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The 7 best HR software and tool options to consider in 2022 – TechTarget

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The market for HR software is vast and has something for businesses of every type and size. The key is finding the system that best addresses your priorities and requirements.
The seven vendors included in this list of the best HR software offer comprehensive human capital management suites that are suitable for both mid-market and large organizations that prefer an all-in-one system. These products include core HR (employee records, payroll and benefits), talent management (recruiting, learning, performance and compensation management) and other essential HR tools.
When evaluating vendors, it’s important to remember that each module in an HCM suite may not be as feature rich as the other modules. For example, one vendor may emphasize the recruiting function while another focuses on employee performance management. Some vendors may have acquired other vendors to enhance their own HR software offerings, which can lead to differences in the user experience from one module to the next.
While no one can claim to know what software is “best” without testing all of the contenders, it is possible to identify the leading vendors by consulting analyst rankings and other credible sources. The vendors who made this list are all well regarded in the HR technology market and consistently appear in the leader sections of ratings reports from Gartner and Nucleus Research, user adoption surveys from Sierra-Cedar and market studies by the Josh Bersin Company.
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The products named here are each vendor’s flagship or most current HCM suite. All are highly configurable and offer key features and HR tools to support complex needs. All the systems are delivered in the cloud via software as a service, relieving your IT team of the responsibility of maintaining the hardware and software. They are listed in alphabetical order.
ADP was founded in 1949 and is best known as a payroll provider, but it also sells a comprehensive human resource information system that offers a full suite of functionality. ADP caters to all business sizes, from the very small all the way to multinational conglomerates. It also offers a service that allows you to outsource payroll processing to ADP payroll specialists.
Pros:
Cons:
Why you should consider ADP Workforce Now:
The Dayforce suite competes directly with ADP Workforce Now, especially in payroll and benefits administration. Ceridian has offered a payroll system that supports multiple countries for many years now, continues to seek input from customers on how to improve the platform and has invested heavily in adding support for additional countries.
Pros:
Cons:
Why you should consider Ceridian Dayforce:
Oracle built Oracle Cloud HCM internally, rather than through acquisitions, which allows for a consistent look and feel for both employees and HR administrators. Like SAP, Oracle is a dominant player in the software industry, with significant financial resources to continue investing in HR software. As with SAP, Oracle offers a full suite of functions in a highly configurable system.
Pros:
Cons:
Why you should consider Oracle Cloud HCM:
Paycor offers a suite of HR features to automate the entire HR process, including a pulse survey tool to keep in touch with employees and build employee engagement. While Paycor supports large enterprises (often defined as companies with 1,000 or more employees), most of its installed base is at smaller organizations. The HR software is tailored to work in seven verticals, such as healthcare, manufacturing and nonprofits. Paycor focuses on American organizations with full payroll and government reporting features.
Pros:
Cons:
Why you should consider Paycor:
SAP SuccessFactors was a major player in the early days of SaaS HCM. Following its acquisition by SAP in 2012, SuccessFactors benefitted from renewed investment because it became SAP’s main HR offering, replacing an on-premises system. SAP SuccessFactors HXM is a highly configurable, comprehensive suite. Users see a consistent look and feel, which is important since many of SuccessFactors’ modules were acquired over time.
Pros:
Cons:
Why you should consider SAP SuccessFactors HXM:
UKG was formed by the merger of Ultimate Software and Kronos in April 2020. While there was some functional overlap, the addition of Kronos’ Time and Attendance features to Ultimate’s HR software has provided the combined company with a solid feature set. However, because of the merger, there are two databases, one to store time and attendance data and one for all other employee data. UKG continues to be one of the top-performing HR software vendors, and as it continues to integrate the two product lines, the offering will only improve.
Pros:
Cons:
Why you should consider UKG:
Workday was founded in 2005 with the goal of building a cloud-based HR and finance system. One of the founders previously started PeopleSoft in 1987, which went on to become one of the top-rated on-premises HR systems. Workday’s HCM system serves a global customer base with feature-rich applications. Like Oracle and SAP, Workday’s HR software provides an end-to-end solution for companies looking to automate the whole employee lifecycle, including payroll.
