To prevent this, the GPL assures that patents cannot be used to render the program non-free. The precise terms and conditions for copying, distribution and modification follow. Home Download. I accept the terms and conditions. Upgrade Guide:. Code Database Code and Database. Just installed this yesterday, can't create user at first but when I continue playing on it and discovered from the add employee of PIM tab there is a check button to create login details.
Want to learn more. I hope I can implement this on my company in the near future. I thought it was a nice application when I saw reviews and popularity. Installed and configured it. Tried stable versions 3. Additional Project Details Dec Report inappropriate content. Thanks for helping keep SourceForge clean. X You seem to have CSS turned off.
While this is often done by using dedicated apps separate from the HRMS suite, there are suites that include this capability as well. Whether you want to opt for one of those or a dedicated shift planning solution is dependent on the features you need and possibly on whether you can integrate a dedicated solution with your overall HR software platform.
In small operations, shift scheduling is often handled using just a grid built on a spreadsheet. But opting in to a dedicated scheduling solution can give you much greater flexibility than any spreadsheet can provide.
The ability to directly tie scheduling into both attendance and payroll is a basic benefit. But the ability to provide scheduling on across mobile platforms while allowing shift participants to pickup, drop, or swap shifts without manager or IT intervention is not only advanced, it's something you should test to see if it really fits into your day-to-day workflow.
Beyond all these different disciplines, HR software vendors add their own secret sauce to spice up what they offer. Depending upon the vendor, those extras could include modules for posting job openings and tracking applicants, running payroll, managing time-off requests, administering or even providing benefits, and setting performance goals and reviews.
However, in the case of the most configurable of these packages for example, Namely , an easy UI is offset by significant setup and ongoing administrative complexity.
A high degree of configurability lets both administrator-level users and employees set up rules, policies, or dashboards to their liking. But getting everyone to agree on exactly what needs to happen and how it needs to happen can turn a setup process into a lengthy series of user acceptance meetings.
Vendors catering to enterprise-level and midsize companies also walk customers through the implementation process and charge extra for it. Some offer clients dedicated project managers, account executives, or support teams. As cloud-based HR software became popular, it's motivated more vendors to enter the business.
That's seen features, functions, and configurability that previously only appeared in platforms for larger companies trickle down to core HR software for SMBs.
Others have taken a page from consumer software and offered simple-to-use HR software that's essentially free, including Zenefits Z2, whose freemium business model revolutionized the category and attracted millions in venture capital VC.
Customers subsidize the platform's costs by paying Zenefits fees to act as their employee benefits broker, as well as fees the company charges for ancillary services.
Zenefits competes head to head with solutions such as Cezanne HR and SAP SuccessFactors, both of which used years of selling on-premises HR software to midsize and large businesses to launch cloud-based services for smaller companies. Another, BambooHR, started out in training and employee data management and grew into a full HR platform from there.
BambooHR offers a deep feature set, including job listings, benefits administration and reporting, and performance reviews. Picking HR software that's best for your small, midsize, or large business depends in part on your size, needs, and budget. Companies that are happy with existing setups for AT, onboarding, shift scheduling, or performance reviews might not want or need a core HR platform that includes those options.
Other vendors target niche industries or company types. Zenefits' platform, for example, is especially well-suited to fast-growing, venture capital VC -backed startups because of its built-in benefits modules, not only for health benefits but also for employee stock options and k retirement savings plans.
Established companies that are happy with their existing payroll provider can sign up with Zenefits or BambooHR, which are set up to share payroll data with national processors such as ADP, Gusto previously ZenPayroll , and Paychex.
Companies with a slightly larger workforce and not a lot of time to spend rolling out new software will appreciate the free data upload service Cezanne HR provides as part of getting started on its platform. Business owners who want a lot of hand-holding through the setup process can use the many tutorials, setup wizards, and other help functions offered by Cezanne HR, Namely, Sage, or SAP SuccessFactors. If you have employees or offices outside of the United States, then Cezanne HR and Sage Business Cloud People can be set up with multiple languages, currencies, and country-specific holidays.
Many HR software platforms have companion Android and Apple iOS apps with a limited number of mobile-friendly functions, such as looking up a co-worker in the company directory or asking for or approving time off. Software such as Sage Business Cloud People and Namely are upgrading their mobile apps to include all or almost all of the functions of their web-based services.
A few still don't have apps but are working on fixing that. If you're doing a vendor bake-off and giving employees mobile access is important and it is for many companies , check out a platform's mobile apps before you commit. They say a company is only as good as its people, and HR software takes advantage of the personnel data they store to let company owners, HR executives, or HRIS managers run myriad workforce reports.
The best include standard reports on headcount, turnover, payroll costs, and staffing allocation. They also include options for creating custom reports that can saved or generated on a regular basis. Many platforms can turn report data into charts and graphs that can be printed, emailed, or downloaded in Microsoft Excel or other file formats. Costs widely vary. At the bottom are free services such as those from Zenefits. Many vendors charge extra for add-on modules for hiring, payroll and the like, as well as for implementation.
Many also offer volume discounts and special packages to companies with larger workforces. HR software specifically designed for small businesses tops out at 1, or 2, users, while software such as Deputy, Sage Business Cloud People, and Namely can accommodate workforces of 3, to 10, or more.
Grow bigger than the maximum, and on most platforms you'll have to migrate to an enterprise-level system. SAP SuccessFactors is one exception; the division of HR tech giant SAP uses the same base software code as its enterprise-level software, so small businesses that outgrow it can switch up without needing to re-enter any data.
HR software and management systems are a welcome step up from the Microsoft Excel spreadsheets that many businesses—especially small ones—may still rely on to store and analyze employee data.
Many cloud-based services sweeten the pot by offering a lot of extras along with basic functions at starting prices that won't break the bank. When it comes to picking the best one for your business, consider your budget, location, and what HR software you're already using so you don't pay for duplicate services.
Pros: Thorough coverage of the basics with an impressive design. Bare-bones performance module is similar to that of other companies that run employee reviews. Easy to set up. Open API enables simply integrations with human resources tech vendors. Cons: A tad more expensive than several competitors. Downloads Last Week 1.
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