We're pleased to announce several exciting new changes to the PeopleGoal platform. This is the first major update since the release of PeopleGoal 2.0 and takes into account the valuable feedback we've heard from you over the last few months.

## User Interface & User experience

We've made numerous updates to the User Interface. The most prominent changes include the following items: 

- **Search**: The Search functionality on the old dashboard was powerful, but overlooked. We've moved the Search bar to a global position on a new main Navigation bar. This makes Search available throughout the application.
- **Main Navigation**: We've moved the Notifications, Product News, and User menu from the bottom left of the UI to the top right. This is more consistent with other web applications and provides more visibility of notifications.
- **Sidebar**: We've expanded the Sidebar menu items to include names as well as icons. The previous layout caused confusion where users could not remember their Workspace/App Icon representation.
- **Dashboard**: We've simplified the dashboard. The new layout contains a tab system for key areas: Action List (previously Inbox), You, Your Colleagues (more on this below), Company News, Timeline and Activity.
- **Mass-select in item view:** We've added the ability to mass-select items and perform actions upon them: Move the state, change the status, Delete (delete all) and even Archive items.
- **New theme**: We've removed the dark theme of the sidebar to lighten the look and feel of the application.
- **Help**: Throughout the application we've added built-in 'How does this work?' buttons that provide an initial explanation for that area's functionality. Further links are provided to our Support Center.

![july 1](//images.contentful.com/6g4s9n00xmsl/56YWBa3So76aDgPxmhWwLY/9f3412fe2191dbb25e775920ee77922e/july_1.png)

There are also a number of smaller changes such as scrolling overflow fix on new item dialogs, an items tab on user profiles, performance improvements and other visual tweaks.

## You, Your Colleagues, All Items

Each App on PeopleGoal can now have one 'participant' as an 'item owner'. This allows us to give a simple representation to users: You (the items you own), Your Colleagues (the items your colleagues / direct reports own) and All Items (all items that you have permission to view). This concept is now present in all apps within the account, as well as on the Dashboard. For users and managers this should give a far clearer picture of what you own vs. what your colleagues own. 

![july 2](//images.contentful.com/6g4s9n00xmsl/MwVZMCySkAtcLAzHYYnaI/c64549acd95d16e723e1aea247b291ed/july_2.png)

This update relates to the single biggest piece of feedback we've had since the launch of PeopleGoal 2.0: the view of your items was confusing, as it showed all the items you're **involved** with, rather than the items that you own. There were technical reasons behind the original logic, but we agree it was confusing to the user.

## Organization View

Previously the view called 'Relationships' was available for Account Owners only in the Account Settings menu. We received a great deal of feedback around this being useful for employees too. We've taken the opportunity to rename this view 'Organization' as it better represents lines of reporting in your organization. In addition, we've moved this view into the main sidebar and made it accessible to all users.

![july 3](//images.contentful.com/6g4s9n00xmsl/6w7bWftkqDhfUWX8aUJlqj/a2d0e50b353d7918bdbe41590cd1d9e0/july_3.png)

Non-account owners now have a view-only picture of their reporting lines. Users can display and expand their reporting lines to build a full picture of the organization. Account owners can use the same interface to add new relationships, edit existing relationships and build new user relationships to reflect the organizational structure.

## What action do I need to take?

For Account Owners there's lots of new functionality to explore but no immediate action or changes you need to make. The structure of your apps, workspaces, posts and schedules remains the same, only now it's easier to navigate. For all users, the changes are live so just sign in to your account to check out these improvements.

### Resources:

We have a quickstart guide for all users to help navigate the platform. This guide reflects the changes and updates we've made, so even if you've used it before it's useful to take another look - you may find helpful tips you didn't know about:

- [https://www.peoplegoal.com/support/article/quick-start-guide-for-employees](https://www.peoplegoal.com/support/article/quick-start-guide-for-employees)

And for Account Owners our Support Center has comprehensive documentation for every area of your PeopleGoal account:

- [https://www.peoplegoal.com/support](https://www.peoplegoal.com/support)

Thank you for your continued support and extremely valuable feedback. You're helping to shape the product as we continue along this journey to providing HR, Your Way.

We're pleased announce several exciting new changes to the PeopleGoal platform. This is the first major update since the release of PeopleGoal 2.0.

July Product Updates

How HR Supports First Time Managers

We're pleased announce several exciting new changes to the PeopleGoal platform. This is the first major update since the release of PeopleGoal 2.0 and takes into account the valuable feedback we've heard from you over the last few months.

## Introducing PeopleHeRoes by PeopleGoal

At [PeopleGoal](https://www.peoplegoal.com/) we talk to HR professionals every day and discuss their unique experiences and challenges that make them __“PeopleHeRoes”__ in our eyes. However, our conversations happen behind closed doors and we thought it would be a great idea to bring all the fascinating experiences and knowledge-sharing to one of you have in one place.

The PeopleHeRoes community was built to help HR and People Professionals across the world who deal with known and unknown grounds to share their experiences, practices and tactics around key HR topics and help each other adapt better to the new world of work that is fuelled by myriad challenges. Especially since the shift to [remote working](https://www.peoplegoal.com/guides/remote-work), People teams need to come together to help and support each other to create the most productive environments for their newly dispersed teams. We highly encourage creativity, participation and involvement that drives HR evolvement for all of our members!

