the experiences people have grown to expect in this modern world of work. 

Yes, technology helps. But it can also hinder.  Investing in HR tech requires an eye to the future (or a crystal ball). Either way, HR is expected to manage change faster than before. The quicker HR reacts, the more positive the impact on employee experience and the business. So if HR leaders need to remain flexible, their HR tech needs to be even more flexible.  After all, no one can predict the future. However, we can expect that changes will surely come. 

We’ve put together a list of topics and questions to carefully examine when choosing HR technology. After all, your HR tech will carry the business forward through good times and bad. 

When selecting the right HR tech for your business and comparing HiBob vs. BambooHR, review and explore these questions to help set priorities. This will ensure the best results for your HR team and your business.

“Often there’s a lot of technology that comes out of the US or certain locations that’s very US-centric. But as soon as you go into different time zones and currencies, it gets hard, and you end up celebrating birthdays on the wrong day and getting notifications for anniversaries on the wrong day, which is really frustrating.”

Kirsti GrantVP People Experience at Auror

When comparing HiBob vs. BambooHR, ask these questions to discover which HCM best fits your business.

1. Can BambooHR configure HR processes to the local and regional culture and regulations?

In today’s world of work, business opportunities and talent are often located across multiple offices and locations worldwide. Global expansion has risen with hybrid work and remote work opportunities. However,  it can be overwhelming for HR leaders to manage. There needs to be a way to manage different holidays, local laws, and time zones and communicate effectively with a more diverse workforce. Ask these questions to compare HiBob vs. BambooHR for local and regional expansions.

Check if BambooHR configures processes at the local and regional levels.

• Does it offer out-of-the-box holiday calendars and time-off policies for multiple countries?

• Can you easily navigate across multiple time zones?

• Does it offer specific news feeds for each office and country?
  
• Can it be customized for local best practices or customs?

• Is tech support available in the time zone of your regional needs?

• Can it engage with both in-office and remote employees across the globe?

• Does it support hybrid work policies?

Bob does it all – automate workflows around the globe, and localize and personalize experiences for your people

Bob was designed as a global platform that supports the non-traditional organizational structures that characterize today’s modern world of work. Supporting in-house and remote teams in multiple countries while tracking multiple holiday calendars, time-off policies, and currencies is a breeze. Bob delivers a total view across the business with customizable workflows and fields that let you quickly adapt to meet local needs and best practices.

Each company site in the Bob platform is designed to be part of the whole company entity while offering the flexibility to meet its own unique needs. Individual newsfeeds with local office and country information, key local statistics, and local company news connect the local employees with the global corporate culture. Even if your business only has one site today, Bob scales wherever and however you grow.

“Simplicity and possibility to include everything in the same platform! Easy administration.”

Nov 19, 2021 Administrator in Financial Services

2. Does BambooHR integrate with the existing tech stack for a seamless employee journey?

The world of work has completely changed. Companies of all sizes are more distributed than ever, with many employees working at home, remotely, or in a hybrid work model. A good HR platform must help companies overcome disconnected teams that affect company culture, make people feel isolated, and hinder productivity and collaboration. See these questions for BambooHR vs. HiBob and ask yourself what you need for your employee journey.

Check if BambooHR will deliver a seamless employee journey across the tech stack.

• Does it offer a native mobile app with the functionality most frequently used by employees and managers?

• Does it connect with recruitment suites to manage the hiring process in many locations worldwide?

• Does it integrate with payroll providers worldwide to comply with local regulations?

• Can it manage single and multiple payroll cycles for global employees from one central location?

• Can it smooth the recruit-to-hire process with integrations or support for the top ATS solutions?
  
• Does it offer native integrations with Slack and MS teams?

• Does it offer native integrations with the top five ATS solutions?

• Does it integrate with Zapier?

• Does it have an open API for customer development?

Bob does it all – create harmony across your tech stack, company, and sites

Bob’s integrations with leading third-party applications let you continue working the way you prefer while leveraging Bob’s expertise in maximizing employee experience.

Manage payroll worldwide from a central location. Integrate with payroll providers in different countries and comply with local regulations and processes. Native integrations with applicant tracking systems like Greenhouse, Workable, and Lever streamline your recruit-to-hire process. 

Bob partners with more than a dozen collaboration systems, connecting to thousands of applications through Zapier, and lets you quickly develop your own custom workflows with our open API. 

