Human resource management software is an essential element of every business, regardless of its size. HR software can streamline and simplify HR processes, making it easier to manage employee information, benefits, payroll and more.
RUN Powered by ADP is the best HR and payroll solution for many small businesses. It has thorough employee benefits and automates most elements of payroll to save business owners as much time as possible.
However, ADP isn’t the right HR system for every small business. To help small-business owners find the best HR software for their needs, we’ve narrowed down dozens of popular HR solutions to find the eight best software choices for small businesses.
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Top small-business HR software: Feature comparison table
| Feature | ADP | Gusto | Rippling | Paychex | Justworks | Papaya | BambooHR | Paycor |
|---|---|---|---|---|---|---|---|---|
| Starting base price | Custom | $40/mo. | Custom | $39/mo. | None | None | Custom | Custom |
| Starting per-employee fee | Custom | $6/mo. | $8/mo. | $5/mo. | $59/mo. | $3/mo. | Custom | Custom |
| International payroll | Yes (add-on) | For contractors | Yes | Yes (third party) | No | Yes | No | No |
| Built-in time tracking | Yes | Yes | Yes | Yes | Yes (add-on) | No | Yes | Yes |
| Healthcare benefits | Yes | In 36 states | Yes | Yes | Yes | Yes | Yes | Yes |
| Learn more | Try ADP | Try Gusto | Try Rippling | Try Paychex | Try Justworks | Try Papaya | Try BambooHR | Try Paycor |
Plan and pricing information up to date as of 8/9/2023.
The best HR software for small businesses
RUN by ADP: Best overall
Our star rating: 3.9 out of 5
ADP is one of the world’s best HR software companies. While ADP has several products that support businesses of all sizes in all industries, its most popular small-business product is RUN Powered by ADP, which empowers business owners to pay employees, onboard new hires, perform background checks, launch HR trainings and more.
Plans and pricing
ADP doesn’t list pricing for its RUN Powered by ADP product online, so potential customers must contact the company directly for a quote. ADP is also one of the only HR software providers to offer a free trial: New users can get up to three months free.
HR features
- Unlimited payroll runs with automatic state, federal and local tax filing.
- End-of-year tax form filing (Form W-2 and Form 1099).
- Add-on medical, dental and vision insurance benefits.
- Onboarding, hiring and reporting tools.
- Optional HCM features like applicant tracking systems and learning management systems.
Pros
- Thorough payroll and HR features.
- Excellent employee benefits in all 50 states.
- Multiple plans and pricing tiers for maximum scalability.
- Comprehensive blend of payroll and HR features tailored toward small businesses.
Cons
- No transparent pricing on site.
- Price may be too expensive for some small businesses.
- Most HR tools limited to two most expensive plans only.
Our ADP review explores ADP’s pros, cons, pricing and features in more detail.
Gusto: Best payroll processing
Our star rating: 4.1 out of 5
Gusto’s cloud-based HR and payroll software gives small-business owners an easy way to pay their employees without wasting time on complicated payroll concerns. Although Gusto’s software focuses primarily on enabling easy payroll processing, it also offers basic HR tools that most small businesses can’t do without, including employee benefits and new-hire onboarding.
Notably, business owners can use Gusto to find healthcare and other benefits for employees. Since Gusto has its own insurance brokerage, businesses don’t have to pay extra to integrate their benefits with their payroll software — the insurance premium is your only cost.
Plans and pricing
Gusto’s three plans ensure the software is scalable for small businesses that plan to expand. While all three plans contain the same excellent payroll features, the two pricier plans include far more HR features than the cheapest plan, which includes only basic HR tools:
- Gusto Simple: $40 per month plus $6 per employee. Third-party time-tracking integrations, employee benefits administration and full-service single-state payroll.
- Gusto Plus: $80 per month plus $12 per employee. Adds free multi-state payroll, additional onboarding features, PTO management and built-in time tracking.
- Gusto Premium: Custom pricing only. Adds compliance alert, HR resource center access and one-on-one HR expert advice.
Gusto also has a contractor-only plan that includes complete payroll processing features without the HR features that don’t apply to most independent contractors.
HR features
- Built-in employee benefits and workers’ compensation administration.
- Automatic new-hire reporting.
- Custom PTO policy creation and time-off management.
- Hiring tools like background checks and applicant tracking system access.
- Email and software provisioning and deprovisioning for new hires and exiting employees.
Pros
- Straightforward syncing with dozens of third-party business software apps, including accounting and time-tracking apps.
- More comprehensive HR features as companies grow and scale up to pricier plans.
- Extensive payroll, HR, time-off and workforce cost reports.
- Remote team management tools.
Cons
- Healthcare benefits limited to 36 states.
- HR library access and compliance alerts available with only the priciest plan.
- No mobile payroll app for employers (mobile-friendly site).
Our Gusto review explores Gusto’s pros, cons, pricing and features in more detail.
Paychex Flex: Best employee benefits
Our star rating: 3.5 stars out of 5
Paychex is a well-rounded payroll and HR system that targets small, midsize and some large businesses. For the most part, its extensive HR features are offered as add-ons rather than being bundled with specific plans only. Instead of scaling up to a more expensive payroll plan, small businesses have the flexibility to choose an affordable payroll package while paying for only the HR features they need.
Along with its payroll and HR software, Paychex also has a PEO plan for small businesses that want to outsource their human resource department. Even if you choose a payroll software plan rather than Paychex PEO, you still have access to high-quality, PEO-level employee benefits. (The same is true for small businesses that use SurePayroll, a highly affordable payroll company owned by Paychex.)
Plans and pricing
Paychex lists the pricing for just one of its plans online. Its two other payroll plans require customers to get a custom quote:
- Paychex Flex Essentials: $39 per month plus $5 per employee. Full-service payroll processing, wage garnishment, benefits administration and HR library.
- Paychex Flex Select: Custom pricing only. Adds a learning management system.
- Paychex Flex Pro: Custom pricing only. Adds general ledger reports, employee handbook wizard and pre-employment screenings.
While Paychex doesn’t advertise a free trial, new customers can set up a Paychex account and import data for free. You won’t be charged until your first payroll run.
HR features
- Expansive HR library with hundreds of HR templates, documents, posters and more.
- Mobile payroll and HR apps for employers and employees.
- Optional hiring tool add-ons, including job board posting and candidate screening.