👉 ___[Click here to join!](https://www.peoplegoal-v2.com/wf/yhXY4r/585f055d-1d8d-4fcf-a980-107e83b708ea)___ 👈

---

## What you’ll find in PeopleHeRoes

- __Like-minded professionals__: a carefully curated community of HR and People Ops professionals
- __Resources__: all the information you need to support your teams
- __Best practices & tactics__: learn from your peers' experiences

![peopleheroes HR slack community what you find here](//images.ctfassets.net/6g4s9n00xmsl/7p1G8K1Fx7FdmDtgmguuW6/a4c3f331e12d81bcbf89d7d6dd3bd4bb/peopleheroes_HR_slack_community_what_you_find_here.png)

---

## Our Community Channels

We have a range of channels that you can join. You will be added into some automatically when you first join. If you have an idea for a new channel, reach out to one of the account admins.

![Peopleheroes HR slack community channels ](//images.ctfassets.net/6g4s9n00xmsl/3yJPB8KseR1MKNcnrZv4Mj/c7211f3bce447806fd13fcd3ebb1d206/peopleheroes_HR_slack_community_channels_3.png)

- __HR-watercooler__: A channel for introductions and everyday PeopleHeRoes' experiences
- __Deepdives__: A weekly deep dive on a specific HR topic
- __Development__: A channel for sharing how your organization promotes continuous learning and career growth
- __Engagement__: What triggers employee engagement? Share your experiences and best tactics
- __Help__: PeopleHeRoes' 911 line here! Ask for help around various HR topics and get ahead of any issues
- __HR-tech__: Discuss how HR technology drives success in your company
- __Onboarding__: Share your onboarding tactics and challenges for virtual and in office employees
- __Performance__: Discussion of latest trends, best practices and challenges in performance management
- __Talent-acquisition__: Attracting top talent is a tough job - your invaluable practices belong here

---

## Before you start...

__1. Fill out your Slack profile__: include where you work and what you do

__2. Add a profile picture__: we are building a real community, a picture is a must

__3. Introduce yourself on HR-watercooler__: so we can say hello

__4. Set up your Slack notifications__: so you never miss a conversation

---

## FAQs

### What is PeopleHeRoes?

PeopleHeRoes is a private [Slack](https://www.peoplegoal.com/blog/slack-for-team-communication-and-collaboration) community for People Ops professionals powered by the team at PeopleGoal. It is a safe space where HR professionals can discuss HR challenges, ask questions, share ideas and best practices with others. The aim is to build a lively community of like-minded professionals who are willing to share their People strategy experience, knowledge and tactics with others. All members of the PeopleHeRoes community are expected to adhere to the [Community Guidelines](https://docs.google.com/document/d/1RsOqYzAotT-wBBRPW4012eDvqTwnb26PSSRCakDzkm8/view).

### Why is it called PeopleHeRoes?

People teams have an enormous responsibility when it comes to building, aligning, and enabling high-performing teams. This makes them HR Heroes in our eyes! This idea led to the creation of PeopleHeRoes, a community of HR professionals who can support each other to share their knowledge and experience to help build stronger teams.

### How do I join PeopleHeRoes?

We would love to have you join our community! Simply fill in [this short form](https://www.peoplegoal-v2.com/wf/yhXY4r), and leave your name & email. Your application will be reviewed by one of our admins and you will receive an invitation via email. 

### How long will it take for my request to get approved?

The community admins will review new joiner requests once per week.

### How to add PeopleHeRoes to your Slack Workspace?

Click on the “**+**” button in the left hand side of your Slack desktop workspace. Then, enter "peopleheroes" as the workspace name. Enter the email address you used when you submitted your PeopleHeRoes application and your password. PeopleHeRoes will now be added to your Slack workspace!

### Who moderates the group?

The PeopleHeRoes community is currently moderated by the PeopleGoal team, however please contact us if you would like to be a moderator. This community is not for technical support requests relating to the PeopleGoal platform. Please contact support@peoplegoal.com if you are a PeopleGoal customer looking for help.

---

## Community Guidelines

- __Respect Others__: Always be kind, supportive and helpful to your fellow community members. Treat others with respect, and help keep the community as accessible and inclusive as possible.

- __No Sales Outreach__: PeopleHeRoes is a space where like minded professionals can share their experience and advice. Do not contact community members to advertise a product without their express permission. Do not pitch your product on the shared channels.

- __Participate__: You get out what you put in. Be sure to ask and respond to questions from your fellow community members, engage in discussion and keep conversations in the right channel.

- __Community First__: What happens in the community stays in the community - it is a safe space. Don't post community discussions to the outside world.

👉 ___[Read the full community guidelines](https://docs.google.com/document/d/1RsOqYzAotT-wBBRPW4012eDvqTwnb26PSSRCakDzkm8/view)___ 👈

[![peopleheroes HR slack community guidelines](//images.ctfassets.net/6g4s9n00xmsl/4gVW0rZMOOQL5ZnuPhDvjG/322eadb353d1aae69c003a4e4428f9e2/peopleheroes_HR_slack_community_guidelines.png)](https://docs.google.com/document/d/1RsOqYzAotT-wBBRPW4012eDvqTwnb26PSSRCakDzkm8/view)

---

✏️ Join the PeopleHeRoes community by filling in this [short form](https://www.peoplegoal-v2.com/wf/yhXY4r). 


PeopleHeRoes is PeopleGoal's new Slack community for HR and People Ops professionals. Connect with like-minded professionals, share advice and resources.

Join PeopleHeRoes, PeopleGoal's private Slack community for HR & People Operations professionals to share knowledge, experience, tactics and best practices.

PeopleHeRoes - HR Slack Community by PeopleGoal

PeopleHeRoes Slack Community for HR Professionals

Join PeopleHeRoes, our new Slack community for HR and People Ops professionals!