Pros:
Cons:
Why you should consider Workday Human Capital Management:
HR software selection and implementation is a large undertaking that involves a substantial commitment in resources by an organization. Early in the project, you will want to consider the following points to validate your needs, build a business case and zero in on the right vendors:
While each company is unique, when it comes to buying HR software, you may want to consider the following points:
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SAP technology helps Stater Bros. recover from pandemic-related challenges – Grocery Dive

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Though many retailers closed their doors during the pandemic, grocery stores flung theirs wide open. As essential businesses, grocery stores were tasked with providing the population with food as the nation battled COVID-19. Unexpected supply chain disruptions left many grocers with bare shelves, frustrated customers and a sudden shortage of critical frontline staff.
Stater Bros. Markets, a grocery chain operating 170 supermarkets with 18,000 employees across seven California counties, quickly recognized the need to pursue digital transformation as a means to avoid future challenges like those faced during the pandemic.
Like other grocery sellers around the United States, Stater Bros. found their existing technology solutions tested as COVID-19 began to spread. Constantly shifting health guidelines from the Centers for Disease Control (CDC), California Department of Public Health and local governments required the retailer to communicate rapidly changing policies across its workforce.
“Everything was moving quickly in the grocery space,” said Gil Salazar, senior vice president of information technology for Stater Bros. Markets. “We’ve got 18,000 team members across the company and our biggest challenge was our ability to connect and communicate with them.”
The legacy system used by Stater Bros. wasn’t built to handle the workforce challenges generated by a global pandemic. The existing technology lacked the proper functionality to track COVID-19 infections among employees and manage related leaves of absence associated with mandatory quarantine periods. It also hindered the company’s efforts to rapidly hire new team members.
“Other industries were crippled by the pandemic, while demand for our products grew significantly,” Salazar said. “We had to go through a pretty rapid hiring and onboarding process, and our current systems didn’t facilitate an easy transition. At the height of the pandemic, we ramped up hiring to about 3,000 additional teammates. That created significant stress on our existing resources to do the majority of that in a manual way.”
Though the company got the job done with its existing systems, the Stater Bros. leadership expedited a search for a new Human Capital Management System (HCMS) that would help them better manage their employee base in the future.
“We established enough confidence in our foundational systems to take a step back and focus on what the pandemic did and how we should respond as a business,” said Salazar. “We unanimously agreed as a leadership team that our number one focus should be replacing our foundational HCMS. It became obvious we needed to do something dramatically different.”
After an exhaustive RFP process that included input from across the Stater Bros. organization, the retailer awarded SAP’s SuccessFactors talent management solution as its new HCMS solution. SuccessFactors was selected for its organized structure, granular capabilities and ability to streamline a transition from existing legacy technology.
“Within the SAP SuccessFactors platform, everything is at our fingertips,” said Salazar. “We have full 360-degree contributions from all angles of our business. The foundational organization chart was appealing to the HR team; retail evaluated how different capabilities would impact the employees out in the stores; the distribution and warehouse leaders explored how they could create advantages for their teams through the platform; public relations focused on the ability to connect and communicate with all teammates in stores and the distribution center. We collectively came together and recognized that SAP’s capabilities led in these areas.”
The digital transformation at Stater Bros. Markets didn’t stop at talent management. Prior to the pandemic, the grocery chain had already initiated a sourcing process for a new enterprise resource planning (ERP) solution. COVID-19 put that search on hold, but the need for a new ERP became clear as the company managed a volatile supply chain.
Stater Bros. has 12 major systems focused on moving products to stores, supply chain replenishment and customer delivery. The existing legacy mainframe and associated solutions perform these functions in batch processes, offering little in terms of useful data or real-time supply chain management capabilities.
“We have to be in a position to make rapid decisions, especially when you think about the challenges the pandemic presented. We were faced with stockout situations where our suppliers weren’t able to deliver in a timely manner. They were actually eliminating SKUs to focus on products they could move quickly. We were challenged in our ability to maneuver, adapt and respond to the changing market,” Salazar said.
While most of these challenges weren’t new, they were definitely exacerbated by the pandemic. Stater Bros. had already planned to change the way it aggregated, batched and processed data. Like other companies using legacy systems, Stater Bros. found its foundational system had become difficult to maintain due to a lack of skilled COBOL programmers who could understand, support and modify it. As with their HCMS solution, they turned to SAP after a similar RFP and evaluation process.
