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Market Guide: Human Resource Information Systems (HRIS)

HRIS vendorsThis guide to HR Information Systems (HRIS) is the second in a series of Market Guides looking at technologies and services that sit adjacent to ITAM in large enterprises. The purpose of this series is to provide an introduction for ITAM professionals to the tools used by their key stakeholders. By doing so, we will identify areas of overlap in tooling and further opportunities for collaboration. ITAM starts with Trustworthy Data, so it makes sense to look at the market for tools which may provide data and services of use to ITAM teams.

What are Human Resource Information Systems (HRIS)?

Human Resource Information Systems (HRIS) are database applications used to track the employment lifecycle of an employee. The scope of solutions available varies – some have broad lifecycle coverage whereas others may be more focused on operational day-to-day management of employee data.

Why are HRIS of interest to ITAM?

Increasingly, we’re managing licenses and subscriptions allocated to users rather than devices. As such, we overlap with HRIS in that we’re both managing the aspects of the employee’s tenure with our organisation. There is great opportunity to integrate closely with HR teams to remove inefficiency and improve employee experience, particularly in terms of cost & risk management and automation.

HRIS users use their tools in the same way that we do, with visibility, self-service, lifecycle management, and automation being key capabilities. This isn’t surprising, given the tendency in HR in the last 20 years to refer to employees as resources, human capital, assets, etc. Once you do that you abstract from the individual person and classify them as assets based on certain criteria (length of service, pay grade, reporting line, and so on). This mirrors what ITAM teams do – we see employees as users, as consumers of assets, and so on.

It’s easy to see therefore that HRIS track assets and ITAM tools track assets. And those assets are often using the same metric these days – User. When data points align in this way it becomes possible to integrate information systems for mutual benefit. Let’s look at some of those integration points in more detail.

Recruitment

Knowing company plans for recruitment is a key benefit for ITAM teams tasked with planning for future license demand. As we know, vendors such as Salesforce offer preferential pricing based on seat growth. If ITAM teams are engaged with HR they can plan more effectively and potentially secure better pricing. In the shorter term, knowing what’s in the recruitment pipeline for the next week, month, quarter, and so on enables operational efficiency by matching license availability to demand.

Onboarding

First impressions count. Ideally, a new employee should be fully provisioned with the IT solutions they need to do their job on day one. That’s an increasingly complex challenge ITAM teams can help to solve. For example, if we know Jane is joining engineering in two weeks as a senior engineer we can check if a copy of AutoCAD is available for deployment to her. Likewise, we can also check hardware stock for a suitably high-power workstation for her.

In larger organisations, particularly in high employee turnover industries such as technology and hospitality, scaling up onboarding to cope is a challenge. This challenge is exacerbated by the increasing reliance on subscription software – deploying even 15 new SaaS subscriptions to a new employee is no mean feat and is therefore a process ripe for automation. ITAM might not control this process but it’s a key stakeholder, as we hold the data on license and hardware availability that enables onboarding. Functionality built into our SaaS Management tools such as role profiling can help here, as can integration with the IAM tools discussed in last month’s Market Guide. Provisioning new employees with hardware and software is a subset of a much bigger set of deliverables enabled by the onboarding functionality in HRIS.

Employee Engagement

Our tools go a long way to defining our company culture. Having the right tools to do your job is very important in securing employee engagement and overcoming any detrimental effects on what HR professionals increasingly refer to as Employee Experience. For ITAM teams this means ensuring that our processes are efficient and can scale to meet employee self-service demands for hardware and software. That requires integration with ticketing systems, IAM systems, and HRIS. Away from the operational aspects of self-service, ITAM teams can also help HR track employee satisfaction with tools – for example by reporting usage trends. Early action can be taken by internal communication and training teams if ITAM teams detect that a newly deployed application isn’t being used (adopted) as expected.

Offboarding

Offboarding is the closest alignment between the IT asset and employee lifecycles. The ITAM team should have detailed data regarding the hardware and software used by the employee. An efficient offboarding process is essential in meeting cost, risk, and security goals for both HR & IT. With the HRIS being the system of record for the employee lifecycle ITAM teams need their tools to integrate with those systems. The offboarding operational task may be performed by other stakeholders (e.g. Service Desk) but the system of record for IT hardware and software assets assigned to the employee is the ITAM system. Matching ITAM asset records with employee records ensures all allocated hardware is returned, software licenses are harvested, and data privacy and security requirements are met.