Simultaneously, our connectivity to leading platforms such as G-Suite, Microsoft Azure, Jira, Slack, and Microsoft Teams lets you continue to use the tools you like while communicating with your people on the platforms they are familiar with them.

3. Can BambooHR solve your unique business needs at scale across different sites and countries?

No two businesses are alike, and your unique organization needs flexible HR technology to help solve the challenges you’ll face as your company grows and changes. Many HCM solutions are rigid or offer limited flexibility that cannot sustain company growth or scale over time. Answer the questions here for BambooHR vs. HiBob and see if BambooHR will scale for your needs.

Check if BambooHR will be able to solve your unique business needs at scale.

• Is its core HR functionality customizable to your needs now and in the future?

• Can it scale with your business to handle hundreds or thousands of employees?

• Does it support using multiple calendars with local, national, and religious holidays?

• Can you schedule the production of daily, weekly, or monthly customizable reports?

• Can it securely store confidential personal information and let you quickly find it?

• Are there professional services to customize, implement and launch the platform for all to use?

Bob does it all – flexibility and configurability at the core.

HiBob’s HR platform, Bob, is exceptionally flexible and lets you customize it according to your business’s specific needs with minimal assistance from tech support or professional services. Bob’s ability to handle non-hierarchical organizational structures, such as project teams, makes it easy to manage your people as you quickly grow from a startup to a global enterprise.

Customizable processes, site settings, time-off policies, and workflows allow companies to scale and promptly change their processes as they grow. As a worldwide tool, Bob adapts to support local cultures, including national and religious holidays and workplace customs. In short, Bob delivers what you need, where you need it, and how you need it.

4. Can BambooHR streamline and automate core HR processes to reduce workloads?

In dynamic companies, core HR tasks must be efficient and pain-free to save precious time and minimize employee frustration. 

As the company hires remotely, HR needs to build processes encompassing the company culture and letting people feel heard and included. Daily HR tasks like onboarding and time management can become repetitive and time-consuming, taking HR away from other valuable tasks that need to get done. 

A good HCM should automate and expedite core tasks that take HR away from bigger impact programs and allow employees to connect to everything the company offers. Answer the question below for Bob vs. BambooHR to prioritize your HCM needs.

Check if BambooHR will be able to streamline all your core HR processes.

• Does it track vital KPIs like attrition indicators and accurately report HR performance with one source of people data?

• Can you choose different chart types to show leadership a visual story for every KPI?

• Can you build personalized onboarding workflows to give a personal touch to each employee?

• Is there pre-boarding workflows available to new hires that show company-wide org charts to get to know the team before the start date?

• Does each employee have a way to personalize the profile with name pronunciations and pronouns of choice?

• Does each employee have a timeline of their company history and achievements?

• Is there a dynamic people directory for grouping and sorting people by expertise, hobbies, and more?

• Is there an automatic workflow that manages the employee journey with reminders and due dates?

• Can it take polls and surveys to check in with people and measure employee satisfaction?

Bob does it all – streamline and automate core HR and more

Bob streamlines core HR processes and more by automating and simplifying approval cycles with just a click. New team members feel welcome and quickly bond with your company’s culture, values, and people through a streamlined, customizable onboarding process. Flexible views of the company’s people directory help new and veteran team members better connect professionally and personally to others.

Simple HR requests are quickly solved for employees while freeing HR to focus on higher-level tasks. Time and attendance are easily tracked via desktop and mobile, in addition to Microsoft Teams and Slack. 

Use comprehensive people analytics to gain meaningful intel and uncover hidden insights about your people. You get real-time, cross-platform numbers that tell your HR story and can be shared with leadership with no extra work from your end.

Optional polls and surveys let you closely monitor employee sentiment changes. At the same time, HR KPIs and people analytics deliver ad-hoc and pre-set reports with metrics that let you continuously improve HR performance and maximize employee experience. 

“I really enjoy the number of features along with the integrations possible for a small business that operates on a global scale. Compared to other platforms, it is the most intuitive.”

Nov 23, 2021 Employee Experience Manager

5. Does BambooHR empower managers to be an integral part of the employee journey and retention?

When remote and hybrid work became the new normal, managers became integral to keeping employees connected and engaged. Now managers are seen as the front lines of collaboration and discussions and need the right tools to enable this across all locations, sites, and countries.  The right HR platform should facilitate productivity and engagement between managers and their people, regardless of location. When reviewing these questions for HiBob vs. BambooHR, ask yourself which features will improve your retention rates and help you the most.