## PeopleHeRoes: Join Our Slack Community!

We're excited to announce our new Slack Community for HR and People Operations professionals: __PeopleHeRoes__. It is a safe space where you can connect with other HR and People Ops experts, discuss challenges & best practices, ask questions and join relevant conversations that will help advance your business and career. In this article, we explain the initiative's core philosophy, explore some of the Slack channels and tell you how to [join our community](https://www.peoplegoal-v2.com/wf/yhXY4r/585f055d-1d8d-4fcf-a980-107e83b708ea). We also answer some frequently asked questions and explain our community guidelines.


PeopleHeRoes: New Slack Community for HR Professionals


When working in any team, __the maintenance of a positive work environment is the key to success__. There are a variety of ways that one might set out to reinforce good relations between team members. A stand-out example, that we will be discussing in this post, is the use of [employee recognition](https://www.peoplegoal.com/blog/employee-recognition-examples-from-peoplegoal).

The power of employee recognition programs is seen in their capacity to __bring colleagues closer and establish a collective understanding__ of what defines a top performance. With a designated space or tool to share such recognition, amongst other benefits, [the productivity of employees has been seen to significantly improve](https://www.business2community.com/human-resources/how-employee-recognition-systems-improve-productivity-02304926).

Oftentimes, it is simply through these small signs of [appreciation](https://www.peoplegoal.com/blog/how-to-create-employee-appreciation-culture-in-your-organization) that employees develop a stronger commitment and positive response to their work. Given that the act of recognition can be so effective, [PeopleGoal has created a process](https://www.peoplegoal.com/blog/how-hr-software-creates-positive-employee-experience) that simplifies and streamlines the process of giving recognition.

## Why Recognition is Important

Imagine a world without recognition. Any effort that you ever put into something was simply a means to an end. No one would show appreciation for grand gestures, nor small. [The human bonding experience](https://www.peoplegoal.com/blog/positive-psychology-for-coaching) of achieving something together would be an empty accomplishment. Nothing would mean anything and we would live in an emotionless void. Without recognition, there is a significant [lack of motivation](https://www.peoplegoal.com/blog/how-to-spot-a-lack-of-motivation-in-the-workplace).

Now snap back into reality and consider [how a company rewards its employees for their efforts](https://www.peoplegoal.com/blog/work-ethic-definition). Salaries are earned, bonuses are rewarded but amongst all of it, there is the emotional communication of a job well done. For any team to function well, there must be __a strong current of recognition and appreciation__ for any actions. Even simply a nod of approval will encourage an individual to continue doing good work. [Recognition provides guidance](https://www.peoplegoal.com/blog/examples-of-informal-communications), it will show employees how and why top performers are so regularly celebrated and it demonstrates to them how they can fulfill expectations. Recognized employees will best understand their responsibilities and how to achieve them.

## Giving Recognition with PeopleGoal

In tandem with our latest development to make the [new item creation and submission flow more accessible](https://www.peoplegoal.com/blog/feature-release-new-item-creation-flow), PeopleGoal has been able to create a new recognition app that is easy to use, whilst also facilitating powerful results.

The update to the item creation function essentially enables any employee to preview the item or form prior to creating it. This is significant for recognition as it will allow an employee to look through the type of response or recognition they would like to give before the recipient is notified of their inclusion within the item. On top of this, having the option to preview an item will also encourage the user to more regularly explore the [types of recognition that they can give](https://www.peoplegoal.com/blog/driving-employee-engagement-using-recognition-badges).

![Recognition](//images.contentful.com/6g4s9n00xmsl/1l065zwYeLcLo8Bajm0bR0/ee0733d766f894f0d87285e281065eed/Recognition.png)

## Recognition in the Workplace

The image above provides a representation of how the preview function works. When an employee creates a new item to give their recognition, they are able to select the recipient as well as [the message they would like to share with them](https://www.peoplegoal.com/blog/positive-feedback-for-colleagues-examples-and-tips). Through using this new function, __an employee can give recognition in a matter of minutes__.

With such an accessible system for giving recognition, this process will promote much stronger feelings of sentiment among team members. [Collaboration](https://www.peoplegoal.com/blog/remote-employee-onboarding-tips) on tasks or great displays of teamwork can be recorded and celebrated through this tool for recognition. On a company-wide scale, the distribution of recognition will bring a positive working environment that will also facilitate a considerably more productive workforce. Praise for doing good work encourages more of the same.

As we see in this next image - the employee who has received recognition or praise will then be able to see who sent the recognition and some details as to why they sent it. Peer to peer recognition is a healthy and positive way to [promote a supportive company culture](https://www.peoplegoal.com/blog/employee-engagement-company-values). There is even a competitive advantage for companies that adopt this approach to employee recognition as it generates an internal source of inspiration to better perform.

In a team where employees work for each other, there will be [better teamwork](https://www.peoplegoal.com/blog/10-ways-to-create-a-culture-of-teamwork-while-working-remotely). Top performers will be highlighted and can in fact be useful for demonstrating to other employees how to get things done. Employee engagement will increase and a persistent channel of recognition will reinforce company culture.

![Recognition app full view](//images.contentful.com/6g4s9n00xmsl/3uO6NvBrjTctr5OPQZNJXb/bf30c7ad1fba8420c7be31c9f90e0f21/Recognition_app_full_view.png)

## The Benefits of Recognition for Remote Work

In any team, sharing recognition or praise for an individuals efforts are great for building team morale and employee engagement. Of course, when working from a [remote setting](https://www.peoplegoal.com/guides/remote-work) - these opportunities for recognizing employees become harder to come by. Without the frequent informal social interactions that are exhibited in the office, there are significantly fewer opportunities to share compliments.