- Optional personnel management tool add-ons, including performance tracking and an employee handbook builder.
Pros
- Better-than-average HR library available with every plan.
- PEO-level employee benefits, including healthcare in all 50 states.
- International payroll available through Paychex’s partner FMP Global.
- Paychex PEO plus three scalable payroll/HR plans for flexibility and scalability.
Cons
- Add-on fees for basic services.
- General ledger report with most expensive plan only.
- Most HR features available only as add-ons, even with most expensive plan.
Our Paychex review explores Paychex’s pros, cons, pricing and features in more detail.
Justworks: Best PEO
Our star rating: 3.7 stars out of 5
As a domestic professional employer organization, Justworks partners with U.S.-based small businesses to take payroll and HR off their hands. While you deal with running your business, Justworks deals with processing payroll, onboarding employees, finding the best benefits and gauging employee satisfaction at work.
Justworks’ software automates and streamlines every phase of the employee life cycle, from onboarding new hires to assigning admin permissions to users with different job titles and levels of seniority. Along with offering standard employee benefits, Justworks also has employee health and wellness perks like gym reimbursements and commuter benefits.
Plans and pricing
Justworks is an exception to most other PEO companies in that it lists its pricing online, which makes it easier for potential customers to decide whether Justworks is right for them or not:
- Justworks Basic: $59 per month per employee (or $49 per month per employee for your 50th hire onward). Payroll, HR consulting, expense management and PTO management.
- Justworks Plus: $99 per month per employee (or $89 per month per employee for your 50th hire onward). Adds employee benefits.
Justworks Hours, Justworks’ time and attendance tracker, is available only as an add-on feature. It starts at $8 per month per employee.
HR features
- Remote hiring tools, including state-by-state compliance alerts.
- Medical, dental and vision insurance benefits.
- Applicant tracking through Greenhouse.
- Unique employee benefits like online counseling through Talkspace and fitness club membership through ClassPass.
- PTO policy creation and time-off tracking.
Pros
- 24/7 customer service with access to HR experts.
- Hands-off human resource outsourcing.
- Streamlined self-service onboarding for remote employees.
- Comprehensive HR resource center.
Cons
- Fewer HR features than some non-PEO competitors.
- Cost nearly doubles for access to employee benefits.
- Additional fee for time tracking.
Our Justworks review explores Justworks’ pros, cons, pricing and features in more detail.
Papaya Global: Best international benefits
Our star rating: 3.7 stars out of 5
Papaya Global is a global payroll service that makes it possible for small businesses to pay employees in more than 160 countries. Along with processing payroll in dozens of local currencies, Papaya helps small businesses offer competitive global benefits that stand out on a local level. Its team of compliance experts with on-the-ground experience in dozens of countries help small businesses comply with complex labor laws across the world.
Plans and pricing
Papaya Global’s payroll and HR services range from a few dollars per employee per month to a few hundred dollars per employee per month. It offers several solutions to better serve a wide range of multinational businesses operating on vastly different budgets:
- Payroll Platform License: $3 per employee per month. Expands business’s current payroll and payment systems to a global level.
- Full-Service Payroll: $12 per employee per month. Includes international payroll processing in 160+ countries.
- Payments-as-a-Service: $3 per employee per month. Enables faster global payments for remote international workforces.
- Contractor Management: $2 per contractor per month. Pays contractors in 160+ countries around the globe.
- Employer of Record Service: $650 per employee per month. Allows businesses to hire in more countries with less red tape.
- Global Expertise Services: $190 per employee per month. Includes global employee benefits and immigration support.
Note that the prices listed here are starting prices only. Interested customers will need to contact Papaya Global directly for a customized quote.
HR features
- Global health care benefits.
- Immigration support.
- Global equity benefits.
- Thorough workforce and payroll analytics.
Pros
- Extremely affordable starting prices for global employee and contractor payroll.
- Payment in dozens of local currencies.
- Expansive benefits tailored to local cultures.
- Fast go-live for new clients.
Cons
- Fewer HR features than some domestic payroll and HR companies.
- More expensive EOR service than some key competitors.
- Email-only customer service.
Our Papaya Global review explores Papaya Global’s pros, cons, pricing and features in more detail.
BambooHR: Best for employee experience
Our star rating: 3.9 out of 5
BambooHR is committed to helping small businesses create company cultures that attract and retain great employees. While it offers fairly standard payroll tools, its employee-focused HR services excel at helping small businesses find the best employees, then gather and implement employee feedback to ensure employee satisfaction at work.
While BambooHR has at least as many HR features as a standard PEO, it isn’t actually a professional employer organization. Instead, it gives businesses the in-house tools they need to offer top-notch human resource experiences without the cash investment often required by more intensive solutions.
Plans and pricing
BambooHR’s custom pricing is based on your company’s size. Businesses with between one and 20 employees will be charged a flat monthly fee, while businesses with over 20 employees pay a custom monthly per-employee fee.
BambooHR doesn’t list its prices online, though it has two primary plans and a handful of add-on services:
- BambooHR Essentials: Includes employee record management, basic self-service tools and PTO management.
- BambooHR Advantage: Adds onboarding, offboarding, ATS access, comprehensive data and reporting, e-signature capabilities and employee wellbeing surveys.
Optional add-on plans include:
- Full-service payroll.
- Employee benefits administration.
- Time and attendance tracking.
- Performance management.
HR features
- Applicant tracking system with comprehensive mobile app.
- Customizable new hire packet templates.
- Self-guided employee onboarding and offboarding systems.
- Performance appraisal software.
Pros
- Expansive in-house HR software.
- Well-reviewed customer service team.
- Comprehensive set of employee-engagement tools.
- Fully featured, non-PEO alternative to PEO solutions like Justworks.
Cons
- No transparent pricing online.
- Add-on services may make plans too expensive for some small businesses.
Our BambooHR review explores BambooHR’s pros, cons, pricing and features in more detail.
Our methodology
The TechRepublic team uses an in-house algorithm to calculate star ratings. We rate payroll and HR brands according to the following categories:
- Pricing, which is weighted to 25% of the total score.
- HR and payroll features, which is weighted to 35% of the total score.
- Ease of use, which is weighted to 15% of the total score.
- Customer support, which is weighted to 15% of the total score.
Our expert’s experience with and insights into the software products we review accounts for the remaining 10% of the overall score.