Check if BambooHR empowers managers with productivity and collaboration tools.

• Do managers have access to 1:1 meeting templates that ease the burden of routine processes like onboarding, career growth, and performance reviews?

• Do managers have access to employee lifecycle milestones to schedule regular check-ins that will help increase retention?

• Do managers have a central place to track the entire employee journey so 1-on-1s will facilitate meaningful dialogue? 

• Can managers set departmental goals for their team members that link to company KPIs? 

• Do managers have timely information and reports about their team’s time-off status? 

• Do managers have attrition indicators to gauge and understand the turnover risk of their direct reports?

Bob does it all – manager empowerment that grows people

Managers are on the frontline with their employees, and Bob empowers managers with the tools and templates they need to connect, gauge, and grow their teams. 

Using Bob, managers can schedule 1-on-1s with their people using out-of-the-box or custom templates, which allow employees to contribute to the agenda for a collaborative experience.

Managers can help employees set goals and KPIs, then schedule recurring meetings to keep everyone on track. When performance reviews come up, everything is documented in one place, including historical events, so more meaningful sessions can occur. 

It’s easy for managers to approve time off and expense requests that come multiple times using the mobile app. Then, the entire team can see who’s working and who is off with a calendar that reflects it all in real-time.

6. Can BambooHR maximize employee experience and foster employee retention?

The role of HR is no longer about headcount and managing human capital. HR leaders must build a company culture that engages and retains employees and fosters relationships and commitment in today’s employment landscape. Compare BambooHR to HiBob with these questions.

Check if BambooHR will maximize your employee experience.

• Can employees get information about colleagues’ and peers’ work status and location?
  
• Do employees have a place to feel connected to company goals, participate in the culture, and see that their work matters?
  
• Does it give employees custom profiles with preferred pronouns and gender and video introductions?

• Does the UX have an engaging social media look and feel?

• Can you customize the onboarding workflow and build new workflows with a click?

• Can you give public recognition to employees?

• Does it give you a holistic and historical view of peoples’ activities?

• Does it offer hobby groups and clubs to help people build social connections?

Bob does it all – remarkable employee experience that helps retain your talent

Bob was designed to put people first instead of merely tracking or managing human resources. With its social media look and feel, Bob empowers employees, connects them to your company culture, and maximizes their employee experience. 

People stay informed and engaged with Bob’s social media-like homepage. Use the people directory to see who’s who with hierarchy and relationships between people, teams, and departments. Find who has shared interests among colleagues using Club View and sort by hobbies, nationality, gender pronouns, and location. 

Why choose Bob over BambooHR and other HCM solutions?

When comparing Bob vs. BambooHR and any other HCM, it’s clear that Bob is the right choice for multi-national companies.

HiBob recognizes that some of the most painful company processes for employees can be related to HR tasks in local and regional sites. With Bob’s inherent flexibility, you can:

• Create HR processes in the local language for clarity and understanding
• Adhere to local payroll regulations by integrating Bob with the local payroll provider of choice
• Pay employees their payroll in the cycle they are familiar with by managing multiple payroll cycles from one central location
• Show local holiday calendars on a global calendar for everyone to celebrate
• Automate tasks to go out and be performed during the local time zone to be respectful of local time around the globe

Bob’s culture tools connect employees worldwide, creating a great employee experience—wherever your people are.

• Bob puts people first with culture tools that connect in-house and remote employees.
• Unique and innovative UI has a distinctly non-technical, fun social media feel.
• More enjoyable and intuitive to use than other HCM solutions.
• Bob creates a welcoming environment that inspires people to build excellent working relationships and keeps them connected to the company, whether they work in a corporate or a home office.
• Unlike other systems, Bob’s implementation and daily usage are intuitive and don’t require hard coding or technical knowledge.

“One of the more innovative HCM platforms is Bob. Bob is designed as a management platform first and an HR platform second. Its entire design is focused on what information managers, employees, and executives need. The company is growing rapidly (1,600-plus customers), and it represents a new approach to core HR, one which I believe every major vendor will have to address.”

Josh BersinHR tech industry analyst

Download the PDF here to get a checklist of the questions.