For this reason, a recognition tool can be an extremely effective way to [encourage a positive work environment](https://www.peoplegoal.com/blog/ideas-for-employee-recognition). Team members may not see each other face-to-face regularly and yet they will still be able to demonstrate their appreciation through such recognition tools. There numerous benefits to adopting a culture of giving recognition, below we have compiled a list of just some of these benefits:

- More Productive Workforce
- Better Employee Motivation
- Higher Profitability
- Establish a Positive Work Environment
- Stronger Talent Retention
- Better Employee Collaboration

Recognition is just one part of [positive feedback](https://www.peoplegoal.com/guides/360-feedback-the-essential-guide), and should be part of a larger, structural initiative to positively encourage employees. The importance of praising handwork and success of our team members will generate an environment where everyone wants to and can be their best selves.

The power of employee recognition programs is seen in a capacity to bring colleagues closer & establish a collective understanding in defining top performance.

The power of employee recognition is seen in its capacity to bring colleagues closer and establish a collective understanding of what defines a top performance.

Show your employee appreciation through employee recognition

pg business 66

## The Benefits of Recognition for Remote Work

- More Productive Workforce
- Better Employee Motivation
- Higher Profitability
- Establish a Positive Work Environment
- Stronger Talent Retention
- Better Employee Collaboration

Show your Employee Appreciation through Employee Recognition

![item creation 16-9](//images.ctfassets.net/6g4s9n00xmsl/1Mv4cevQiL6brUuhQGQ04Y/6dc7165b50341142e253b16bbc8ae8ad/item_creation_16-9.png)

Secondly, we've made a small change to how items are handled upon submission. Previously, users were taken back to the app home screen after item submission. For apps with multiple states and the same participant, this was confusing as the user would have to re-open the item to continue working on it in the next state. This is now improved with the item submission redirecting users to the same item in the new state immediately after submission.

This month we've updated how new items and created and submitted. These changes should improve the user experience when handling items.

New item creation & submission flow

Employee Development Create development opportunities that Work

Improvements to the way items are created and handled

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Human Resource Information Systems (HRIS) or HRMS (Human Resources Management System) are a growing trend worldwide, taking the bulk of the administrative work off of the hands of HR professionals. From handling payroll systems to employee learning management programs, there is a whole range of [HR software solutions](https://www.peoplegoal.com/resources/webcasts/implement-hr-system) that offer different HR processes.

Although, a fundamental problem with this plethora of HRIS is that they often each serve one particular purpose. Consequently, there is a growing sense of dissatisfaction with these HR processes, as the employee experience is now dominated by switching back and forth between various systems.

![The benefits of HRIS software](//images.ctfassets.net/6g4s9n00xmsl/3HmuzpDff5SAoWQ6oI3VY3/c4bf806e7d3567dc7618947ea4e025e1/The_benefits_of_HRIS_software.png)

Finding an [HR management system](https://www.peoplegoal.com/product) that is all-encompassing of your HR department's needs are hard to come by. __There is a need for more efficient and holistic management software to be available__.

## What is an HRIS?

The purpose of an [HRIS](https://www.peoplegoal.com/glossary/human-resource-information-system-hris) is to produce __more streamlined and productive human resources management departments__. By integrating HR activities with IT services, this can save time for HR professionals by enabling them to __more easily access and handle employee information__.

Additionally, these HR software solutions can __boost employee performance with features such as time-tracking and intuitive organization of employee records__. These management systems include many facets, that are capable of providing a better experience of work through improving HR functionality.

HRIS systems are also referred as HRMS systems. HRMS stands for Human Resources Management System and it's essentially the same thing as an HRIS.

## Why use an HRIS?

Finding an HR software solution that is capable of saving time is desirable for any organization. The HRIS can be built and integrated to run using a company's own IT infrastructure. More often than not, companies are now choosing cloud-based software providers who supply, manage and update the software on which HR professionals manage their own organizational data. 

A solid HRIS will enable an organization to more easily manage employee data in an efficient manner that also contributes to an employee's growth and development. Through using such HR management solutions, it creates a structure that __enhances employee performance and serves as a reliable hub for all inquiries regarding employee information__. 

With all of this information stored and updated in one location, it will also help HR to make strategic workforce planning decisions. Since the data gathered can be analysed to determine key trends and hotspots in employee behavior.

![Why use HRIS Systems](//images.ctfassets.net/6g4s9n00xmsl/3uk7EFXFsfTsBXNysWNYJw/b50ad0c2789600c9e3c685c40879e102/Why_use_HRIS_Systems.png)

Through having [the right tools in place](https://www.peoplegoal.com/blog/9-benefits-of-technology-for-your-hr-department) frees up an HR team to provide support to their workforce, to encourage better interpersonal work relationships and to help managers and teams improve their productivity.

__📢 Click [here](https://www.peoplegoal.com/book-a-demo/personalized) if you would like to book a free consulation to discuss your requirements with us!__

## Top 10 HRIS Systems List

Here is a list of the top 10 HRIS systems which may be of use in streamlining your processes:

## 1. Rippling
![rippling hr logo](//images.ctfassets.net/6g4s9n00xmsl/6MNL2XbNmYDwpImmrsB3Tz/da2db6f43f61d0eb87fccfd318d6115b/rippling_hr_logo.PNG)

<a href='https://appwiki.nl/link/brand/WhqYRsaiMLQYaWmA44499aBkoROf58zL'>Rippling</a> is __a modern software__ with a __time efficient setup and onboarding__ suitable for __any size of business__. One of the key benefits of the platform is __making the payroll system simple__ and __automating admin responsibilities__. 

