HomeEvents & ResourcesHR BlogsBest HRIS systems for Mid-Sized Companies [Reviews, Rankings]

Best HRIS systems for Mid-Sized Companies [Reviews, Rankings]

HR systems are on the rise. It is not easy to keep an overview of the best systems on the market, especially for the needs of mid-sized companies. Technology should support HR departments’ goals and processes and should enhance as much of the available HR data, which is the companies ‘gold’ for now and the future.

Knowing that not every HRIS system provides the same functionalities, this article aims to compare some of the most popular HR tools in the current market to help you choose what might work best for your mid-sized company based on your expectation and financial situation.

Key features of HRIS for mid-sized company that need to be examined

If your organization is in need of an HRIS, please pay close attention to these following characteristics:

Easy to use Whether the software is easy to install and user-friendly.  
Easy to customize Are you able to tailor-make the software to fit your business and people strategies.  
A database storage The HRIS should be a centralized hub that stores all employees’ info in your company, allowing HR experts to manage employee information and documentation and can be frequently updated
Ability to self-service The system can give leaders and staffaccess to their own personal information without changing others’ data and update their own section  
Oversee employee attendance and day-off The system allows HR experts to monitor their employee attendance and the individuals can log their working hours, submit requests for days-off, and check their working schedule.
Employee performance evaluation It gives HR professional clear observation on how well the employees are doing their work and thus, assist to raise the work productivity of the organization
Applicant tracking system (ATS) The software integrates well into almost every step of recruitment and stores information regarding job applicants, job advertisements, and interviews.
Handle onboarding and training Using the software, HR staff is able to monitor employee training and onboarding processes for new staff.
Manage payroll and employee benefits One of the most useful features of HRIS is to calculate monthly payment to employees, bonuses, deductions, employee benefits and tax liabilities.
Analyze HR data You can sort, gather data from the system with the purpose of doing statistical analysis in HR.
Price Whether the software is affordable and meets the financial target of the organization.

Finally: Customer support: It is important to know that in case of any technical problems if your company don’t have HRIS Analyst, how to reach out to the customer service and when they can be available to support you resolve the issues.

TOP 6 HRIS systems for Your Mid-Sized Company

  1. BambooHR
  2. ADP
  3. Kronos
  4. Namely
  5. SyncHR
  6. Netchex

1. BambooHR:

BambooHR provides online HRIS systems for Mid-Sized Companies and businesses. BambooHR’s cloud-based system is an intuitive, affordable way for growing companies to track and monitor important employee information in a personalized Human Resources Information System-HRIS.

It has the best ATS system, on-boarding, and PRO tracking system and other HRIS tools to manage all aspects of the employee lifecycle.

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Using BambooHR, HR experts can save their time doing manually, executives shall get accurate, timely reports and employees can self-schedule their days- off, using a convenient mobile app.

Best for: BambooHR is ideal for small and midsize businesses

For more information, visit www.bamboohr.com.

Key features of BammbooHR Core HR Software for Midsize companies:

  • Reporting & analytics
  • Applicant Tracking System (ATS)
  • Centralized Employee Database
  • Controlled Access
  • Payroll management
  • Employee Onboarding and Offboarding
  • E-signatures
  • Workflow & approvals
  • HRIS Software
  • HRMS Software
  • Performance Management
  • Employee records
  • Mobile hiring app
  • Smart Reminders
  • Surveys & Feedback
Pros Cons
– Easy to set up
– User-friendly and easy to learn
– Streamlined processes for candidates to follow and easy onboarding
– Customizable email templates and message scheduling for multiple candidates
– Integration with job boards and social media  
– Lack of customizability
– Applicant Tracking System (ATS) is quite complex
– Not well integrate with hiring sites: LinkedIn, AngelList,..
– Employee time clock tracking is quite hard to use
– Mobile app has barely half the functionality of the browser version.  
Price:               Free trial
2 pricing plans: Essentials and Advantage. On average, it is $99 per month after a free seven-day trial. It would be best to contact with the company for an accurate quote.