We do our best to test software for ourselves while reviewing and rating it, which means signing up for live demos and setting up trial accounts whenever possible. We also rely on third-party review sites like Gartner Peer Insights to understand how other customers experience the software so we can represent their point of view in our own articles.
How to choose the best small-business HR software for your organization
When you’re sorting through the top small-business HR systems to find the right one for your needs, make sure to take the following factors under consideration:
- Cost. What can you afford to pay for HR software now, and how much do you anticipate being able to afford once you hire a larger workforce?
- HR features. Do you need basic hiring and onboarding tools only, or are you looking for a more complex solution with ATS and LMS features?
- Scalability. Does your preferred HR software solution offer multiple plans so you can scale up to more resources as you grow? Or will you need to switch HR software plans once you hit a certain employee threshold?
- Customizability. Do you want software tools or packages you can customize to completely match your business’s needs? Or would you prefer a more templated, straightforward system with functional tools already in place?
- Brand reputation and customer support. Does your preferred HR software have 24/7 customer service? Do most users seem to view it as a trustworthy provider?
Whenever possible, get hands-on experience with your HR and payroll software before committing to a plan. Unfortunately, when it comes to HR systems, free trials are the exception, not the rule. Set up a free account whenever possible and, when not possible, schedule a personalized demo to get a custom quote from the software’s sales team.
FAQ
Which software is best for human resource management?
Speaking broadly, RUN Powered by ADP is the best human resource management software for many small businesses. Along with its fully automated payroll services, RUN by ADP gives small businesses access to competitive employee benefits, HCM-level hiring tools and comprehensive onboarding features.
In the end, though, the best human resource management software differs from business to business.
For example, small businesses that need comprehensive, affordable payroll with more limited HR tools will likely find that Gusto or Paychex are the best HR management tools for their needs. International ventures could view Papaya Global or Rippling as the best human resource software for their small business. Consider your budget, payroll needs and HR concerns while deciding which human resource system is right for you.
How much does human resource software cost?
Most HR management software solutions cost a monthly base fee on top of a monthly per-employee fee. As a result, the cost depends largely on how many employees you have, though you should also take the base price into account when calculating software costs.
Human resources software solutions for small businesses can cost as little as $44 a month (Paychex Flex for one employee) or $590 a month (Justworks Basic for 10 employees). International HR and payroll systems tend to cost more, especially employer of record services, which can cost as much as $650 per employee per month.
Why do small businesses need HR software?
HR software simplifies the complex task of managing a diverse workforce by automating crucial tasks, organizing employee records and making it easier for businesses to offer competitive, legally compliant benefits. Without HR software, it’s much harder — if not impossible — to keep track of employee’s information and stay on top of federal, state and local HR regulations.
What are the key features of HR software?
Most human resource management systems for small businesses include two or more of the following key features:
- Hiring tools, such as job-board posting services, background screenings, applicant tracking systems and interview scheduling.
- Onboarding tools, such as employee self-service portals, document e-sign capabilities and remote device setup.
- Employee benefits, such as 401(k) plans, medical insurance, commuter benefits, scholarship programs and financial wellness tips.
Payroll is usually an essential component of HR solutions targeted at small businesses, though some software providers sell separate HR and payroll products. (For instance, Patriot Payroll has both an HR plan and a payroll plan.)
Read next: The Best Accounting Software for Small Businesses in 2023
Featured HR solutions
1 Paycor
Paycor’s HR software modernizes every aspect of people management, which saves leaders time and gives them the powerful analytics they need to build winning teams. Paycor provides a full suite of HCM solutions with a single source of truth for employee data, so users never have to switch platforms, log-in to multiple systems, re-key data or open multiple spreadsheets. Everyday processes become simplified, allowing organizations to focus on their most important work.
2 BambooHR
BambooHR is an award-winning HR platform that helps your growing organizations automate, centralize, and connect your people data all in one place. It gives you a one stop shop to manage data, hire talent, run payroll, and help employees grow.
3 Justworks
Justworks makes it easier to start, run, and grow a business by giving entrepreneurs and their teams access to big-company benefits, automated payroll, compliance support, and HR tools in one simple platform. Using Justworks means that you can focus on what matters most – running your business. Justworks also offers access to ancillary benefits like 401, life/disability insurance, workers' comp, and more, all seamlessly integrated into the platform. The best part? Justworks offers 24/7 support.
The labor market has undergone many fundamental shifts over the course of human history. The transition from hunting and gathering to agriculture, the transition from agriculture to widespread factory work, and the shift from industrial labor to the information economy represent some of the most important headlines in this millennia-old trend.
Healthcare leaders, employers, and HR professionals shouldn’t assume we now live in some kind of post-history, monolithic normal that will remain static. Indeed, the way employees work and even what’s considered “work” or who’s counted as an “employee” continue to change.
The Rise in Contingent Work …
According to data presented in the Future of HR report by McLean & Company, contingent work in particular will continue to change the relationship between employer and employee. “Compared to rates before the pandemic, organizations’ contingent worker population has increased by 56%,” according to the report. “Meanwhile, contingent software developers and healthcare workers rose by 214% and 65%, respectively. This trend is likely to continue with the growth of technological platforms that enable employees to act upon more fluid conceptualizations of work. The market for global freelance platforms is projected to reach $18.3 billion by 2031, expanding at a compounded annual growth rate of 15.1%”
While contingent work can offer both the employer and employees greater flexibility, that flexibility isn’t always ideal. When it comes to employers, the concern is that contingent workers just won’t stick around as long as traditional employees.
… And the Loss of Loyalty and Longevity
The McLean & Company report notes that employees are fairly evenly split when asked how economic conditions might impact their contingent worker status. It found 51% of contingent workers who responded felt confident in their work stability despite a potential recession, while 45% reported they would consider leaving a contingent work assignment early if economic conditions became unstable.
The changing nature of the U.S. and the global labor market is nothing new. Change is a natural part of the interplay between employer, employee, government, and other players. The key for employers is to stay up to date on what emerging trends may be on the horizon and adapt accordingly, especially as these trends threaten employee engagement, productivity, and retention.
This article was first published on August 22, 2023, by HR Daily Advisor, a sibling publication to HealthLeaders.
HR Daily Advisor is BLR’s FREE daily source of HR tips, news, and advice. HR Daily Advisor offers free webcasts, articles, and reports on courses important to HR and compensation professionals.