### Rippling's main functions:

- Core HR
- Payroll
- Benefits
- Health Insurance
- 401(k)
- Third-party app integration

> * Rippling makes it easy for my employees to get paid, track PTO, do open enrollment for healthcare and it handles all the tax/compliance stuff with ease.*

![top 10 hris systems list](//images.ctfassets.net/6g4s9n00xmsl/4MURiAa9u4eIQ20qiRnSRY/b2568363e2b5010e5201c2f442255dc8/Top_10_HRIS_Systems_List.png)
---

## 2. Gusto:
![gusto logo](//images.ctfassets.net/6g4s9n00xmsl/37aMJvYqgxBLsvcN4SM9e2/f6c1ad0d22d4a5e50ca8f7869dc81c4c/gusto_logo.png)

<a href='https://appwiki.nl/link/brand/piH9arXEBA3GDaVCm4eQimVieUuZaxGU' target='blank'>Gusto's</a> __cloud based product__ covers multiple key human capital management factors such as __onboarding, employee engagement, pay,__ and __insurance__. Its __easy to use__ platform can be used to __benefit an organization's performance__ as well as __managing your bottom line such as compliance__. 

### Gusto's HRIS features:

- Lifetime Accounts for Employees
- Digital Paystubs
- Easy Charitable Donations
- Employee Self-Enrollment
- Automated New Hire Reporting
- Automatic Payroll Tax Processing
- Payroll on Autopilot
- Contractor Payments
- Net-To-Gross Payments
- Unlimited Payroll
- Cancel Payroll
- Flexible Schedules
- Detailed Payroll Reports
- Multiple Pay Rates
- Multiple Pay Schedules
- Hourly and Salary-based Computations
- Collaboration
- Time-off Tracking
- Direct Deposit and Checks
- Software Integrations
- Pre-Tax Benefits
- Reimbursements
- Multiple PTO Options (tenure accrual, waiting periods, and standard or unlimited PTO)
- Filterable Payroll Reports (filter by employee(s), location, department)
- Custom Offer Letters
- Flexible Spending Accounts, Health Savings Accounts, and Commuter Benefits.
- Visual Org Charts
- Coworker Directories
- Mobile
- Digital Signature

> *Customer support is great. This is a good company. They aren’t the cheapest. And they aren’t the most expensive. I think the extra cost is worth it to ensure compliance.*

---

## 3. BambooHR
![BambooHR Logo](//images.ctfassets.net/6g4s9n00xmsl/g5VqvJ6GACnoURdaW9Fqh/0b34c6a8e3044fffcadbc2af7c8de3bc/BambooHR_Logo.PNG)

<a href='https://www.bamboohr.com/' target='blank'>BambooHR’s software</a> is __ideal for small and medium sized businesses__. It has __a smart and contemporary user interface__ which plays a vital role in managing the workforce. Its __user-friendly platform enables organizations to migrate data from basic spreadsheets to an advanced HRIS that fits their specific needs__, therefore allowing HR professional to focus their time on more important tasks.

### BambooHR's key functions:

- Accurate reporting
- Applicant Tracking System
- Centralized Employee Database
- Controlled access
- Easy to use system
- Employee onboarding
- HRIS software
- HRMS software
- Performance management
- Report generation
- SMART reminders

> *I enjoyed it more than other recruiting software I've used. It makes work easier and helps me be a manager instead of a paper pusher.*

---

## 4. SAP SuccessFactors
![success factors logo](//images.ctfassets.net/6g4s9n00xmsl/oCRKMh1FuKxaRmWZCQZbO/15c719cc79a654b2a9b3026d32ca944d/successfactors.PNG)

<a href='https://www.successfactors.com/index.html'> SAP SuccessFactors </a> is __a complex cloud-based software__ for __enterprises__ as well as __small organizations__. The software enables users to access their account to view recruiting data, project updates and more in a mobile way. It offers a __user-friendly easy-to-navigate interface__ and __high functionality__.

### SAP's HRIS functions:
- Core HR
- Payroll
- Applicant Tracking
- Onboarding
- Learning Management
- Performance Reviews and Feedback
- Goal setting
- Compensation Management

> *SF is great because the experience changes for each user. You can control access down to each page type and req number. It is such a great tool for recruiting and data tracking as long as you are willing to dedicate the time to learn the system.*

---

## 5. UltiPro (now known as UKG Pro)
![UKG-UltiPro](//images.ctfassets.net/6g4s9n00xmsl/2QvLgknQXMJxGE5kVBx4yz/34a9dd4f7e3064c0d43bdbe27ae9509a/UKG-UltiPro.png)

<a href='https://www.ukg.com/' target='blank'> UltiPro </a> UltiPro offers a comprehensive suite of __HR, payroll, talent management, and employee self-service features__, designed to streamline and automate HR processes and improve overall workforce management. UltiPro is known for its user-friendly interface, scalability, and configurability, making it suitable for small, medium, and large organizations across various industries. However, it's important to note that the features and capabilities of UltiPro may vary depending on the specific subscription plan and configuration chosen by the organization.