The post Why customers choose HiBob over BambooHR appeared first on HiBob.

Modern HR platform for modern business

The role of HR today is more challenging than ever with people wanting more and more from their company. 

Benefits and compensation are part of it, but people also want to feel like they belong in the company with shared values and recognition.

HR leaders need to balance new employee experiences with traditional business processes and connect everything to a global workforce that works remotely. 

That’s where modern HR tech (HRIS) comes in. The right HR tech is just as much for your people as the business, and the right HR tech will drive company-wide success for everyone.

But not all HR tech is built the same. That’s where this guide can help. Below are the main categories and questions to ask when comparing HiBob to Sapling.

“I strive to implement automation in every possible aspect of HR and Bob helped us to achieve this. I also felt that there was a great fit between the culture of our company and the culture of Bob, with its innovative, young, and fresh approach.”

Shemer KatzSVP HR, Digital Payments and MD Israel, Nuvei

When comparing HiBob to Sapling, ask these questions to discover which HRIS best fits your business.

1. Can Sapling maximize your employee experience?

The role of HR is no longer about headcount and managing human capital. HR leaders need to build a company culture that engages and retains employees and fosters relationships and commitment in today’s employment landscape.

Check if Sapling will maximize your employee experience.

• Does the UX have an engaging social media look and feel?

• Can you customize the onboarding workflow?

• Can you give public recognition to employees?

• Does it give you a holistic and historical video of peoples’ activities?

• Does it offer hobby groups and clubs to help people build social connections?

• Does it include an anonymous reporting tool for employees to voice their concerns?

Bob does it all – remarkable employee experience

The Bob platform was designed to put people first instead of merely tracking or managing human resources. With its social media look and feel, Bob empowers employees, connects them to your company culture, and maximizes their employee experience. 

Bob offers a distinct user-friendly UI that builds and strengthens company culture and brings people together to create meaningful professional and social relationships—whether they work in the office or at home. From creating personal social media-style profiles to sharing company news and acknowledging achievements with Kudos posts or Shoutouts, Bob offers a holistic company view that motivates employees and keeps them feeling good about their company and their contribution.

Bob’s Your Voice feature complies with whistleblower protection regulations with an anonymous reporting and management toolkit already inside the platform. Employees can feel free to share any concerns they have in Your Voice with full assurance that their identity will be kept anonymous. 

2. Can Sapling solve your unique business needs at scale?

No two businesses are alike, and your unique culture needs flexible HR technology to help solve the challenges you’ll face as your company grows and changes. Many HRIS solutions are rigid or offer limited flexibility that cannot sustain company growth or scale over time.

Check if Sapling will be able to solve your unique business needs at scale.

• Is its core HR functionality customizable to your needs now and in the future?

• Can it scale with your business to handle hundreds or thousands of employees?

• Does it support the use of multiple calendars with local national and religious holidays?

• Can you schedule the production of daily, weekly, or monthly customizable reports?

• Can it securely store confidential personal information and let you quickly find it?

• Are there professional services to customize, implement and launch the platform for all to use?

Bob does it all – scale your business

HiBob’s HR platform, Bob, is exceptionally flexible and lets you customize it according to your business’s specific needs with minimal assistance from tech support or professional services. Bob’s ability to handle non-hierarchical organizational structures, such as project teams, makes it easy to manage your people as you quickly grow from a startup to a global enterprise.

Customizable processes, site settings, time-off policies, and workflows allow companies to scale and quickly change their processes as they grow. As a global tool, Bob adapts to support local cultures, including national and religious holidays and workplace customs. In short, Bob delivers what you need, where you need it, and how you need it.

3. Does Sapling empower managers and employees to be more productive and engaged?

When remote and hybrid work became the new normal, employee empowerment became an operational imperative for HR teams.  Employees needed to become autonomous and work on their own time and tasks, while managers needed to connect and engage with their teams to promote collaboration and discussions.  The right HR platform should facilitate productivity and engagement between HR, managers, and employees, no matter where they are located.

Check if Sapling empowers managers and employees with productivity and collaboration tools.

• Can employees get information about the work status and location of colleagues and peers?

• Do employees have a place to go to feel connected to company goals, take part in the culture, and see that their work matters? 

• Do managers have access to 1:1 meeting templates that ease the burden of routine processes like onboarding, career growth, and performance reviews?

• Can managers set up departmental goals for their team members that link to company KPIs?