ALPHARETTA, GA / ACCESSWIRE / August 22, 2023 / Landdai has released its three generative AI apps that create customized, high-quality instructional and up-skilling materials. The apps, which include a Slide Deck Presentation Generator, Training Program Creator, and Landdai GPT, generate onboarding sessions, organizational training materials, and presentation slide decks for HR and L&D professionals.
Landdai was founded by organizational development consultant Josh Irmler and works to supply content developers, instructional designers, and curriculum developers the tools to streamline how talent is on-boarded and up-skilled. Irmler explains that by leveraging generative artificial intelligence, Landdai's goal is for HR and L&D teams to be able to decrease the amount of time it takes to create more materials that engage and train their audiences.
"To design our apps, we first collated a large amount of HR data and consulted with HR leaders, L&D experts, and instructional designers to train Landdai to create and deliver high-quality content," says Irmler. "We then developed our three apps to help users to create materials that communicate a company's values and develop the skills of employees. We also have one more app set to launch in September, which will create training courses, including assessments, immersive content, interactive up-skilling exercises, quizzes and evaluations. We are excited about rolling out our first apps, and we hope they enable our clients to produce, personalize, and present talent development resources more easily and at scale."
Landdai's apps include a Slide Deck Presentation Generator, which creates a complete presentation after a user chooses a template and inputs their prompt; a Training Program Creator, which generates an entire session or program after a user selects an L&D template and types in a prompt; and an HR Trainer Bot, through which an HR professional can receive on-demand, customized content.
"Our ultimate goal is to use generative AI to facilitate meaningful, engaging information between a company and its talent," Irmler says. "Whether businesses are on-boarding their employees or continuing their professional development, we want Landdai's apps to help them to save time and resources."
Landdai, a B2B AI SaaS in the corporate learning and development space, was founded by Josh Irmler, an organizational development consultant. Landdai uses generative AI to help training coordinators, elearning developers, development directors, and instructional designers to create materials for on-boarding and training. Through AI, Landdai is on a mission to help 10 million professionals accelerate their career and become more holistically successful.
For more information about Landdai, its three generative AI apps, and upcoming training courses app, please see https://landdai.com/promo or contact:
Josh Irmler, Landdai
admin@landdai.com
SOURCE: Landdai
View source version on accesswire.com:
https://www.accesswire.com/776105/Landdai-Launches-Three-Generative-AI-Apps-for-HR-and-LD-Departments
This article was first published on August 17 2023, by HR Daily Advisor, a sibling publication to HealthLeaders, and has been adapted for HealthLeaders.
Human resources (HR) leaders in healthcare can learn and take valuable information from HR leaders in other sectors. In this article, read how one leader leads with unwavering determination and a passion for creating lasting change.
After graduating from Florida Memorial University with a degree in communications, Monica Davis intended to pursue a career in journalism. It was her childhood dream: telling stories that mattered. However, when an opportunity to work in HR presented itself, Davis’s curiosity wouldn’t let her pass it by.
Monica Davis
“I’ve learned that what drew me to journalism is the same thing that motivates me in my work in HR, and that’s a drive for justice,” she recently shared with HR Daily Advisor.
Fifteen years later, Davis hasn’t looked back, allowing her passion for understanding people and their unique experiences and perspectives to propel her forward in the field of diversity, equity, inclusion, and belonging (DEIB). According to Davis, working in HR has been the most rewarding decision she’s ever made.
“My career has been defined by a relentless pursuit of equity, equality, and empowerment,” Davis says. “As an Afro-Latina, my firsthand experiences of workplace othering have motivated me to endeavor to prevent others from experiencing the same. With a background in HR management and extensive experience in organizational and leadership development, I have dedicated my professional journey to creating inclusive and equitable workplaces that celebrate diversity and foster belonging.”
Over the course of her impressive career, Davis has worked with myriad organizations, including the Miami HEAT and CHG Healthcare, where she helped drive cultural transformations and implemented DEIB initiatives that dismantled systemic barriers.
“My approach is rooted in the belief that diversity is not just about representation, but also about creating an environment where individuals can thrive, contribute their unique perspectives, and reach their full potential,” Davis explained. “I have had the honor of working closely with influential figures and activists like Ruby Bridges. Their journeys have inspired me to amplify marginalized voices and advocate for policies that ensure fairness and equal opportunities. I strive to build bridges between people of different backgrounds, encouraging dialogue and collaboration to create workplaces that reflect the rich tapestry of our society.”
Currently, she serves as the Director of Talent Experience, DEIB at software development company EngageSmart, where she leads with unwavering determination and a passion for creating lasting change.
In our latest Faces of HR, meet Monica Davis.
Who is/was your biggest influence in the industry?
I am immensely inspired by the inimitable Michelle Obama. Of course, she doesn’t formally work in HR or DEIB per se, but her initiatives as first lady and as a public advocate and thought leader promoting diversity, equity, and inclusion have been an invaluable influence on me. She embodies the values I hold dear: compassion, empathy, and the belief that every individual can make a difference. Her commitment to creating a more equitable society, particularly through her work to Excellerate education and empower young girls and women, has been instrumental in shaping my own approach as a DEIB leader. Mrs. Obama’s ability to connect with people from all walks of life, listen to their stories, and advocate for change is truly inspiring. She reminds me that our work goes beyond boardrooms and spreadsheets. The HR field is about enhancing and celebrating the lived experiences and aspirations of real people.
What’s your best mistake, and what did you learn from it?
One significant mistake I made early in my career ultimately taught me one of the most important lessons I’ve learned as an HR and DEIB professional, and that’s the value of ceding control. As a highly driven person who is passionate about making an impact, I believed that if I wanted something done right, I had to do it myself. I underestimated the power of collaboration, and I often found myself shouldering a disproportionate amount of responsibility and trying to tackle everything on my own. While I’m proud of my hard work and ingenuity during this period, it was also unsustainable for me and limiting for my projects. I learned that no one person has all the answers or possesses all the skills needed to succeed. Today, I prioritize building strong, collaborative teams informed by multiple perspectives and skill sets, and I recognize that success is not a solo act but a collective effort.
At EngageSmart, collaboration is in everything we do in the HR department and beyond. This approach is especially important when it comes to areas like DEIB so that we ensure every voice is represented in the programs, policies, and practices we implement.
What’s your favorite part about working in the industry? What’s your least favorite part, and how would you change it?