“SAP was a clear winner for us for its ability to solve the majority of our business needs and help us become a more responsive and data-driven company,” Salazar said. “Today we spend 80 percent of our time wrangling the data and 20 percent making business decisions on the data. We’re really trying to reverse that and get to a point where it takes us 20 percent to wrangle the data and 80 percent consuming the data and making critical business decisions. We feel like we’re in a good position to actually do that by leveraging SAP’s capabilities.”
Given the purchase of Whole Foods by Amazon, recent news of technology investments by Kroger and similar grocery industry news in recent years, the leadership at Stater Bros. recognized the need for an ERP that would empower data-driven business decisions. As more grocery retailers strive to recover from the pandemic and pursue organization-wide agility and resiliency, digital transformation efforts will undoubtedly accelerate in the grocery space. 
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SAP : Changing Our Reality for the Better by Moving Toward a Sustainable World – marketscreener.com

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Gone are the days when companies discussed the why of sustainable business practices. Today, it is all about the how.
How can businesses take climate action? How can they turn linear processes into circular resources and product flows? How can they ensure socially responsible value chains? And ultimately, how can they integrate economic, environmental, and social performance into strategic decision-making?
These questions are top of mind for executives. In 2021, sustainability became the top trending topic for the C-suite.
At SAP, we deliver answers to these questions through our products. Our customers can benefit from solutions that help them achieve zero emissions, zero waste, zero inequality, as well as holistic steering and reporting of their sustainability efforts.
Last year, we launched three new solutions: SAP Product Footprint Management, SAP Responsible Design and Production, and SAP Sustainability Control Tower. All are embedded SAP S/4HANA cloud-native applications that are delivered in a modular way and built on top of SAP Business Technology Platform.
What is more, we are embedding sustainability across SAP’s entire solution portfolio. A recent example is the inclusion of product footprints in SAP Integrated Business Planning, so customers can monitor the greenhouse gas emissions from their production plants. Another example is the integration of SAP Sustainability Control Tower with SAP SuccessFactors solutions, enabling customers to obtain insights into how their organization is faring on crucial aspects such as diversity and inclusion.
For the last 50 years, our innovative solutions have helped our customers transform their business processes and stay ahead in rapidly changing business environments. And we will continue to take and enable organizations of any size and in any industry to take a transformative approach to sustainability as well.
Quick fixes that do not get to the root cause of problems won’t make businesses more sustainable in the long run. Fragmented sustainability strategies won’t help. Sustainable business strategies will. That is why we support companies in integrating sustainability into the heart of their business processes.
Our approach pays off. Today, the most sustainable companies run our software. According to our analysis of S&P Trucost Limited data and S&P Global ESG Scores for 2021, SAP customers with high digital maturity – those adopting SAP’s latest technologies – on average have 75% better environmental, social, and governance (ESG) scores compared to their industry peers. They also produce 24% less CO2 emissions than the market average.
To further facilitate the sustainability transformation for our customers, we recently launched a new offering. SAP Cloud for Sustainable Enterprises is a flexible bundle of sustainability-specific applications. It allows businesses to adopt our solutions based on the current stage of their sustainability transformation. Depending on where they stand, they can implement holistic management or start with specific areas of sustainability performance.
The past year has been all about delivering the tools that help businesses transition into sustainable enterprises. So, what’s next? 2022 will be the year to implement these tools globally in close collaboration with our customers and partners.
Ultimately, the transition to a more sustainable global economy is not something one company can achieve on its own. In today’s interconnected world, we must rely on our ecosystem to ensure sustainability across the entire value chain. Let’s make 2022 the year we transition toward a more sustainable world, together.
Thomas Saueressig is a member of the Executive Board of SAP SE leading SAP Product Engineering.
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SAP SE published this content on 14 January 2022 and is solely responsible for the information contained therein. Distributed by Public, unedited and unaltered, on 14 January 2022 08:11:06 UTC.

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Google's SAP on GCP investments may pay off – TechTarget

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Tomasz Zajda – Fotolia
Google doesn’t want its cloud platform to be considered the third-best public cloud hyperscaler for SAP S/4HANA workloads.