HRIS Market Overview

HRIS as a concept has been around for as long as there have been personnel or HR departments. Whilst business computing started with financial planning and stock control undoubtedly its first use outside of number-crunching was in personnel. The clerical deliverables of tracking employee working hours and payroll prevailed in the ‘60s and ‘70s but by the 1980s a new breed of HR systems came to the fore with the release SAP R/2 and other ERP systems. By the late ‘80s dedicated standalone HRIS arrived with the release of Peoplesoft, and this was quickly followed by others. The 21st century has seen cloud-based HRIS such as Workday come to the fore and modernise and differentiate HRIS capabilities. As of 2020, the market is mature with a range of solutions to meet the needs of different-size enterprises.

There is disruption and innovation occurring because the way we work is also changing. Modern systems need to be able to cope with flexible hours, a global workforce subject to differing territorial employment legislation, and the reality that work can now be performed anywhere & at any time. The disconnect between HR & employees has also come to the fore with many tools focusing on capabilities designed to address employee wellbeing, engagement, and diversity.

Tools featured in this guide can meet these modern use cases and requirements. We have also selected tools which offer integration features via APIs, and strong automation capabilities.

Inclusion Criteria

In compiling this guide, we sought to include a wide variety of solutions in terms of cost, target organisation size, and geographies. If you are a vendor with a HRIS solution that integrates with ITAM tools and processes and are not included, please contact us for possible inclusion in a later revision. Similarly, if you are an end user of a solution not listed, please submit a review on The ITAM Review Market Place.

Representative Vendors

BambooHR

Name: BambooHR

Description: BambooHR was founded in 2008 & is headquartered in Utah, USA. It is privately held. The solution is provided in two packages - Essentials & Advantage. Advantage includes functionality such as Hiring & Onboarding & APIs and Integrations of particular interest to ITAM professionals

Offer price: POA

Application Category: HRIS

Summary

What are the pros, cons, ROI and ease of use of BambooHR?

Which use cases is it good for? What are the best alternatives?

Use the ratings bars below to submit your opinion of BambooHR, and use the comments to provide your detailed review

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Bob

Name: Bob

Description: Bob is developed by Israeli startup HiBob! founded in 2015. Privately-held, HiBob! provides an employe-centric HRIS designed from the ground up to be used by both employees and HR professionals. Pricing is on Application.

Offer price: POA

Application Category: HRIS

Summary

What are the pros, cons, ROI and ease of use of Bob?

Which use cases is it good for? What are the best alternatives?

Use the ratings bars below to submit your opinion of Bob, and use the comments to provide your detailed review

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IntelliHR

Name: IntelliHR

Description: IntelliHR is a publicly-listed Australian HRIS provider, founded in 2013. IntelliHR is a SaaS HRIS with three tiers - Engagement, Performance, and Strategic.

Offer price: £3.50 - £8.50 per user per month

Operating System: SaaS

Application Category: HRIS

Summary

What are the pros, cons, ROI and ease of use of IntelliHR?

Which use cases is it good for? What are the best alternatives?

Use the ratings bars below to submit your opinion of IntelliHR, and use the comments to provide your detailed review

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KiwiHR

Name: KiwiHR

Description: KiwiHR is a German HRIS startup, founded in 2017. It is privately-held. KiwiHR focuses on small and medium-sized enterprises, offering two product tiers - Starter & Plus

Offer price: €3.50 - €6 per user per month

Operating System: SaaS

Application Category: HRIS

Summary

What are the pros, cons, ROI and ease of use of KiwiHR?

Which use cases is it good for? What are the best alternatives?

Use the ratings bars below to submit your opinion of KiwiHR, and use the comments to provide your detailed review

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OrangeHRM

Name: OrangeHRM

Description: OrangeHRM was founded in 2005 and is headquartered in New Jersey, USA. Among participants in this guide it is unique in offering an open-source free tier alongside paid-for SaaS offerings.

Offer price: Free to POA

Operating System: SaaS, On premises

Application Category: HRIS

Summary

What are the pros, cons, ROI and ease of use of OrangeHRM?