My favorite part about working in the DEIB industry is the opportunity to make a meaningful impact on individuals and organizations. Witnessing the transformation of workplace cultures brings me a lot of joy and fulfillment. Whether it’s working to implement new cultural initiatives across the NBA or hearing my EngageSmart team members share how they take advantage of flexible work hours to coach their kids’ sports teams, it’s incredibly rewarding to see the positive ripple effects that DEIB initiatives have on people’s lives, enabling them to thrive and reach their full potential. My least favorite part of this industry is the persistence of systemic barriers that hinder progress toward true equality and inclusion. Addressing deep-rooted biases, dismantling systemic inequities, and driving lasting change require ongoing active effort and perseverance. This is why I am committed to showing up every day and using my voice boldly to push for positive change.
It sounds like, through your experience, you really care about people, and you want to help them feel safe and comfortable, which is important in the industry. Please elaborate here.
As an Afro-Latina, I deeply understand the profound impact of representation and the significance of belonging. Throughout my career, I have experienced firsthand the feelings and challenges of being an “only” in certain spaces. That’s why I’ve made it my mission to work toward a future where others do not have to face those same obstacles. Ultimately, my goal is to empower individuals to reach their full potential and contribute their unique talents to the collective success of an organization. I believe that when people feel safe, supported, and comfortable, they can unleash their creativity and work productively toward innovation, leading to positive outcomes for individuals, organizations, and the customers those organizations serve.
How can HR most effectively demonstrate its value to the leadership team?
For those of us in HR, its value is obvious. But for broader leadership, the proof of HR’s value—and even more specifically DEIB’s value—is in the numbers. Data bears out the fact that inclusive practices spark innovation, foster collaboration, and enhance organizational performance. At EngageSmart, we conduct annual employee surveys to measure the success of the programs, benefits, and policies that we’ve implemented and use feedback from those surveys to guide us in our future planning. Another message that resonates with the C-suite is around talent. DEIB is invaluable when it comes to attracting and retaining top talent, improving brand reputation, and mitigating risks associated with discrimination or exclusion, which further emphasizes its value to the leadership team.
Where do you see the industry heading in 5 years? Or, are you seeing any current trends?
In the next 5 years, I anticipate DEIB will continue gaining momentum and be recognized as an integral element of organizational strategies, not just a “nice-to-have.” Increasingly, organizations are recognizing the importance of diversity, equity, inclusion, and belonging as drivers of innovation, productivity, and overall success. I’m confident that DEIB will continue evolving as a critical force in shaping workplaces that are truly inclusive.
What are you most proud of?
I’m most proud of the impact I have had on individual people’s lives, both in the workplace and out, and the transformative changes I have facilitated within organizations. As a mom, my achievements hold even deeper meaning for me because I feel like I am doing my part to make the world a better place for future generations. Seeing individuals’ personal and professional growth brings me immense pride and fuels my determination to continue making a difference. It’s a reminder that the work we do today has the power to shape a more equitable world for our children and those yet to come.
Do you have any advice for people entering the profession?
My advice for those entering the HR and DEIB profession is to approach your work with a commitment to lifelong learning. I always say that I am a student first. Embrace humility, and actively seek diverse perspectives, as this will deepen your understanding and ability to foster inclusion. Build strong relationships with individuals across different backgrounds, and listen attentively to their experiences. Recognize that progress takes time and perseverance, so be patient and resilient in the face of challenges. Stay informed about current trends, research, and best practices in DEIB, and continuously seek opportunities for professional development. Finally, remember that true impact comes from collaboration and collective action, so actively seek partnerships, and cultivate networks of like-minded individuals.
HR Daily Advisor is BLR’s FREE daily source of HR tips, news, and advice. HR Daily Advisor offers free webcasts, articles, and reports on courses important to HR and compensation professionals.
After running successfully across Singapore, Malaysia, and Hong Kong, this prestigious awards ceremony is set to honour organisations that create exceptional EX in Australia.
Human Resources Online, a leading source of HR news and insights, is delighted to announce the launch of the Employee Experience Awards in Australia. After running successfully across Singapore and Malaysia for three years, and Hong Kong for two years, this prestigious awards ceremony is set to honour organisations that create exceptional EX in Australia.
Australia's vibrant and diverse business landscape, coupled with its commitment to fostering a culture of employee wellbeing, makes it the perfect destination for the debut of the Employee Experience Awards.
As an increasingly recognised measure of organisational success, employee experience has gained significant importance in latest years. It is now widely acknowledged that companies with satisfied and engaged employees tend to outperform their peers in various aspects, including productivity, customer satisfaction, and overall profitability.
The Employee Experience Awards distinguishes itself through its comprehensive approach, focusing on four pillars that form the cornerstone of a positive employee experience:
- Leadership: Acknowledging the critical role of leaders in shaping an organisation's culture, this pillar recognises companies that exhibit exceptional leadership qualities, inspiring their employees and setting a clear vision for success.
- Learning: Recognising the importance of continuous learning and development, this pillar celebrates organisations that invest in their employees' growth, providing them with opportunities to enhance their skills, knowledge, and capabilities.
- Employee engagement: Understanding the significance of engaged employees in driving organisational performance, this pillar honours companies that foster a sense of belonging, motivation, and commitment among their workforce, resulting in high levels of engagement.
- Talent acquisition: Highlighting the significance of attracting and retaining top talent, this pillar commends organisations that demonstrate excellence in talent acquisition strategies, ensuring the recruitment of individuals who align with the company's values and contribute to its success.
By recognising and celebrating organisations that excel in these four pillars, the Employee Experience Awards aims to inspire and encourage companies across Australia to prioritise employee wellbeing and create environments that empower and engage their workforce.
Aditi Sharma Kalra, Editor-in-Chief of Human Resources Online, expressed her excitement about the debut. She stated: "We are thrilled to introduce the Employee Experience Awards to the Australian employment landscape. Seeing as consumer-grade employee experience (EX) is a crucial aspect of organisational success, these awards provide a platform to celebrate companies that prioritise a seamless, consistent, and beautiful EX."
Employing a refined methodology that harnesses the collective wisdom of esteemed senior HR experts and renowned thought leaders, the Employee Experience Awards Australia 2023 sets out to establish itself as the definitive programme, recognising and honouring Australia's exceptional organisations that have truly mastered the art of prioritising the employee experience.
