An HRIS is not just about cutting costs, it’s about streamlining processes, improving employee engagement, and ultimately driving your business forward.
This article aims to shed light on the top basic HRIS solutions that are making waves in 2023 and 2024, perfectly tailored for small and medium-sized businesses.
Why opt for a basic HRIS?
According to a report by SHRM, 25% of companies have incorporated automation into their HR workflow, primarily to enhance the recruitment and hiring process.
It’s simple. In a world where time is money, these systems offer straightforward, user-friendly platforms that cut through the complexity. They’re designed for businesses that need to manage their human resources effectively without the bells and whistles of more complex systems.
Consider this: According to a State of Digital Maturity report in 2022, more than half (51%) of workers stated that they dedicate a minimum of two hours each day to repetitive tasks.
Basic HRIS solutions can dramatically reduce this time, allowing you to focus on strategic initiatives that drive business growth.
Moreover, for small businesses, these systems offer an affordable way to manage HR processes, without the hefty price tag of more elaborate systems. This is confirmed by a vast majority of professionals who support that AI has sped up the hiring process (89.7%) and reduced the time (85.4%) and cost (78%) spent on hiring, according to our recent AI in Hiring survey.
Top basic HRIS solutions for 2024
Now, let’s dive into some of the standout basic HRIS solutions that are currently making a difference for businesses like yours:
This system is a gem for organizations focusing on recruitment and talent acquisition. Workable offers a streamlined, intuitive interface that simplifies the entire hiring process as well as employee management.
Its capabilities range from job posting and candidate sourcing to applicant tracking, collaborative hiring, onboarding and time off management.
What sets Workable apart is its powerful candidate search and its vast range of integrable tools, making it a go-to choice for companies aiming to enhance their recruitment process.
Specially designed for small and medium-sized businesses, BambooHR stands out with its contemporary interface and comprehensive features.
From accurate reporting and applicant tracking to performance management and employee onboarding, it covers all the bases.
This system is a great fit for both small organizations and enterprises. Its strength lies in its cloud-based software, which provides mobility and an easy-to-navigate interface.
UKG Pro (formerly UltiPro)
Known for its comprehensive suite of HR, payroll, talent management, and employee self-service features, UKG Pro is suitable for organizations of various sizes and industries. It’s user-friendly and scalable, making it a top choice for many.
Paycor is another HRIS that is gaining popularity, especially among small to medium-sized businesses. It provides a user-friendly interface that covers HR, payroll, and timekeeping. Known for its robust reporting tools, Paycor helps businesses make data-driven decisions. Its flexibility and ease of use make it an excellent choice for businesses looking to streamline their HR processes.
These HRIS solutions represent a blend of simplicity, efficiency, and functionality. They are designed to cater to the diverse needs of small and medium-sized businesses, helping them to streamline their HR processes, enhance employee engagement, and ultimately contribute to their business growth.
Don’t choose an HRIS before checking this
When it comes to selecting the right HRIS for your organization, it’s not just about picking the most popular option or the one with the most features.
It’s about finding the system that aligns best with your company’s specific needs, goals, and constraints.
Here are key considerations to keep in mind:
1. Company size and scalability
The size of your organization plays a crucial role in determining which HRIS is suitable. A system that works well for a small business might not scale effectively for a larger enterprise. Consider not only your current size but also your growth plans.
2. Industry-specific needs
Different industries have unique HR requirements. For example, a manufacturing company might prioritize safety training and compliance, while a tech company might focus more on talent acquisition and retention.
3. User experience and accessibility
A system that is intuitive and easy to navigate ensures higher adoption rates among employees. Accessibility across devices, especially mobile, is increasingly important.
4. Integration capabilities
Your HRIS should seamlessly integrate with other tools and systems in use, such as payroll, accounting, or project management software. This integration minimizes the need for duplicate data entry and streamlines processes.
5. Cost and return on investment
Budget is always a consideration. Weigh the cost of the HRIS against the benefits it provides. A more expensive system might offer a higher return on investment through time savings and efficiency gains.
6. Compliance and security
Ensure that the HRIS complies with relevant laws and regulations, especially those related to data privacy and security. The system should have robust security measures to protect sensitive employee data.
7. Support and training
Consider the level of support and training provided by the vendor. Good support can significantly ease the implementation process and help resolve any issues that arise.
8. Customization and flexibility
The ability to customize the system to fit your specific HR processes and policies is crucial. A flexible system can adapt to changing business needs over time.
Remember, the goal of an HRIS is not just to automate HR tasks but to enhance your organization’s human capital management.
The right system will help you attract, retain, and develop your employees, ultimately driving business success.