The multinational tech company in Mountain View, Calif., is making a clear push to market its Google Cloud Platform (GCP), a suite of cloud computing services, as the preferred destination for SAP systems. One of Google’s most significant moves is its considerable investment in data centers that are dedicated to running SAP ERP systems and other SAP applications on GCP, said Snehanshu Shah, managing director of SAP partnerships at Google.
The data centers are located in Frankfurt, Germany, not far from SAP headquarters in Walldorf, and provide three specific functions for SAP on GCP, according to Shah. They are as follows:
“These data centers are all built by Google, they’re all exactly the same, the entire stack is completely vertically integrated,” Shah said. “There’s an enormous amount of security that goes into this and we want to protect customer data, so everything is encrypted in flight. The SAP workloads are in our data centers because we built our own virtual machines to control all of this infrastructure.”
SAP customers want two basic but essential characteristics in their public cloud environment, Shah explained: They need to make sure that their mission-critical systems don’t go down, and they need their systems to be highly scalable.
One thing that has changed dramatically in the past year due to the COVID-19 pandemic is the willingness of companies to put mission-critical systems in the public cloud, Shah said.
“For SAP customers, there’s a massive move to public cloud between all the hyperscalers, so you’re no longer the first, you’re the thousandth,” he said.
He believes interest is skyrocketing for a few reasons including resiliency and security.
“Cost and business continuity is one thing that we’re seeing with COVID, the other is security,” he said. “The amount of security resources that any public cloud has dwarfs anything that even a large Fortune 100 company can have, and that’s critical for a lot of SAP customers because at the end of the day its financial data and you do not want anybody tapping into that.”
Rodan + Fields, a skin care company in San Francisco, is one SAP customer that has taken advantage of GCP’s single instance public cloud capabilities.
Rodan + Fields sells its products directly to consumers via its website and through a network of 300,000 consultants. The company has an SAP-based environment that includes SAP ECC and SAP Hybris, according to Steve Dee, Global CIO and CTO at Rodan + Fields. The company initially hosted its SAP systems on a private cloud network but decided to move to GCP two years ago when the private cloud couldn’t handle increasing business demands.
The business has huge spikes at certain times of the year, such as at the end of each month when consultants tend to increase their sales activities, and Dee said they needed to have a public cloud environment that provided stability, security and scalability.
“We rarely go on sale, and when we do, it generates a huge amount of demand,” Dee said. “For example, on Memorial Day we did 10 to 15 times the amount that we’d do on a normal day. So, the ability for us to scale in those spikes is one of the top reasons for being on Google Cloud.”
Rodan + Fields is running its e-commerce sites on SAP Hybris and is using SAP ECC for its back-end business systems but is planning an S/4HANA migration in 2021, Dee said. It will also make the ERP migration easier, as it takes away the need to think about all the infrastructure and application management issues, he said.
“That’s one benefit of the cloud; it takes managing infrastructure from the buy, build out, wire, all your heating, cooling needs — you don’t have to worry about managing a data center, you just have to worry about the functionality,” he said. “As we think about next-generation technologies like S/4HANA, the faster you can get there the better, and it gives you options around machine learning and more automation.”
SAP on GCP may get a leg up on the other cloud hyperscalers because several ex-SAP executives work at Google, said Jon Reed, analyst and co-founder of Diginomica Ltd., an enterprise computing news and analysis site. That roster includes Shah, who spent 11 years at SAP, as well as Rob Enslin, president of Google Cloud sales, who was formerly the president of SAP cloud business group.
“Google Cloud is something of a dark horse [as a public cloud hyperscaler] because of all the SAP cross-pollination within Google Cloud,” Reed said. “There are pros and cons to each different cloud environment, and that’s part of what customers will look at going forward, so Google having so many SAP engineers under the hood, in theory, would provide them with some valuable capabilities.”
Google’s ex-SAP contingent can be a critical difference as SAP wants its customers to see the public cloud as a place to get the most out of S/4HANA’s modern ERP capabilities, he said.
“One thing that SAP has been hammering away about lately is this idea that the hyperscalers can provide the same level of experience and access to innovation, rather than just throwing up your ERP system into the cloud and just letting it sit there,” Reed said.
In the year ahead, industry experts expect the ERP market to be less monolithic and more industry-specific.
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