2. ADP – HRIS systems for Mid-Sized Companies

Healthcare, government, manufacturing, retail, financial services, and other industries are just a few of the ones where ADP’s HCM Solutions have been put to the test. Due to its specialized knowledge in payroll, ADP is arguably the most well-known vendor in the HRIS sector. ADP pays one in every six Americans.

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ADP Workforce Now is a comprehensive HRIS system that offers services for payroll, benefits, and HR as well as recruiting, onboarding, performance, and learning. It can act as a one-stop shop for businesses. ADP knows to support practically any business scenario in addition to its strengths in payroll and tax filing.

Additionally, ADP offers a distinctive outsourced solution called Comp Services that enables businesses to automate their payroll and benefits administration.

Usability 4/5
Features 3/5
Price 2/5
Support 3/5
Staff information 4/5
The self-service feature 3/5
Timesheet management 2/5
Performance management 2/5
Employee training and onboarding 3/5
Payroll and benefits administration 4/5
Data metrics 2/5

Average score: 2.9/ 5.0

ADP is considered as one of HRIS systems for Mid-Sized Companies, which means the system works best for companies with between 50 and 500 employees.

ADP bills businesses every month on a staff basis. Depending on the size of your business and the modules covered by your scope, a typical ADP Workforce Now subscription can run you anywhere from $15 to $25. These expenses may run between $28 and $40 when ADP’s Comp Services are taken into account.

ADP will normally charge a one-time implementation fee in addition to the software expenses. ADP’s implementation costs are typically between 10 and 20 percent of the yearly software costs, or $10 to $20 thousand on a $100 thousand annual purchase.

3. Kronos Workforce Ready

The UKG ReadyTM HR solution is advertised as being adaptable and seamless, offering a linked individuals experience to conveniently manage the full employee journey from a single solution.

With HR, talent, payroll, and time management integrated, UKG Ready is a flexible and user-friendly solution that seeks to reduce tedious work, boost productivity, and support users in maintaining compliance.

One personnel record is shared among all of UKG Ready’s applications. All employee information is kept in a single database, creating a single source of truth with comprehensive workflows, dashboards, and common reporting. Managers can base choices on the most recent, correct information because data is updated in real-time.

Usability 3/5
Features 3/5
Support 3/5
Staff information 2/5
The self-service feature 4/5
Timesheet management 2/5
Performance management 2/5
Employee training and onboarding 3/5
Payroll and benefits administration 3/5
Data metrics 3/5

Average score: 2.7/ 5.0

Using any mobile device, users can manage and finish typical tasks while on the go due to the UKG Ready mobile app, which offers a contemporary and comfortable consumer-grade experience.

The Hospital & Health Care sector and Kronos is one of HRIS systems for Mid-Sized Companies (51-1,000 employees) are the two industries where UKG Ready is most frequently used.

4. Namely

Launched in 2012, Namely has now become one of the simplest HR solutions serving over 1200 midsized companies with a user-friendly interface that offers time tracking features, reporting, as well as a mobile app. Namely is famous for its employee self-service, self-onboarding plus modern payroll, tax management and payment process. It also provides analytical service to review, gather data and create HR reports.

Best for: Namely is one of HRIS systems for Mid-Sized Companies (25-1000 employees) and will require a bit of technical assistance for workflows and onboarding templates.

For more information, visit https://www.namely.com/hr/

Key features for HRIS systems for Mid-Sized Companies:
  • System of record
  • Applicant tracking
  • Time and attendance tracking
  • Point-in-time Reporting
  • Payroll management
  • Workflow management
  • Insurance expertise
  • Compliance management
  • Review Cycle Tracking
Pros Cons
Easy to use & flexible Limited customer support
Integrated with HR, system of record, employee benefit, applicant tracking and time- off management Lack pricing transparency
Self-service employee & manager portals No bulk data uploads
Good point-in-time reporting Not robust Organization chart features

Price: Not publicly posted, company can receive customed pricing plans after requesting a call (price quote) on their website https://www.namely.com/hr/

5. SyncHR:

A single-source Core HR Software for Middle Size Business, payroll and benefits admin solution. As you know it is best for midsize to large businesses in which it provides a real-time solution across functional areas within the application. Tech businesses, financial services, and retail will find this solution the best option available. SyncHR is a true unified solution that incorporates document storage, communication, payroll, employee benefits, employee support, tracking, and team collaboration.

