Apparently, over the last few years, Human Resources Information System has been seen as one of the key issues that should be well addressed by businesses people in ensuring that the current demands on professionalism, efficiency and quality service delivery are achieved (Battaglio, 2015). One of the main areas of concern has been how to integrate technology in harnessing Human Resources Management. In the current business world, there has been increased competition in many industries thus necessitating innovation by coming up with software options that seek to solve different human resource issues. On this basis, Different companies have been consulting software vendors on the most suitable applications to solve varied challenges (Battaglio, 2015). The following paper seeks to compare and contrast two software vendors, BambooHR and Kronos that provide software applications to solve and address varied human resource issues. Therefore, the objective of the paper is to compare and contrast some of the features and functionalities of the products they offer.
Overview: BambooHR and Kronos
BambooHR refers to cloud-based human resources (HR) software service that has been designed for both small and mid-size businesses (BambooHR). Specifically, BambooHR provides growing and small firms a human resource information system (HRIS) that entails HRIS tools and an applicant tracking system (ATS) that play an instrumental role in managing all elements of employees’ lifecycle. Connectively, BambooHR offers human resources process automation tools which are not only accessible in several languages but also in multiple currencies (BambooHR). Notably, through the use of this platform, human resource managers and professionals are able to track organizational data such as their employees’ rate of retention as well as turnover (BambooHR). At the same time, the software offers multiple administrator seats, customization services, user support and ability in maintaining inactive employees. On this end, all employees are provided with access by administrators, but there can be limited access to only those employees in the company that need it. Specifically, pricing is based on subscription depending on the number of workers in a given organization together with one-time implementation fee.
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On the other hand, Kronos refers to the workforce and human management applications which have largely been divided into two main categories the Kronos Workforce Central and Kronos Workforce Ready (Kronos). Kronos Workforce Central consists of a set of applications in addressing issues of human resources as well as workforce management in an organization which includes Kronos HRMS, time and attendance, payroll, scheduling, absence management and more. Critical to note is that the company designed the Kronos Workforce Central suite of tools specifically for different industries with the aim of ensuring that they are helped in managing their workforce on a cloud platform which is not only scalable and mobile but also secure as well. Notably, Workforce Central has been created as an automated solution that helps organizations in the management of track time, schedules, attendance, as well as measurement of productivity and management of leave policies. Further, other additional features provide managers with insights into the demands of labor, availability of a worker and scheduling in an entire organization (Kronos). At the same time, the user interface entails one-click access to the most frequently used features and a customizable employee self-service portal. Connectively, managers are provided with suite-wide analytics and reporting with clear visibility into standardized data through dashboards and alerts.
Moreover, Kronos Workforce Ready is composed of the flavor of a tool that is aimed at large companies (Kronos). The suite has all-in-one human resources (HR) management tools for small and midsize businesses (SMBs) as well. However, Kronos has been criticized for providing different functionalities into its software that one would only find in enterprise-oriented HR tools, which makes the software more complex than it is expected for SMB clients. Experts have argued that unlike Kronos, BambooHR provides almost the same functionality but at the same time offering much better balance in terms of its features versus usability.
Comparing and Contrasting
Notably, it must be underscored that configurability has been the keyword in the world of software development for the sake of addressing business issues (Battaglio, 2015). On this note, users at the system administrator-level are able to comfortably adapt the basic templates and workflows of Kronos Workforce Ready with the aim conforming to how their organization runs the people side of the business (Kronos). Based on this reality, Kronos and BambooHR are similar in terms of the kind of clients they target - smaller businesses. Although this is the case, it must be remembered that the amount of heavy lifting that is required in the implementation and management of Kronos Workforce Ready could contribute to rough going for many small businesses that do not have a committed or dedicated human resource staff or manager.
Apparently, it should be noted that besides being a long time HR tech vendor, Kronos also specializes in the selling of cloud-based people management services to much larger enterprises compared to BambooHR. Connectively, the company has leaned on the aforementioned expertise in technology in its development of products (Workforce management, 2008). Although this has resulted into highly configurable services, the company’s one reference to “SMB” as being a moniker that is applicable to firms with close to two thousand five hundred people demonstrates that what Kronos terms as “small businesses” might be considered as enterprises by other vendors.
