Compare the UK's Best HR Systems

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What is an HR System?

An HR system makes work life easier, as it often handles most aspects related to employees. In short, an HR system can encompass everything included in HR, Human Resource, such as recruitment, personnel administration, payroll, skills development, and training. The system also helps employers comply with laws and regulations regarding data protection, GDPR.

The market offers a variety of HR systems with different modules. Some are large and cover more areas, while others are smaller and simpler. Regardless of which solution you choose, an HR system will professionalize personnel management and simplify life.

How do I find the best HR system?

Investing in an HR system is a wise decision. As with all investments, it is important to start from your organization or company. Begin by defining your needs and what you want the system to help you with. Sometimes it is difficult to know in advance which features are most important for your business, but it usually becomes clear when you start comparing HR systems.

An important factor is, of course, the budget: How much are you willing to spend on the system? Another question to consider early on is how scalable the solution needs to be. Will your company or organization grow? For many, it is beneficial to choose a scalable system that can grow with the company and employees over time. This way, the administrative staff does not need to learn new systems, which can be time-consuming and an unnecessary cost. And, speaking of personnel: Consider usability and the possibility of support. What do you need? Choose a system that suits your staff. And, last but not least, do you operate in the private or public sector? Perhaps in the non-profit arena? Different systems excel at different things.

Compare HR Systems

Quick Guide

Quick Guide

Compare HR Systems

HR systems can be very basic, which suits those working in smaller companies, or incredibly complex. The really large HR systems cover broader needs within human resources and can often contribute to both recruitment, ongoing personnel administration, and the development of staff and the company.

The basic functions include storing personnel information, payroll management, goal tracking, as well as onboarding and offboarding. Often, the HR system can be integrated with your payroll system for managing salary payments.

More advanced HR systems often follow employees from the recruitment process to the end of employment. Throughout the employee's journey with you, the complex HR systems provide career support that benefits both the organization and the employee. The advanced systems often have modules for analytics that lay the groundwork for data-driven decisions. They often provide support to ensure compliance with laws, regulations, and directives.

Many providers offer free trial periods. Feel free to test a couple of different solutions before making your decision. A good start is the guide we offer at BusinessWith, where you can begin comparing today The HR System Guide.

Why should I choose an HR system? What are the benefits of HR systems?

An HR system helps you become an even better employer. With the system comes streamlined personnel management and support for making faster and more informed decisions regarding both recruitment and ongoing personnel management.

Today's HR systems often have a user-friendly interface to simplify management, and many features are accessible both on desktop and mobile. It is often easy to integrate the HR system with other systems, such as CRM tools. The providers behind modern HR systems often implement updated information regarding, for example, personal data storage and help you protect sensitive personnel information.

An HR system collects everything related to personnel in one place. This is a security for both employees and you as an employer, and it gives you an increased chance of a good reputation in the job market.

Price: What do HR systems cost?

HR systems can be completely free, but then the features are often limited. Perhaps no customer support is offered at all. The provider of a free system may also choose to suddenly charge for services, which is something to consider. It is not guaranteed that it will be cheaper in the end.

For regardless of whether you choose to invest in a large and complex HR system or a smaller solution, it is important to think about the future. Are you planning to expand? Will you need support in challenging recruitments? What market are you operating in today, and could it happen that you target another market in the future? Preferably choose a scalable system that can grow with you over time.

Try to see the whole picture and the value that the system adds to you as a company. Feel free to ask several providers for cost proposals and quotes. We at BusinessWith wish you good luck in your choice of system.

How do I purchase an HR system?

Once you have settled on which HR system you are most interested in and have read reviews and compared systems: Request a trial period for one or two systems. Most providers see value in customers trying the system. A trial also gives you the opportunity to clarify whether you know everything you need to know or if you have questions about the system. Additionally, you get the chance to test the provider's customer support and see if it meets your requirements.

