Human Resources Software
What Is the FrontRunners Quadrant?
A Graphic of the Top-Performing HR Software Products
FrontRunners quadrants highlight the top software products for North American small businesses. All products in the quadrant are top performers. Small businesses can use FrontRunners to make more informed decisions about what software is right for them.
To create this quadrant, we evaluated over 560 human resource information system (HRIS) products. Those with the top scores for their capability and value made the quadrant.
Scores are based largely on reviews from real software users, along with other product performance details (e.g. what features they offer, how many customers they have).
Is One Quadrant Better Than the Others?
Nope, Products in Any Quadrant May Fit Your Needs
Every product in this quadrant offers a balance of capability (how much the products can do) and value (whether they re worth their price/cost) that makes them stand out in the race for small business software success.
FrontRunners has four sub-quadrants:
- Upper Right = Leaders: Leaders are all-around strong products. They offer a wide range of functionality to a wide range of customers. These products are considered highly valuable by customers.
- Upper Left = Masters: Masters may focus more heavily on certain key features or market segments than Leaders do. If you need a more specialized set of functionality without bells and whistles, then a product in the Masters quadrant might be right for you.
- Lower Right = Pacesetters: Pacesetters may offer a strong set of features, but are not rated as highly on value. For example, a Pacesetter might offer greater functionality, but cost more.
- Lower Left = Contenders: Contenders may focus on a more specialized set of capabilities that are priced at a higher point. This makes them ideal for companies willing to pay more for specific features that meet their unique needs.
Depending on the specific needs of a software buyer, a product in any of these sub-quadrants could be a good fit.
Why? To even be considered for this FrontRunners, a product had to meet a minimum user rating score of 3.0 for both capability and value. This means that all products that qualify as FrontRunners are top-performing products in their market. They appear in the quadrant in relation to how their peers performed.
For some buyers, a specific FrontRunners sub-quadrant might be best. For example, buyers wanting a core system with a strong focus on personnel tracking and workforce management capabilities might consider software in the Contenders sub-quadrant, while those looking for a more comprehensive platform with features like performance management and applicant tracking might look in the Leaders sub-quadrant.
You can download the full FrontRunners for HRIS Management report. It contains individual scorecards for each product on the Frontrunners quadrant.
How Are FrontRunners Products Selected?
Products Are Scored Based on User Reviews and Other Data
You can find the full FrontRunners methodology here. but the gist is that products are scored in two areas, Capability and Value.
To be considered at all, products must have at least 20 reviews and meet minimum user rating scores. They also have to offer a core set of functionality for example, to be considered for FrontRunners, HRIS products must offer personnel tracking, benefits administration and reporting capabilities.
From there, user reviews and other product performance details, such as the product’s customer base and the features it offers, dictate the Capability and Value scores. Capability is plotted on the x-axis, and Value is plotted on the y-axis.
Got It. But What if I Have More Questions?
Check Out Our Additional Resources!
For more information about FrontRunners, check out the following:
- Check out the FrontRunners frequently asked questions (FAQ) for more detailed answers and information about how it works.
- Check out the complete FrontRunners methodology to understand the scoring.
Have questions about how to choose the right product for you? You re in luck! Every day, our team of advisors provides (free) customized shortlists of products to hundreds of small businesses.
- Simply take this short questionnaire to help us match you with products that meet your specific needs.
- Or, talk to one of our experienced software advisors about your needs it s quick, free, and there s no-obligation by calling (844) 687-6771.
One Last Thing How Do I Reference FrontRunners?
Just Follow Our External Usage Guidelines
Check out the FrontRunners External Usage Guidelines when referencing FrontRunners content. Except in digital media with character limitations, the following disclaimer MUST appear with any/all FrontRunners reference(s) and graphic use:
FrontRunners scores and graphics are derived from individual end-user reviews based on their own experiences, vendor-supplied information and publicly available product information; they do not represent the views of Gartner or its affiliates.
Providers listed as Runners Up were considered for inclusion in the quadrant, but were ultimately not included for one or more reasons: they did not have enough reviews; they did not meet the reviews score minimum; they did not meet the ultimate Value and Capability minimum scores; or they did not meet our functionality requirements for the market.
Human resources software is designed to help organizations manage every aspect of their HR operations, including:
- Applicant tracking
- Personnel tracking
- Time and attendance
- Performance reviews
- Learning management
We created this guide to help you determine which HR applications are best for your organization. Here s what we ll cover:
What Is Human Resources Software?
Human resources (HR) software solutions make managing a large or growing workforce more efficient. Vendors and buyers alike often refer to this category of software as human resources information systems (HRIS), human resources management systems (HRMS) or human capital management (HCM) software (though if you want to get specific, each of those categories has its own nuances).
What all HR solutions have in common is their ability to streamline the traditional HR functions of benefits administration, personnel tracking and payroll. But in addition to increasing your productivity by automating many of these administrative processes, HR software can also support you on a strategic level, by helping you to recruit, develop and manage your company s most valuable resource: its people.
Overview of HR Applications
Industry watchers break down the field of HR software into three main categories: Core HR, Workforce Management and Strategic HR also called Talent Management or Talent Administration software.
Core HR encompasses the three traditional human resources management functions: benefits administration, personnel tracking and payroll. Every company will require these functions once it has reached a critical mass of employees. You need core HR functionality when, for instance, manually running payroll and managing employees with spreadsheets becomes too burdensome a task.
Workforce management, or Workforce administration as it is also called, comprises the range of software solutions intended to effectively schedule and track your workforce. These solutions are ideal for organizations whose employees work in shifts, and include applications to track time and attendance, monitor compliance with labor laws and usually include payroll functionality, or integrate well with other payroll software. It’s important to note that there are industry-specific systems that offer attendance functionality outside of human resources software. Specifically, school administration software provides education organizations a means of tracking student attendance. This can include providing online portals for parents and teachers to monitor attendance online.
Strategic HR involves growing your company by attracting and developing the best people, as well as better managing your workforce overall. Strategic HR applications generally provide some combination of applicant tracking and recruiting, learning management as well as performance review functionality. This type of software streamlines these strategic processes to ensure that a company is using its staff as efficiently as possible, and also that employees are continuing to grow and develop increasing employee satisfaction and retention rates.
Of course, core HR, workforce management and strategic HR functions often overlap. While there are best-of-breed solutions for individual functions in each category, there are also integrated suites boasting across-the-board functionality.
Common Features of HR Software