### UltiPro features:

- Core HR
- Payroll Management
- Talent Management
- Employee Self-Service
- Reporting and Analytics
- Compliance Management
- Mobile Access

> *The strength of UKG’s ‘Our purpose is people’ culture is visible not only in the national recognition UKG has received, but also in the quality of the company’s HR software and the incredible level of support we receive from UKG employees. With UKG’s culture serving as a model, and Pro improving our people operations, I have the inspiration and tools to achieve my own goal of continuing to make Independent Bank a great place to work.*

---

## 6. Workday
![workday logo](//images.ctfassets.net/6g4s9n00xmsl/3E67libdvXjyrnfNyhbkl5/a3ba65145d214aae8056b6fe946dcfb1/workday_logo.PNG)

<a href='https://www.workday.com/' target='blank'>Workday’s HRIS</a> is suitable for __organizations of all sizes and industries__. The platform itself delivers user and __administrative tools across financials, HR, planning, talent, payroll, analytics__, and student in one place.

### Workday's HRIS features:
- Accounting and Finance
- Revenue Management
- Reporting and Analytics
- Consolidate and Close
- Financial Planning
- Expenses
- Procurement
- Audit Tools
- HRM
- Workforce management
- Recruitment
- Talent Management
- Compensation and Benefits
- Payroll
- Time and Attendance
- LMS

> *There couldn't be any easier to use software for the simple task of keeping track of honest work hours in the workplace. It's one more thing to help take stress off your mind and be able to focus on your actual work you came in for.*

---

## 7. Optimum HRIS
![Optimum HRIS](//images.ctfassets.net/6g4s9n00xmsl/42yIGmxS0xgBHkJGHKEbJa/9e6be0be1198b252916994c893f58c00/Optimum_HRIS.PNG)

<a href='https://optimumhris.com/' target='blank'>Optimum HRIS</a> has dual functionality in the sense it __can be used on-premise for Microsoft and IBM  users__, but can also __be deployed on the cloud__. One of its key functions is that __it enables managers to track applicants__, __manage time__ and __attendance__, as well as __running payroll without looping in a third-party software solution__. 

### Optimum HRIS's features:

- [360 Degree Feedback](https://www.peoplegoal.com/product/360-degree-feedback-software)
- Applicant tracking
- Attendance management
- Compensation Management
- Compliance management
- Employee Database
- Payroll Management
- Performance Management
- Self Service Portal
- Time & Attendance Management
- Time off management
- Timesheets

> *I like that Optimum takes customer comments into consideration and sometimes incorporates those suggestions into future updates. I also like that it is SQL data tables, which I can easily access with my Crystal Reports software which we use with our payroll software. (We use HR/TA of Optimum currently, may consider rolling over to payroll as well in the future.)*

## 8. Namely
![Namely Logo 1](//images.ctfassets.net/6g4s9n00xmsl/4z4YJuwuZ2JRaW0Cu4Qmjb/c3b87a011a34f493cb70f4d6af607019/Namely_Logo_1.PNG)

<a href='https://www.namely.com/' target='blank'> Namely's</a> __cloud based software__ enables companies to __manage compliance__ while streamlining both basic and complex HR processes including __benefits, payroll, and talent management__. The system comes with a __robust set of features, all designed to simplify and accelerate HR processes and workflows__.

### Namely's key functions:

- Benefits Provision, Management & Administration
- Time-off & Attendance Tracking
- Social News Feed
- Employee Onboarding
- Goal Setting & Tracking
- Custom, Real-time Report Generation
- Employee Profiles
- Payroll Reporting
- 3rd party Integrations
- Employee Feedback Surveys

> *As an HRIS Namely is as good as it gets. Works out of the box but it does adapt to your workflows*

---

## 9. Eddy:
![eddyhr](//images.ctfassets.net/6g4s9n00xmsl/3WD11W3OSmAGuuguuurBp2/f74a7209cb1a010e9f7b02cd97c99f50/eddyhr.PNG)

<a href='https://eddyhr.com/' target='blank'>Eddy's software</a> is __primarily aimed at start-ups and high growth teams__. The platform itself is built to keep your HR organized and your business growing. It's key features include __digital onboarding, employee profiles, company directory__  and __document storage__ all on a __safe and secure platform__. 

### Eddy's functions:

- Employee Database
- Onboarding
- Self Service Portal
- Time off Management
- Applicant Tracking
- Employee Profiles
- Recruitment Management
- Candidate Tracing
- Internal HR
- Job Posting

> *One main place to organize all employees and keep things running smoothly. I would highly recommend for the simple reason that they are willing to work and grow with our company.*

---

## 10. Zenefits:
![Zenefits Logo](//images.ctfassets.net/6g4s9n00xmsl/gqla5RxL4THWFpGJZZK1v/943bce0dd700e10f81475cf8bb388667/zen_logo.png)

<a href='https://www.zenefits.com/' target='blank'>Zenefits</a> is an __all encompassing HR SaaS platform__ designed specifically __for small and midsized businesses__. The Zenefits People Platform includes a __robust offering spanning HR, Benefits, Payroll, Wellbeing  Performance apps__ and combines with __advisory services__ and tightly integrated partner apps to __radically simplify HR administration__.

### Zenefits' HRISfFeatures:

- HR Management
- Hiring & Onboarding
- ACA Compliance
- PTO Tracking
- Business Intelligence
- Employee Directory
- Customer Support
- Mobile App
- Insurance Benefits (Medical, Dental, Vision)
- Life & Disability
- 401(k) Management
- Payroll Sync
- COBRA

> *Very positive. I have never used an outside service for basic [HR functions](https://www.peoplegoal.com/blog/8-human-resources-functions) before, but was pleasantly surprised at how much work Zenefits saves me by letting employees enter their own info.*

---

The main thing to remember when selecting from an HRIS systems list is that __the system needs to work for you__. Your organization's size, culture and maturity all play a role, and you should spend some time making a list of exactly which [features and processes](https://www.peoplegoal.com/blog/workflow-examples) are critical to you right now. You'll also need to weigh up the cost of a software solution, 

This HRIS / HRMS systems list provides you with the ultimate software guide to improve your people processes through core HR, payroll, applicant tracking and more! 