Which use cases is it good for? What are the best alternatives?

Use the ratings bars below to submit your opinion of OrangeHRM, and use the comments to provide your detailed review

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Oracle HCM Cloud

Name: Oracle HCM Cloud

Description: Oracle HCM Cloud is Oracle's cloud-first HCM suite, first released in 2011. Designed for enterprise-scale organisations it builds in functionality from Oracle's acquisition of HRIS pioneers PeopleSoft and Taleo

Offer price: POA

Operating System: SaaS

Application Category: HRIS

Summary

What are the pros, cons, ROI and ease of use of Oracle HCM Cloud?

Which use cases is it good for? What are the best alternatives?

Use the ratings bars below to submit your opinion of Oracle HCM Cloud, and use the comments to provide your detailed review

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Sage Business Cloud People

Name: Sage Business Cloud People

Description: Sage is a UK-founded publicly-listed software house focused on ERP solutions, particularly targeted at SMEs

Offer price: POA

Operating System: SaaS

Application Category: HRIS

Summary

What are the pros, cons, ROI and ease of use of Sage Business Cloud People?

Which use cases is it good for? What are the best alternatives?

Use the ratings bars below to submit your opinion of Sage Business Cloud People, and use the comments to provide your detailed review

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SAP SuccessFactors

Name: SAP SuccessFactors

Description: SuccessFactors, founded in California in 2001, was acquired by SAP in 2012. SAP SuccessFactors provides a modular suite of HCM applications, including HRIS, focused on enterprise-scale customers. SuccessFactors claims to take a people-centred rather than HR-centred approach to HCM, focusing on employee experience

Offer price: POA

Operating System: SaaS

Application Category: HRIS

Summary

What are the pros, cons, ROI and ease of use of SAP SuccessFactors?

Which use cases is it good for? What are the best alternatives?

Use the ratings bars below to submit your opinion of SAP SuccessFactors, and use the comments to provide your detailed review

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ServiceNow HR Service Delivery

Name: ServiceNow HR Service Delivery

Description: ServiceNow HR Service Delivery takes a workflow-driven approach to HRIS with a strong focus on meeting modern HR objectives for employee experience.

Offer price: POA

Operating System: SaaS

Application Category: HRIS

Summary

What are the pros, cons, ROI and ease of use of ServiceNow HR Service Delivery?

Which use cases is it good for? What are the best alternatives?

Use the ratings bars below to submit your opinion of ServiceNow HR Service Delivery, and use the comments to provide your detailed review

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UKG Pro

Name: UKG Pro

Description: UKG Pro, formerly Ultimate Ultipro, provides mid-to-large company HCM solutions, including payroll integrations. UKG is US-based & is privately held, formed by the merger of Ultimate & Kronos in 2020, and operates worldwide.

Offer price: POA

Operating System: SaaS

Application Category: HRIS

Summary

What are the pros, cons, ROI and ease of use of UKG Pro?

Which use cases is it good for? What are the best alternatives?

Use the ratings bars below to submit your opinion of UKG Pro, and use the comments to provide your detailed review

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Workday Human Capital Management

Name: Workday Human Capital Management

Description: Workday is a publicly-listed American corporation founded in 2005 following Oracle's hostile takeover of PeopleSoft. Workday provides a range of ERP solutions across its SaaS platform, including an HRIS

Offer price: POA

Operating System: SaaS

Application Category: HRIS

Summary

What are the pros, cons, ROI and ease of use of Workday Human Capital Management?

Which use cases is it good for? What are the best alternatives?

Use the ratings bars below to submit your opinion of Workday Human Capital Management, and use the comments to provide your detailed review

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Zoho People

Name: Zoho People

Description: Zoho People is offered in 5 tiers - Essential, Professional, Premium, Enterprise, and People Plus. Essential plans and above include automations and API connections useful for integrating Zoho People with other applications, including ITAM tools

Offer price: £0.83 - £7 per person per month

Operating System: SaaS

Application Category: HRIS

Summary

What are the pros, cons, ROI and ease of use of Zoho People?

Which use cases is it good for? What are the best alternatives?

Use the ratings bars below to submit your opinion of Zoho People, and use the comments to provide your detailed review

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