• Do managers have timely information and reports about their team’s time-off status?

• Do managers have attrition indicators to gauge and understand the turnover risk of their direct reports?

Bob does it all – manager and employee empowerment

Bob helps HR teams tap into the power of collaboration. Employees and managers have one centralized platform for all.

Employees stay informed and engaged with Bob’s social media-like homepage. Go to the people directory for the lay of the land with hierarchy and relationships between people, teams, and departments. Find out more about your colleagues by using Club View and sort by hobbies, nationality, gender pronouns, and location.

Managers are on the frontline with their employees, and Bob empowers managers with the tools and templates they need to connect, gauge, and grow their teams. Manage the entire team in one place by setting goals, reviewing time-off, making smart compensation decisions, and using meeting templates for recurring processes such as performance reviews. 

Bob gives employees a way to join, connect, and grow with the company. 

Bob gives managers a path to grow their people and keep the business running successfully.

4. Does Sapling increase productivity and ease collaboration?

The world of work has completely changed. Companies of all sizes are more distributed than ever, with many employees working at home, remotely, or in a hybrid work model. A good HR platform needs to help companies overcome disconnected teams that affect company culture, make people feel isolated, and hinder productivity and collaboration.

Check if Sapling will be able to increase productivity and ease collaboration.

• Does it offer a native mobile app with the functionality most frequently used by employees and managers?

• Can it smooth the recruit-to-hire process with integrations or support for the top ATS solutions?

• Does it offer native integrations with Slack and MS teams?

• Does it offer native integrations with the top five ATS solutions?

• Does it integrate with Zapier?

• Does it have an open API for customer development?

Bob does it all – productivity and collaboration

Bob’s integrations with leading third-party applications let you continue working the way you prefer while leveraging Bob’s expertise in maximizing employee experience.

Bob partners with more than a dozen collaboration systems, connecting to thousands of applications through Zapier and letting you quickly develop your own custom workflows with our open API. Native integrations with applicant tracking systems like Greenhouse, Workable, and Lever streamline your recruit-to-hire process. Simultaneously, our connectivity to leading platforms such as G-Suite, Microsoft Azure, Jira, Slack, and Microsoft Teams lets you continue to use the tools you like.

5. Can Sapling help grow your global, modern organization?

In today’s world of work, business opportunities and talent are often located across multiple offices and locations worldwide. Global expansion is one of the keys to business success, however,  it can be overwhelming for HR leaders to manage. There needs to be a way to handle different holidays, abiding by local laws, time zones, and communicating effectively with a more diverse workforce.

Check if Sapling can help you grow your global, modern organization.

• Does it offer holiday calendars and time-off policies for multiple countries?

• Can you easily navigate across multiple time zones?

• Does it offer specific news feeds for each office and country?

• Can it be customized for local best practices or customs?

• Is tech support available at least 16 hours a day, six days a week?

• Can you engage with both in-office and remote employees?

• Does it support hybrid work policies?

Bob does it all – grow your organization

Bob was designed as a global platform that supports the non-traditional organizational structures that characterize today’s modern world of work. Supporting in-house and remote teams in multiple countries while tracking multiple holiday calendars, time-off policies, and currencies is a breeze. Bob delivers a total view across the business with customizable workflows and fields that let you easily adapt to meet local needs and best practices.

Each company site in the Bob platform is designed to be part of the whole company entity while offering the flexibility to meet its own unique needs. Individual newsfeeds with local office and country information, key local statistics, and local company news connect the local employees with the global corporate culture. Even if your business only has one site today, Bob scales wherever and however you grow.

6. Can Sapling streamline your core HR processes?

In dynamic companies, core HR tasks need to be efficient and pain-free to save precious time and minimize employee frustration. 

In many companies, onboarding and time management can be time-consuming and repetitive. A good HRIS platform should automate and expedite core tasks that take HR away from bigger impact programs.

Check if Sapling will be able to streamline all your core HR processes.

• Does it offer HR KPIs and talent analytics?

• Does each employee have a social-media style personal profile?

• Does each employee have a timeline of their company history and achievements?

• Is there a dynamic people directory for grouping and sorting people by expertise, hobbies, and more?

• Is there a native tool or application for assisting with managing employee compensation and payroll?