Feel free to reach out to us at BusinessWith if you have any questions. We are here to assist you in choosing an HR system!

Requirements for HR Systems

To achieve a smooth and qualitative purchasing process for HR systems, your requirements should be thorough and NOT just focus on what needs to be solved now, but also include the requirements that will help you reach the digital HR vision you envision. A good example is to focus your requirements from a manager or employee perspective. What do the workflows look like for those who will use the system? Is it easy to get a summary or role-based access in the system? How much needs to be managed by HR themselves, and how much can be allocated within the organization? Is there support and assistance for managers?

At BusinessWith, we focus on highlighting why and how business is conducted with specific HR providers. Our mapping focuses not only on what the provider can offer but also on what stands out in their system and how they work with their clients. This is important to have insight into if you are to have a long-term HR partner by your side.

Talent Management Systems vs HRM Systems

The difference between a Talent Management system and an HRM system is usually distinguished by the following:

Talent Management Systems focus on delivering modules that help the organization retain, engage, and develop talent for the company. For example, an LMS module to enhance skills through effective training programs.

HRM focuses more on traditional core HR, where time reporting, master HR data, and analytical functions are included. There are often features to facilitate administrative processes. However, several Talent Management modules are included in some HRM systems, but the starting point differs.

Digital HR

Innovations in HR systems have successfully driven the development of digital HR. With the help of an HR partner, companies can achieve good results in their talent supply and leadership culture. There has been a paradigm shift in HR's role within companies. Instead of being seen as a necessary cost center, HR has now established itself as a strategic function to help the company achieve its goals. A significant part of this success has come from the existence of innovative HRM modules that digitize and streamline HR processes that can reach the entire organization.

Description of functions for HR software

Benefits management

Some HR systems offer benefits management, which allows you to review all group-based benefits and facilitates the management and communication of the pension contract and insurance.

CoreHR

Core HR focuses on three fundamental core functions: payroll, time reporting and benefits management. The vendors that focus on Core HR usually offer HR and payroll functionalities in one system.

Employee interviews

An important tool for those companies that want to structure the conversations between manager and employee about goals and development. Can contribute to a better company culture, better pay setting, clarity and guidelines.

Has its own payroll system

There are good synergies in having a human resources system in combination with a payroll system. The main reason is that there is better management and synchronisation between the HR department and the payroll department. Benefits, performance-based pay, administration processes become more flexible and transparent.

HR-analytics

HR depends on data from many different sources. An HR analytic module ensures that you can streamline the data flow and get a good overview of activities and your KPIs. Very appreciated feature if you work with a lot of data.

Learning Mgmt

Enables you to plan, implement, document and monitor all training and courses in one place. Removes a lot of administration and makes it easier to create e-learning courses with post-tests etc.

Performance Mgmt

If you want to reward performance and set goals for employees to strive for that will result in a financial reward, then a performance management module is for you. Clarifies company goals and how individuals can contribute to them. Very importantly, it should be measurable.

Recruitment

Some HR systems have a recruitment module that helps to digitise and streamline the recruitment process, making it easier for employers to attract the right talent. Facilitating from sourcing to employment contract.

Salary review

The payroll audit process usually requires a lot of time in preparation and management, with access to a payroll audit module, managers and the payroll department can have a common systemised process that includes features that ensure that manual errors are eliminated.

Self-service

A self-service function simplifies administrative processes. For example, employees can order a new mobile phone themselves, which can be certified directly via their manager, thus avoiding the need to go through payroll. Employees update their own personal information, which is automatically updated via the HR system.

Skills development

A competence development module simplifies the work of competence mapping and provides an overview of how to use the competence within the company. It is also valuable for reviewing how to prevent "gaps" between the skills that exist and the needs that are or will be required.

Time reporting

Make it easy for employees to record time (hours worked, absences, etc.) Some HR systems have this functionality and even offer a mobile solution in addition so that those who travel on business can easily perform their time reporting.

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