This HRMS/HRIS systems list provides you with the ultimate software guide to improve your people processes through HRMS, payroll, applicant tracking, and more! 

Top 10 HRIS Systems: The Definitive Guide of HRIS/HRMS

top 10 hris systems list peoplegoal

This HRIS systems list provides you with the ultimate software guide to improve your people processes through core HR, payroll, applicant tracking and more! 

An HRIS can help you plan your workforce by providing data on employee headcount, turnover, and other relevant metrics. This information can help you make informed decisions about hiring, layoffs, and other workforce planning decisions. We have compiled a list of the best HRIS software. 

Top 10 HRIS Systems for 2023: The Ultimate HRIS Software Guide

Employee onboarding is the process of [introducing a new employee to their job](https://www.peoplegoal.com/blog/employee-onboarding-process-why-it-matters), the company, and the company's culture. It's important to make sure that new employees feel welcome, supported, and prepared for their role.

1. Onboarding can involve a variety of activities, such as:
2. Providing new hires with information about the company, its history, values, and goals
3. Giving new employees an overview of their job duties and responsibilities
4. Introducing new hires to their coworkers and other important people in the company
5. Helping new employees understand company policies and procedures
6. Providing new hires with training and resources to help them succeed in their role
7. Onboarding typically begins before the new employee's first day on the job and can continue for several weeks or even months. It's important to make sure that new hires feel supported and have the tools and resources they need to succeed in their new role.

![employee onboarding - defnin](//images.ctfassets.net/6g4s9n00xmsl/4dHhhUEK07Wm732lFrudhe/f63131cbd2de8e6936b906aac55cb62e/employee_onboarding_-_defnin.png)

## When the employee onboarding starts?
On the first day of employee onboarding, it's important to make sure that new hires feel welcome and supported. Some activities that may be helpful to complete on the first day include:

1. Providing a tour of the office or workspace
2. Introducing the new employee to their coworkers and other important people in the company
3. Reviewing the new hire's job duties and responsibilities
4. Providing any necessary training or resources
5. Setting up the new hire's workstation and providing them with any necessary equipment or materials
6. Reviewing company policies and procedures
7. Discussing the new hire's goals and expectations for their role
8. Answering any questions the new employee may have

## How to set up an employee onboarding process?

1. Pre-arrival: Before the new hire's first day on the job, send them information about the company, their job duties and responsibilities, and any necessary paperwork or documents.
2. First day: On the first day, provide the new hire with a tour of the office or workspace, introduce them to their coworkers and other important people in the company, and review their job duties and responsibilities.
3. First week: During the first week, provide the new hire with any necessary training and resources, and help them understand company policies and procedures.
4. First month: In the first month, continue to provide support and resources to the new hire as they become more familiar with their role and the company. This may include assigning them a mentor or assigning them a buddy to help them navigate their new job.
5. Ongoing: After the first month, continue to provide support and resources to the new hire as needed. Regularly review their progress and make any necessary adjustments to ensure that they are meeting their goals and expectations.

Remember, every company is different and the specific activities included in the onboarding process may vary. It's important to customize the onboarding process to meet the needs of your company and your new hires.

![Why is onboarding so important](//images.ctfassets.net/6g4s9n00xmsl/5e5eExDv4TX0OjfGWSpH2B/6118f3a7ef21bb78fdca596d31dc9c53/Why_is_onboarding_so_important.png)

## What resources a new hire should have access to?
[It's also important to make sure that the new hire has access to the resources and support they need to succeed in their role.](https://www.peoplegoal.com/blog/remote-employee-onboarding-tips) This may include providing them with a mentor or assigning them a buddy to help them navigate their new job.

![90 Day Onboarding Process](//images.ctfassets.net/6g4s9n00xmsl/2wmX2DVJa0iG00lUTr97DL/e20e4cde4870c87713d718e41538590d/90_Day_Onboarding_Process.png)

## How to set up goals for new hires?

Setting up goals for new hires is an important part of the onboarding process as it helps new employees understand what is expected of them and what they need to focus on in their new role. Here are some steps you can take to set up goals for new hires:

1. Review the job description and requirements: Make sure you have a clear understanding of the new hire's role and what is expected of them.
2. Identify the key areas of focus: Determine the most important areas that the new hire should focus on in their first few weeks or months on the job. These could be specific tasks or projects, or more general goals related to learning about the company and building relationships with coworkers.
3. Set SMART goals: Use the SMART criteria (specific, measurable, achievable, relevant, and time-bound) to create specific and achievable goals for the new hire. For example, "Learn about the company's products and services and be able to explain them to customers by the end of the first week" is a SMART goal.
4. Discuss the goals with the new hire: Review the goals with the new hire to make sure they understand what is expected of them and to give them the opportunity to ask any questions.
5. Provide support and resources: Make sure the new hire has the resources and support they need to achieve their goals, such as training, mentorship, or access to relevant materials.
6. Regularly review and adjust the goals: As the new hire gets more familiar with their role, it may be necessary to adjust their goals. Regularly review their progress and make any necessary adjustments to ensure that they are on track to meet their goals.