Bob does it all – streamline your core HR

Bob streamlines core HR processes by automating and simplifying approval cycles with just a click. New team members feel welcome and quickly bond with your company’s culture, values, and people through a streamlined, customizable onboarding process. Flexible views of the company’s people directory help new and veteran team members better connect professionally and personally to others.

Simple HR requests are quickly solved for employees while freeing HR to focus on higher-level tasks. Time and attendance are easily tracked via desktop and mobile, in addition to Microsoft Teams and Slack. 

Optional surveys let you closely monitor employee sentiment changes while HR KPIs and people analytics deliver ad-hoc and pre-set reports with metrics that let you continuously improve HR performance and maximize employee experience.

Bob also puts all your payroll data in one place. Payroll Hub is a centralized dashboard that automatically updates accurate payroll data in real-time. Visual tracking, notifications, pre-configured integrations with most payroll systems, and flexible payroll cycles allow you to increase payroll data accuracy and efficiency.

Why choose HiBob over other HRIS solutions?

When comparing Bob to any other HR platform, it’s clear that Bob is the right choice for dynamic and fast-growing companies. 

Bob’s culture tools connect employees worldwide, creating a great employee experience—wherever your people are.

• Bob puts people first with culture tools that connect in-house and remote employees.
• Unique and innovative UI has a distinctly non-technical, fun, social media feel.
• More enjoyable and intuitive to use than other HRIS solutions.
• Bob creates a welcoming environment that inspires people to build great working relationships and keeps them connected to the company, whether they work in a corporate office or a home office.
• Unlike other systems, Bob’s implementation and daily usage are intuitive and don’t require hard coding or technical knowledge.

HiBob recognizes that some of the most painful company processes for employees can be related to HR tasks.

• Bob’s UI, automated processes, and integrations with leading third-party tools ease administrative tasks for everyone across the organization
• Bob makes even the most mundane work tasks pleasant, intuitive, and engaging
• It’s not just for HR admins, but for the whole company: managers, employees, leaders, everyone!

“I love that Bob has the capabilities to do so many different things in one platform. You also have the bonus of added integrations with external platforms such as Slack and ATS. There are fun parts for staff too, such as kudos, which gives it that fun twist that people enjoy.”

Danny BluestoneFounder, and CEO, Cyber-Duck

Download the PDF here to get a checklist of the questions.

The post Why customers choose HiBob over Sapling appeared first on HiBob.

The good news is that your company is growing. Whether you’ve realized that Excel sheets aren’t the best way for HR to hire and manage employees or you’ve outgrown a legacy system, there is indeed a better way. Human Resources Information Systems (HRIS), also called Human Resources Management Systems (HRMS), were designed to help you manage the growth of your company and its team members.

But not all solutions are built alike. Growing businesses require a system that is flexible enough to meet your specific needs today—and help you build a successful company in the future. Below are the key qualifications and attributes for you to keep in mind during your search when comparing HiBob to Personio.

“We chose Bob for the mix that it provided: creating interactions between employees, payroll, and HR admin, and its modern look and feel.”

Christoph SchipperHR Project Manager at Jimdo

When comparing HiBob to Personio, ask these 6 questions to discover which HRIS best fits your business.

1. Can Personio maximize your employee experience?

The role of HR is no longer about headcount and managing human capital. HR leaders need to build a company culture that engages and retains employees and fosters relationships and commitment in today’s employment landscape.

Check if Personio will maximize your employee experience.

• Does the UX have an engaging social media look and feel?

• Can you customize the onboarding workflow?

• Can you give public recognition to employees?

• Does it give you a holistic and historical video of peoples’ activities?

• Does it offer hobby groups and clubs to help people build social connections?

• Does it include an anonymous reporting tool for employees to voice their concerns?

Bob does it all – remarkable employee experience

The Bob platform was designed to put people first instead of merely tracking or managing human resources. With its social media look and feel, Bob empowers employees, connects them to your company culture, and maximizes their employee experience.

Bob offers a distinct user-friendly UI that builds and strengthens company culture and brings people together to create meaningful professional and social relationships—whether they work in the office or at home. From creating personal social media-style profiles to sharing company news and acknowledging achievements with Kudos posts or Shoutouts, Bob offers a holistic company view that motivates employees and keeps them feeling good about their company and their contribution.

Bob’s Your Voice feature complies with whistleblower protection regulations with an anonymous reporting and management toolkit already inside the platform. Employees can feel free to share any concerns they have in Your Voice with full assurance that their message and identity will be kept anonymous.