Winners of the Asian editions of the Employee Experience Awards include Accenture, AWS, Carlsberg, FedEx, GlobalFoundries, HP, L’Oreal, Medtronic, and Pfizer.
Organisations that put their employees first and drive excellence in the workplace are encouraged to throw their hat in the ring and set the benchmark for Australia’s employee-centric culture.
For more information about the Employee Experience Awards, including submission guidelines and key dates, please visit the website here.
About Human Resources Online
Human Resources Online is a leading source of HR news, insights, and analysis. With a commitment to keeping HR professionals connected and informed, Human Resources Online empowers the HR community with the latest trends, industry updates, and best practices to drive success in their respective fields, through a news website, conferences, award shows, masterclasses, partnership events, and more.
For media enquiries, please contact:
Soren Beaulieu
Regional Content & Strategy Director
Lighthouse Independent Media
sorenb@marketing-interactive.com
+65 6423 0329
Glassdoor offers standard features that are included in the free plan, premium features included in the paid plan and add-ons that are mostly available to paid plan customers only.
Standard Features
Standard features include a company profile with basic information as well as basic profile and visitor analytics.
Company Profile
Employers get a company profile that features their logo along with basic company information including their website, number of employees, headquarters location and more. Employers can also post information about their commitment to diversity and inclusion, including specific goals and initiatives.
Current or former employees can upload pictures of the workplace, so under the free plan, community members have more control over the visuals on your company’s profile. However, users can’t just upload any pictures. Photos must meet minimum criteria that Glassdoor’s Content & Community team specifies. Employers can flag a photo to be reviewed and potentially removed if it violates Glassdoor’s Content & Community team guidelines.
Profile Analytics
The free plan allows you to monitor visitor activity to your company’s profile over time and track how visitors engage with your brand across Glassdoor channels, including web, app and email.
You can also view a breakdown of visitor impressions for different areas of your company’s profile to see what’s getting the most attention, such as reviews, jobs, benefits and salaries. When you make an update to your company profile, you can measure its impact on number of impressions and followers as well as engagement. These features supply you a better idea of what’s most important to (potential) job seekers interested in your company.
Review Management and Analytics
Employers can view and respond to reviews. In fact, it’s best practice to respond to as many reviews as possible, whether positive or negative, in a professional manner to maintain or Excellerate your brand image.
You can also request reviews using custom email templates and shareable links to make it easy for your employees to submit reviews. Reviews are ultimately anonymous and cannot be traced to any one person, so you can encourage your employees to leave honest reviews on your Glassdoor profile.
Glassdoor includes review analytics to uncover trends in your company’s review and interview analytics. Interview analytics are based on what job candidates say about your interview process, including the difficulty level and types of questions asked.
Candidate Demographics
With candidate demographics available to all employers using Glassdoor, you can find out more about the gender, age, education level and years of experience of your profile’s visitors. With this information, you can better understand the demographics your brand appeals to and then strategize ways to appeal to a broader audience.
Promotional Badges
Employers can showcase their transparency by earning an OpenCompany badge. Glassdoor awards you OpenCompany status if you meet certain criteria:
- Maintain an up-to-date company profile
- Receive five to 60 new employee reviews within 12 months (actual number needed depends on company size)
- Add five to 10 company photos within 12 months (actually number needed depends on company size)
- Respond to two to 10 reviews within 12 months (actually number needed depends on company size)
The badge incentivizes employer engagement because keeping an up-to-date profile and responding to reviews ultimately serves the job seekers who come to Glassdoor as a credible source of information.
Premium Features
Upgrading to the paid plan gets you access to enhanced profile features and deeper profile and audience analytics.
Dynamic, Custom Company Profile
With the paid plan, employers have more control over the look of their profile. For instance, you can incorporate a “Why Work With Us” section that provides more detailed information about what it’s like to work for your organization. You can also upload your own photo and video content to introduce employees or show off a workspace.
Unlike the standard profile update feature that allows you to measure the impact of a profile update, the targeted company update feature in the paid plan allows you to tailor company updates to certain candidates by job function, location and follower type.
Affiliated Profiles
If your company owns or operates within a family of brands, the premium version enables you to link up company family profiles for cross promotion. This also enables you to gain portfolio-wide insights about culture and employee satisfaction.
Job Posting
Glassdoor broadcasts job openings, but anyone who wants to apply will be routed over to Indeed to fill out and submit their application.
Competitor Comparisons and Industry Benchmarking
While your profile might be doing well according to your profile analytics, how does it stack up against competitors? Glassdoor’s paid version allows you to compare your profile to competitors’ and to industry benchmarks. You can place your job posts on five to 10 competitor profiles and remove competitor job openings that appear on your profile.
However, if your competitors are also premium Glassdoor users, you won’t be able to place your job posts to those premium profiles. So, these tactics only work in your favor if you’re a paid user and your competitors use the free plan.
Advanced Review and Rating Analytics
Get deeper insights into ratings according to job functions and location to assess the need for more targeted improvement in employee satisfaction and workplace culture. This feature is especially useful if your company has several locations because it allows you to pinpoint whether negative feedback consistently comes from a particular office that might need extra attention.
An additional analytics perk with the paid version is Glassdoor’s integration with reviews and ratings on Indeed. This widens your data pool for even more insights.
Follower Demographics
Employers can gain insights about their followers based on location, job function and demographics. Followers are more than mere visitors, yet they might not necessarily be active job candidates who are applying to one of your vacancies. Followers are still worth tracking and catering to as part of a successful passive recruiting strategy because they just may be ready to apply to one of your openings in the future.
Add-Ons
All add-ons below, except the country-enhanced profiles, are only available to customers who opt for the paid plan.
Country-Enhanced Profiles
Glassdoor allows you to create localized versions of your company profile in different languages including English, French and German. Beyond the linguistic aspect, country-enhanced profiles only display jobs at your company that are in job seekers’ particular country. Glassdoor currently supports country-enhanced profiles in the U.S., U.K., France, Germany, Australia, India and Canada.
Glassdoor Display Ads
This feature helps employers reach the right candidate more quickly and effectively, regardless of whether they’re actively looking for a job or for your particular company. You can customize and sponsor your job ad to ideal candidates whose profiles match a job. However, it’s not clear what the pricing structure looks like.
Employer Branding Ads
This feature allows you to continuously run four ad formats in front of your target audience on both Glassdoor and Indeed to maximize awareness among active and passive job candidates alike and, ultimately, qualified applicants. As with display ads, the pricing structure for this functionality is not clear.