## How to set performance expectations with a new hire?
Assessing [new hire performance](https://www.peoplegoal.com/resources/policies/job-performance-and-performance-review) is an important part of the onboarding process as it helps you understand how well the new hire is adapting to their role and whether they are meeting the expectations for their position. Here are some steps you can take to assess new hire performance:

1. Set clear expectations: Make sure the new hire understands what is expected of them in their role by providing them with clear goals and objectives.
2. Provide feedback: Give the new hire regular feedback on their performance, both positive and constructive. This can help them understand what they are doing well and what they need to work on.
3. Observe the new hire's work: Watch the new hire in action and take note of their strengths and areas for improvement.
4. Ask for feedback from coworkers: Get input from the new hire's coworkers about how well they are adapting to the team and their role.
5. Review the new hire's progress: Regularly review the new hire's progress towards meeting their goals and objectives.

It's generally a good idea to assess new hire performance on a regular basis, especially during the first few weeks or months on the job. This can help identify any areas where the new hire may need additional support or training.

## How to use feedback to ensure new hires are fully onboarded?

Asking for feedback from new hires can help you understand their perspective and how they are adapting to their new role. Here are some example questions you could ask to gather feedback from new hires:

1. What do you find most challenging about your new role?
2. What do you find most enjoyable about your new role?
3. How well do you feel you understand your job duties and responsibilities?
4. Do you feel you have the support and resources you need to succeed in your role?
5. Are there any areas where you feel you could use additional training or support?
6. How do you feel you are fitting in with your team and the company culture?
7. Is there anything you would like to change or improve about your onboarding experience?

It's important to keep in mind that every new hire is different and may have unique feedback and concerns. Make sure to listen carefully to their responses and address any issues or concerns they raise.

## Common problems with the onboarding process

[There are a number of common problems that can arise during the employee onboarding process](https://www.peoplegoal.com/blog/employee-onboarding-employee-retention). Here are a few examples:

1. Lack of structure: If the onboarding process is not well-organized, it can be confusing and overwhelming for new hires.
2. Lack of support: If new hires do not feel supported by their managers or coworkers, they may struggle to adapt to their new role.
3. Lack of communication: If new hires are not kept informed about what is expected of them or do not have access to the resources and support they need, they may struggle to succeed in their role.
4. Lack of training: If new hires do not receive adequate training or resources, they may struggle to perform their job duties effectively.
5. Culture shock: If the company culture is significantly different from what the new hire is used to, they may have difficulty adjusting and may feel isolated or unsupported.

By addressing these common problems and ensuring that new hires receive the support and resources they need, companies can improve the onboarding experience for their new hires and increase the chances of their long-term success.

👉 Download our employee onboarding best practices presentation [here](https://docs.google.com/presentation/d/1AtLxNFDJRqmycjVqqhCcGb6a4W_Rs-dk_4VTO144IwA/edit?usp=sharing)

## What are the benefits of an effective employee onboarding process?
Research has shown that effective employee onboarding can significantly improve retention rates. [One study found that companies with a structured onboarding process had a 50% higher retention rate for new hires compared to companies with a less structured onboarding process](https://www.peoplegoal.com/blog/lessons-for-employee-onboarding-and-offboarding). Another study found that companies with a strong onboarding program had a 69% retention rate for new hires, compared to a retention rate of just 41% for companies with a weak onboarding program.
Overall, it's clear that effective employee onboarding can significantly improve retention rates for new hires. By providing new employees with the support, resources, and training they need to succeed in their role, companies can increase the chances of their new hires staying with the company for the long term.

## How a hiring manager can improve the employee onboarding procees?

There are a number of steps that a hiring manager can take to [improve the employee onboarding process](https://www.peoplegoal.com/blog/10-steps-to-successful-onboarding):

1. Create a structured onboarding plan: Having a clear and structured onboarding plan can help ensure that new hires have a smooth and successful transition into their new role. The plan should include information about the company, the new hire's job duties and responsibilities, and any necessary training or resources.
2. Provide support and resources: Make sure new hires have access to the support and resources they need to succeed in their role. This may include assigning them a mentor or buddy, providing them with training materials, or making sure they have access to relevant information and resources.
3. Communicate effectively: Keep new hires informed about what is expected of them and provide regular updates and feedback. This can help them understand their role and feel supported in their new job.
4. Foster a positive company culture: A positive company culture can help new hires feel welcomed and supported. Encourage open communication and collaboration, and make sure new hires feel like they are a valued member of the team.
5. Regularly review and adjust the onboarding process: As new hires get more familiar with their role and the company, it may be necessary to adjust the onboarding process. Regularly review the process and make any necessary adjustments to ensure that it is effective and meets the needs of new hires.


An employee onboarding process is a series of steps that a company takes to integrate a new employee into the organization. Here is a guide on how to create an employee onboarding process.

An employee onboarding process is a series of steps that a company takes to integrate a new employee into the organization. Read on to find out more.

From the blog

Best Payroll Software for 2023

Top 10 HRIS Systems for 2023: The Ultimate HRIS Software Guide

How to create an employee onboarding process from scratch

Topics

HR Management

Leadership

Employee Engagement

Company Culture

360 Feedback

PeopleGoal Updates

Performance Reviews

Performance Management

OKRs

SMART Goals

Remote Work

Product updates

Ready to see PeopleGoal in action?
Start your free trial today.

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From the blog

Best Payroll Software for 2023

Top 10 HRIS Systems for 2023: The Ultimate HRIS Software Guide

How to create an employee onboarding process from scratch

Topics

HR Management

Leadership

Employee Engagement

Company Culture

360 Feedback

PeopleGoal Updates

Performance Reviews

Performance Management

OKRs

SMART Goals

Remote Work

Product updates

Ready to see PeopleGoal in action?Start your free trial today.

Company

Solutions

Product

Learn

Subscribe to our newsletter

Ready to see PeopleGoal in action?
Start your free trial today.