2. Can Personio help grow your global, modern organization?

In today’s world of work, business opportunities and talent are often located across multiple offices and locations worldwide. Global expansion is one of the keys to business success, however,  it can be overwhelming for HR leaders to manage. There needs to be a way to handle different holidays, abiding by local laws, time zones, and communicating effectively with a more diverse workforce.

Check if Personio can help you grow your global, modern organization.

• Does it offer holiday calendars and time-off policies for multiple countries?

• Can you easily navigate across multiple time zones?

• Does it offer specific news feeds for each office and country?
  
• Can it be customized for local best practices or customs?

• Is tech support available at least 16 hours a day, six days a week?

• Can you engage with both in-office and remote employees?

• Does it support hybrid work policies?

Bob does it all – grow your organization

Bob was designed as a global platform that supports the non-traditional organizational structures that characterize today’s modern world of work. Supporting in-house and remote teams in multiple countries while tracking multiple holiday calendars, time-off policies, and currencies is a breeze. Bob delivers a total view across the business with customizable workflows and fields that let you easily adapt to meet local needs and best practices.

Each company site in the Bob platform is designed to be part of the whole company entity while offering the flexibility to meet its own unique needs. Individual newsfeeds with local office and country information, key local statistics, and local company news connect the local employees with the global corporate culture. Even if your business only has one site today, Bob scales wherever and however you grow.

3. Can Personio streamline your core HR processes?

In dynamic companies, core HR tasks need to be efficient and pain-free to save precious time and minimize employee frustration. 

In many companies, onboarding and time management can be time-consuming and repetitive. A good HRIS platform should automate and expedite core tasks that take HR away from bigger impact programs.

Check if Personio will be able to streamline all your core HR processes.

• Does it offer HR KPIs and talent analytics?

• Does each employee have a social-media style personal profile?

• Does each employee have a timeline of their company history and achievements?

• Is there a dynamic people directory for grouping and sorting people by expertise, hobbies, and more?

• Is there a native tool or application for assisting with managing employee compensation and payroll?

Bob does it all – streamline your core HR

Bob streamlines core HR processes by automating and simplifying approval cycles with just a click. New team members feel welcome and quickly bond with your company’s culture, values, and people through a streamlined, customizable onboarding process. Flexible views of the company’s people directory help new and veteran team members better connect professionally and personally to others.

Simple HR requests are quickly solved for employees while freeing HR to focus on higher-level tasks. Time and attendance are easily tracked via desktop and mobile, in addition to Microsoft Teams and Slack. 

Optional surveys let you closely monitor employee sentiment changes while HR KPIs and people analytics deliver ad-hoc and pre-set reports with metrics that let you continuously improve HR performance and maximize employee experience.

Bob also puts all your payroll data in one place. Payroll Hub is a centralized dashboard that automatically updates accurate payroll data in real-time. Visual tracking, notifications, pre-configured integrations with most payroll systems, and flexible payroll cycles allow you to increase payroll data accuracy and efficiency.

4. Can Personio solve your unique business needs at scale?

No two businesses are alike, and your unique culture needs flexible HR technology to help solve the challenges you’ll face as your company grows and changes. Many HRIS solutions are rigid or offer limited flexibility that cannot sustain company growth or scale over time.

Check if Personio will be able to solve your unique business needs at scale.

• Is its core HR functionality customizable to your needs now and in the future?

• Can it scale with your business to handle hundreds or thousands of employees?

• Does it support the use of multiple calendars with local national and religious holidays?

• Can you schedule the production of daily, weekly, or monthly customizable reports?

• Can it securely store confidential personal information and let you quickly find it?

• Are there professional services to customize, implement and launch the platform for all to use?

Bob does it all – scale your business

HiBob’s HR platform, Bob, is exceptionally flexible and lets you customize it according to your business’s specific needs with minimal assistance from tech support or professional services. Bob’s ability to handle non-hierarchical organizational structures, such as project teams, makes it easy to manage your people as you quickly grow from a startup to a global enterprise.

Customizable processes, site settings, time-off policies, and workflows allow companies to scale and quickly change their processes as they grow. As a global tool, Bob adapts to support local cultures, including national and religious holidays and workplace customs. In short, Bob delivers what you need, where you need it, and how you need it.