A critical look at the product offered by the two software vendors shows that Kronos and BambooHR differ tremendously on how they have organized and categorized their solutions. In terms of Kronos, the vendor has grouped its products based on areas of specialization, which makes it easier for any client to understand and easily relate a specific product with the running of operations and how the product is applicable. For example, under workforce management category, one can easily select the area of concern in an organization such as time and attendance problem or absence management. However, this is not the case with BambooHR (BambooHR). Although some of the products in BambooHR website are directly recognizable based on the needs they are intended to address, one will be forced to spend much more time in understanding and selecting the product that will fit some of the specific organizational issues unlike in Kronos case (Kronos).
Further, both vendors have some similar areas that they have provided solutions such as tracking applicants who wish to be hired. Under Kronos, the company has Kronos Workforce Ready Talent Acquisition which, according to Kronos, is designed to ensure effective process of sourcing, tracking, as well as evaluating talents in a candidate-driven market. The Kronos Workforce Ready Talent Acquisition is not only helpful in finding quality potential employees for businesses, but it is instrumental in ensuring that an organization has a high performing and engaged workforce (Kronos). Notably, this is pivotal based on the fact that the recruitment process has tremendously changed by becoming more competitive and candidate-driven thus exerting a lot of pressure on hiring managers and recruiters in finding qualified candidates without compromising cost-to hire and time-to-hire goals. On the other hand, BambooHR has the “Applicant Tracking” software under the applicant tracking systems. The system is able to provide a simple way for business managers to find and reach candidates who are qualified for a given particular position (BambooHR). Through the system, recruiters can not only track but also share as well as evaluate the information of an applicant. At the same time, the system allows permitted collaborators to give their views on an applicant as well as rating them, which helps in the process of finding the most qualified candidate. Other features of the system include the provision of intuitive interface and prevention of double application from potential employees. The simplicity of the ATS for BambooHR makes it more preferable for many organizations compared to Kronos’.
In the development of employees or human capital, both vendors have developed apps for the same. For example, Kronos has designed the Kronos human capital management (HCM) solution that generally seeks to help organizations engage their workforce with the unified platform (Kronos). The objective is to ensure that employees are not only helped to advance in their skills but also grow in terms of their career. The unified platform embraces the entire workforce with end-to-end lifecycle management. On the other hand, BambooHR has the BambooHR integration that helps the HR managers have easier time in employee administration and learning management.
Moreover, the two vendors have developed applications that address the payroll issues for the organization. For example, Kronos have developed the “workforce payroll” and “workforce ready payroll” among other apps with the aim of ensuring efficiency in the payroll systems of their clients (Kronos). The workforce payroll helps in the integration of payroll processing, HR and timekeeping systems by consistently applying policies, improving productivity and increasing efficiency. On the other hand, BambooHR has TRAXPayroll which helps organizations and business people ensure compliance in their compensation plans.
Notably, HR reporting is one of the key issues that need to be addressed in the current business environment where accuracy and speed are vital for quality service delivery in the human resources departments. On this note, the two vendors have tackled HR reporting but in different ways. As noted above, Kronos has configured its system to ensure that as much information is available in a single database as possible (Kronos). However, this can create complexity and confusion for some of the users and may as well be so much for small business holders. For example, under workforce central suite, Kronos has developed “workforce HR” that contains all information and data on employees in a single place. Through the use of this app, organizations are able to provide their HR teams with access to the data they need (Kronos). The objective is to guarantee efficiency, Improve HR productivity, control costs, engage employees, as well as reducing compliance risk with automation processes thus minimizing tedious duties and tasks to employees.
Conclusion
Based on the above brief overview, it is clear that both vendors, BambooHR and Kronos, have similarities and differences in reference to the human resource solutions they provide to their organizations and businesses. As noted, some of the main differences are that Kronos has configured its apps and systems to contain as much information as possible in a single platform, which makes them not only complex but also confusing for their clients and users. However, this must be credited for the company’s experience in human resource technology through innovation, unlike BambooHR. Another key difference is that Kronos has created products that try to address many more areas and industries as compared to BambooHR. In fact, Kronos has highlighted different industries and the solutions the company is offering through apps, which is not the case with BambooHR. In this way, it becomes easier for clients to trace the apps they think is suitable in addressing their human resources issues.
References
BambooHR. BambooHR Overview. Retrieved from https://www.bamboohr.com/
Battaglio, R. P. (2015). Public human resource management: Strategies and practices in the 21 st
century.
Kronos. A single solution that streamlines HR . Retrieved from
https://www.kronos.com/products/workforce-central-suite/workforce-hr
Workforce management . (2008). Costa Mesa, CA: Crain Communications.