Review Intelligence Package
This add-on is chock full of capabilities that help you analyze the sentiment of your reviews and the courses that reviewers tend to focus on.
- Sentiment and course analysis: Glassdoor’s natural language processing engine automatically analyzes user sentiment in its reviews and parses out the courses they focus on, such as management, culture, leadership, diversity and inclusion or any other customized sentiment course you want to measure for.
- Competitor benchmarking: The package also includes competitive sentiment benchmarking to reveal how your company compares to its competitors.
- Ask Employees: This is an employee survey tool that pushes out one-question polls to employees on workplace topics. You can then broadcast the results on your company profile.
Employee value propositions (EVPs) do not necessarily help with employee retention, a survey of HR professionals has revealed.
Research conducted by Aon, which used a listening tool that measures both conscious and non-conscious responses to a series of statements to ascertain what respondents are truly thinking, found that HR professionals felt EVPs were valuable for attracting talent, but not necessarily for retention.
The listening tool captures two types of insight – a “traditional” score (what respondents are prepared to say) and a neuroscientific score (how they really feel).
Asked about the value of an EVP in attracting talent, the traditional score showed 60% agreed, while the neuroscientific score showed 58%.
However, when asked about EVPs’ role in retention, the traditional score was 58%, while the neuroscientific score showed only 42% truly felt they aided retention.
Jackie Waller, associate partner, Rewards Advisory UK, Aon said: “The challenge in retaining people is significant and is forcing organisations to reconsider their business strategy in light of talent shortages. The recruitment challenge features on the ‘risk registers’ of most of our clients right now, leading to a higher focus on reskilling and upskilling internal talent.
“Retention is now an item of strategic and competitive differentiation and organisations need to rethink how they engage and develop their existing talent base to build a more resilient workforce.”
Commenting on why it used the listening tool in its research among HR professionals, Nathalie Hyatt, strategy principal, Health Solutions UK, Aon said: “Employers tend to use traditional surveys when carrying out employee listening exercises and employees themselves answer these types of surveys using their conscious mind, thinking about the question asked and often giving a considered response. But these responses may be influenced by a number of mindsets – from being strategic in their answers, secretive or even disinterested or disruptive.
“Using neuroscience technology to listen to employees is a key way for employers to have clarity and confidence to make more informed decisions and create meaningful action plans to deliver better employee experiences.”
AI is taking the HR function to the next level, revolutionizing the way organizations operate and how they interact with talent.
Over the past few decades, digital transformation has steadily altered the way business’ function and achieve growth. It has also empowered HR teams to mobilise initiatives at a faster pace, monitor progress and make course corrections promptly as well. The unprecedented acceleration in the last three years has been so significant that it has made decision-makers make note of the benefits of artificial intelligence, machine learning, predictive analytics, and rapid application development in the HR workflow.
HR professionals can now roll out new processes while automating existing ones—such as talent acquisition, onboarding, payroll management, and performance tracking—and ensuring that essential resources like learning & development, counselling, and health benefits are easily available to employees irrespective of their location. In this regard, AI is taking the HR function to the next level, revolutionizing the way organizations operate and how they interact with talent. AI-powered tools have made the employee life cycle more efficient and hassle-free.
Faster talent acquisition: AI-based solutions have made the recruitment process faster, smarter, and more accurate. Talent acquisition and management also comes with a cost attached to it. Organizations face a rising cost in the recruitment and screening process of applicants.
An automated candidate screening process lowers the grunt work that typically goes into researching a prospective recruit. AI algorithms can scan cover letters, scrutinise resumes, and check prior work experience and accolades to identify the candidates that match job requirements and a company’s office culture. Similarly, smart assessment tools help HR professionals grade candidate skills accurately according to the employer’s requirements and in an unbiased manner.
Smoother onboarding process: Induction is a crucial process that sets the tone for the recruit. Organizations must ensure that new employees are eased into the system in such a way that it leaves a positive impression in their minds about their new employer, workplace, and colleagues.
Traditional onboarding methods can be time-consuming and overwhelming for new employees and HR teams. According to a survey conducted by Glassdoor, a typical onboarding process takes about one to two months and new hires spend an average of 54 hours completing paperwork alone.
AI-enabled chatbots, for instance, can lessen workload and the time taken to complete administrative tasks and answer common questions. An online survey conducted by Genius Consultants of 825 organisations across several sectors—banking, finance, construction, engineering, FMCG, hospitality, manufacturing, logistics, etc—found that 44 per cent of respondents believe that AI-based chatbots are helpful during the initial hiring process.
HR professionals can use AI-enabled tools to create personalised onboarding experiences as well. This creates value and builds affinity towards the company, resulting in higher motivation, productivity, and retention rates.
Automate payroll management: Payroll management is considered as a complex function that comprises it involves legal processing, tracking employing work patterns, tax computation, attendance and leave computation, verification, payslip generation, disbursement, and retrospective calculations in case of changes and pay cycle errors. AI/ML in payroll management solutions have allowed the department to leverage automation to repetitive tasks and implement a chatbot to answer common questions and create a self-service support system. Advanced AI payroll management solutions will also be able to analyse work patterns to advise team managers on shift management, attrition rates, appraisals and more.
Improve employee engagement: The HR function should connect and engage with employees on a regular basis to ensure that employees are content, have questions, require assistance or counselling. The first step is to respond promptly to employee queries and follow-up with them to ensure satisfactory closure. AI-based data analytics solutions can help monitor employee growth, detect stress and sentiment through activities, questionnaires, and real-time feedback tools.
Moreover, some AI-based platforms are also being used to recommend L&D courses for upskilling, while others allow colleagues to interact and appreciate one another more with digital badges and tokens.
Streamline performance appraisal: Ideally, the appraisal process is an unbiased assessment of an individual’s contribution to the organization. Despite a very objective process, with checks and balances, this system is also subject to manipulation and bias. The same set of analytical tasks can be given to an AI/ML platform that assesses an individual’s performance, map it against the year’s KPIs, compare them with the previous fiscal, along with other parameters such as attitude and teamwork, to help the reporting manager reach a more informed decision. Dashboards can help managers supply feedback and justify their decisions with the HR. Transparency in the system helps managers make more informed decisions about performance reviews and career development plans. Additionally, AI can help identify potential retention risks and provide personalized recommendations to Excellerate employee engagement and job satisfaction.