5. Does Personio increase productivity and ease collaboration?

The world of work has completely changed. Companies of all sizes are more distributed than ever, with many employees working at home, remotely, or in a hybrid work model. A good HR platform needs to help companies overcome disconnected teams that affect company culture, make people feel isolated, and hinder productivity and collaboration.

Check if Personio will be able to increase productivity and ease collaboration.

• Does it offer a native mobile app with the functionality most frequently used by employees and managers?

• Can it smooth the recruit-to-hire process with integrations or support for the top ATS solutions?
  
• Does it offer native integrations with Slack and MS teams?

• Does it offer native integrations with the top five ATS solutions?

• Does it integrate with Zapier?

• Does it have an open API for customer development?

Bob does it all – productivity and collaboration

Bob’s integrations with leading third-party applications let you continue working the way you prefer while leveraging Bob’s expertise in maximizing employee experience.

Bob partners with more than a dozen collaboration systems, connecting to thousands of applications through Zapier and letting you quickly develop your own custom workflows with our open API. Native integrations with applicant tracking systems like Greenhouse, Workable, and Lever streamline your recruit-to-hire process. Simultaneously, our connectivity to leading platforms such as G-Suite, Microsoft Azure, Jira, Slack, and Microsoft Teams lets you continue to use the tools you like.

6. Does Personio empower managers and employees to be more productive and engaged?

When remote and hybrid work became the new normal, employee empowerment became an operational imperative for HR teams.  Employees needed to become autonomous and work on their own time and tasks, while managers needed to connect and engage with their teams to promote collaboration and discussions.  The right HR platform should facilitate productivity and engagement between HR, managers, and employees, no matter where they are located.

Check if Personio empowers managers and employees with productivity and collaboration tools.

• Can employees get information about the work status and location of colleagues and peers?
  
• Do employees have a place to go to feel connected to company goals, take part in the culture, and see that their work matters?

• Do managers have access to 1:1 meeting templates that ease the burden of routine processes like onboarding, career growth, and performance reviews? 

• Can managers set up departmental goals for their team members that link to company KPIs? 

• Do managers have timely information and reports about their team’s time-off status? 

• Do managers have attrition indicators to gauge and understand the turnover risk of their direct reports?

Bob does it all – manager and employee empowerment

Bob helps HR teams tap into the power of collaboration. Employees and managers have one centralized platform for all.

Employees stay informed and engaged with Bob’s social media-like homepage. Go to the people directory for the lay of the land with hierarchy and relationships between people, teams, and departments. Find out more about your colleagues by using Club View and sort by hobbies, nationality, gender pronouns, and location. 

Managers are on the frontline with their employees, and Bob empowers managers with the tools and templates they need to connect, gauge, and grow their teams. Manage the entire team in one place by setting goals, reviewing time-off, making smart compensation decisions, and using meeting templates for recurring processes such as performance reviews. 

Bob gives employees a way to join, connect, and grow with the company.   

Bob gives managers a path to grow their people and keep the business running successfully.

Why choose HiBob over other HRIS solutions?

When comparing Bob to any other HR platform, it’s clear that Bob is the right choice for dynamic and fast-growing companies. 

Bob’s culture tools connect employees worldwide, creating a great employee experience—wherever your people are.

• Bob puts people first with culture tools that connect in-house and remote employees.
• Unique and innovative UI has a distinctly non-technical, fun, social media feel.
• More enjoyable and intuitive to use than other HRIS solutions.
• Bob creates a welcoming environment that inspires people to build great working relationships and keeps them connected to the company, whether they work in a corporate office or a home office.
• Unlike other systems, Bob’s implementation and daily usage are intuitive and don’t require hard coding or technical knowledge.

HiBob recognizes that some of the most painful company processes for employees can be related to HR tasks.

• Bob’s UI, automated processes, and integrations with leading third-party tools ease administrative tasks for everyone across the organization
• Bob makes even the most mundane work tasks pleasant, intuitive, and engaging
• It’s not just for HR admins, but for the whole company: managers, employees, leaders, everyone!

“We wanted something that is cloud-based and very easy to access, and actually reflect our culture in terms of the look and feel as well, because I think it will increase usage.”

Daniel AlundChief People Officer at Happy Socks

Download the PDF here to get a checklist of the questions.

The post Why customers choose HiBob over Personio appeared first on HiBob.