Different from other Human Capital Resource providers, SyncHR’s time-machine technology and position-based architecture enable leaders to handle all past, present and future HR data in real-time. 

Special features lie in the interactive point in time ad-hoc reporting, which allows the clients to view a snapshot of the organization in the past or predict the effects of proposed transactions for the future.

For more information, visit: https://www.synchr.com/

Key features of HRIS systems for Mid-Sized Companies:
  • Payroll processing
  • Real-time reporting
  • Talent Management
  • Attendance
  • Position Management
  • Employee Benefits
Pros Cons
Relatively simple interface with smart workflows Limited reporting section
Easy to access, well-integrated Long time to update database
Event-driven employee self service No international payroll option
Convenience for representative onboarding Offer little succession planning module
Built-in Organization chart not offer a Learning Management System
Ability to effectively date and time stamp every transaction  
Automated administrative work to gain operational efficiency  

Price:   No free trial. Not publicly posted, contact through vendor

Moreover, the built-in org chart which can be made easily by drag and drop is assisting leaders to manage headcount and work seamlessly. SyncHR  is a single core system of record ensures any changes to data to be updated accurately across the entire platform automatically, increasing efficiencies for organizations.

With SyncHR, enterprises can concentrate on growing business rather than devoted time to resolving administrative issues under the circumstance that HR data is always up-to-date and accurate.

6. Netchex HRIS systems for Mid-Sized Companies

Netchex is an Core HR system management platform that gives HR professionals the necessary tools to monitor employee records, from recruitment and payroll. Features delivered by Netchex can include talent management, benefits administration, payroll, analytics, and reporting, Netchex delivers value for the price. It offers pre-built packages based on HR subclusters.

As an HRIS systems for Mid-Sized Companies Solution, it not only assists the management of HR processes but also provides actionable insights through the analytics and reporting functions. Furthermore, continuous trainings are provided by the vendor to ensure that users can get a hold of Netchex features.

Best for: Netchex is great HRIS systems for Mid-Sized Companies in all industries. Restaurants, hospitality, professional services, auto dealers, banking, non-profit, education., etc. For more information, visit: https://netchex.com/

Key features:

  • Payroll and Tax
  • Analytics and Reporting
  • HR Management
  • Time and Attendance Management
  • Employee Benefits Management
  • Talent Management
  • Training modules
Pros Cons
Intuitive, easy to use Initial setup is time-consuming and not quite easy
User-friendly Confusing time card layout design
Integrated platform Some parts of system do not transfer to each other: ATS and EEO reporting
Great HR core, recruitment, employee tracking, custom reporting, onboarding features Cannot do mass changes across companies under one umbrella
Good customer support Slow rollouts of new features
Customs and continuous trainings  

Price: No free trial. Different plans to choose: Core, Connect, Comply, Complete

Starting from: $12.00 /month

The Core Plan focuses on payroll and tax even accounting for different payment methods for freelancers and part-timers.

The Connect Plan provides services on recruiting and onboarding with their systems such as NetGuide, NetRecruiter, and NetInsight.

Other plans offer services for compliance and benefit compliance. You can also create your customized plan and combine these packages.

Do you know that traicie’s sourcing tool can integrate via API with most professional HRIS systems. traicie unique AI engine augments and automates the sourcing process and brings candidates to your recruiters. traicie together with an HRIS system brings the following strategic and operational value:

  1. Cost of a job board- Reduce annual spending on job boards
  2. Cost of HR’S tools – Reduce the cost of surveys and assessment tools.
  3. Recruitment costs – Reduce selection costs
  4. Internal mobility – Fill more skilled jobs with internal staff
  5. Time to hire – Reduce the number of days a role goes unfilled.
  6. Salary costs – Reduce overall salary costs
  7. Attrition – Reduce the rate of turnover
  8. Recruitment cost – Reduce the general recruitment cost

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