Ease compliance burden: We must not forget that throughout the process of hiring, onboarding, engagement and exit, the HR professional must ensure that they adhere to all compliance and regulatory practises stipulated by the organization and the region. Here again, AI/ML software can assist HR teams with legal compliance and provide real-time updates.
However, let’s not forget that AI has its set of challenges. One of the key concerns is the potential bias in algorithms, which may impact hiring decisions and performance evaluations. Hence, HR teams must have proper knowledge about the tools and technology behind it and work with AI experts to ensure that the algorithms are designed with fairness and transparency in mind. HR teams must also ensure secure employee privacy and data protection.
An empathetic organization is one that builds a relationship with its employees through constant engagement, nurtures talent, celebrates milestones, rewards excellence while also providing support in a time of need. It is humanely impossible to achieve all of this without intelligent AI/ML models and data analytics. These solutions will continue to evolve, and new ones will also be born. Along the way, learning models will be refined to ensure that they are devoid of bias, non-discriminatory, subject to compliance and sensitive of user privacy while they cater to an ever-changing workforce.
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Views expressed above are the author's own.
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- A new report from TransitCenter says HR practices and workplace culture should be improved to make public transit jobs more attractive.
- The pandemic inaugurated big losses in the public transit workforce, which is already substantially older than many others.
- Reducing the time it takes to hire, implementing training programs for emerging technology and investing in leadership development can all help address the shortages.
Public transit agencies, particularly those in the biggest cities, have been badly damaged by the COVID-19 pandemic. But while most attention has been focused on diminished ridership in many cities — losses brought on by changing mobility and commuting patterns — many transit agencies have seen steep drops in workers and job applicants as well.
The struggles to attract and retain a sufficient workforce threaten the quality of transit service today and agencies’ long-term viability. A new report from TransitCenter, an advocacy group based in New York, describes how human resources practices at many organizations contribute to the problem, and could be adjusted in order to help solve it.
The report, People First: How a more strategic approach to human resources can help transit agencies attract and retain the talent they need to run great service, includes recommendations for hiring managers, agency leaders, and state and local officials.
What Is the Workforce Crisis in Transit?
Almost every transit agency in the United States reported workforce shortages in 2022, according to the report, and around 84 percent of agencies said those shortages were affecting their ability to run buses and trains. Examples include reducing the frequency of subways in Boston, delaying a bus network overhaul in Miami and suspending service on half a dozen bus lines in Seattle — all attributed to shortages of different types of workers. Laurel Paget-Seekins, a former manager at the Massachusetts Bay Transportation Authority in Boston, says she was motivated to write the report partly by all the stress and burnout that she personally witnessed among transit workers during the early stages of the pandemic. Her research included interviews with more than 20 current and former transit workers, who described dispiriting problems in hiring, training, professional development and day-to-day work culture at many agencies.
“Right now we have to be fixing these problems,” Paget-Seekins says, “because even if we’ve survived the pandemic … it’s not over in terms of workforce challenges.”
Why Is It Happening?
Many agencies entered the pandemic already facing worker shortages. During the pandemic, some agencies implemented hiring freezes, and many hundreds of workers retired. Dallas Area Rapid Transit accepted 300 retirements during the pandemic and emerged with 500 vacant positions, according to the report.
The crisis is still unfolding: The public transit workforce is substantially older than many other industries’, with 42.7 percent of transit workers aged 55 or older, according to the report. Transit workers are also on the front lines of dealing with many social problems, like homelessness and addiction. Assaults on bus drivers are on the rise. Bureaucratic rules and regulations mean big agencies are often slow to adapt, which can be a source of frustration for workers. And the traditional appeal of public-sector jobs, like stability and good retirement benefits, doesn’t hold the same sway in a changing labor market, where workers tend to change jobs more frequently, Paget-Seekins says. All of these factors make hiring and retaining workers difficult.
“The key problems facing transit hiring are lack of awareness of transit jobs and their benefits, lack of training or qualifications, hiring practices that deter job seekers, and salaries and schedules that aren’t competitive,” the report says.
How Can Human Resources Departments Help?
Transit agencies can address worker shortages by improving HR practices and elevating HR — increasingly rebranded as “people and culture” departments — into the upper echelons of agency leadership, according to the report. Simple things like writing job descriptions in plain language can help: The report cites job listings in Oakland that include sections like “What you will typically be responsible for,” “A few reasons you might love this job,” and “A few challenges you might face in this job.” Other actions include increasing salaries and being more explicit about the perks of the job, like how health benefits packages can decrease the costs of having children.
One critical goal is reducing the amount of time it takes to hire new employees. Some workers told Paget-Seekins they’d received interview offers from transit agencies more than five months after applying; others reported being “ghosted” altogether. Agency HR departments should focus on reviewing applications quickly and on a rolling basis to supply applicants more predictability about how long the hiring process will take and when they might begin, the report says.
How Can Agencies Plan for Long-Term Improvements?
Even if agencies managed to staff up quickly after the pandemic, they’ll face continued challenges with an aging workforce. Implementing leadership training and succession planning are important ways to prepare for the future: “Professional development and training for employees is like preventative maintenance for vehicles and infrastructure,” the report says. HR departments also need to keep abreast of technological changes that will require workers with new kinds of skill sets — including developments like real-time transit information — and create training programs that anticipate those needs.
What Can State and Local Officials Do to Help?
Agencies can make lots of improvements to hiring practices and workplace culture. But public officials need to step in in some cases. Civil service requirements in many cities lengthen the process of hiring new workers, and can often create barriers through exams and requirements that aren’t always related to the job at hand. Officials can lead the charge to reform civil service requirements in some cases. In others, they can allow transit agencies to develop HR practices independent of other aspects of government in order to meet the challenges of the workforce crisis, the report says.
Working in transit agencies has lots of potential appeal for young people, including a sense of mission around climate action and racial justice, Paget-Seekins says. But those opportunities need to be better packaged.
“Public-sector transit jobs are good jobs. They’re meaningful. We just have to be able to reduce the barriers to getting into them and staying in them,” she says.
Van Thompson is an attorney and writer. A former martial arts instructor, he holds bachelor's degrees in music and computer science from Westchester University, and a juris doctor from Georgia State University. He is the recipient of numerous writing awards, including a 2009 CALI Legal Writing Award.
