TribeHR, an HR software developed in 2009, helps businesses manage human resources, show employee trends, and highlight relevant employee information. TribeHR offers efficient dynamic tools and helps businesses
TribeHR, an HR software developed in 2009, helps businesses manage human resources, show employee trends, and highlight relevant employee information. TribeHR offers efficient dynamic tools and helps businesses receive automated updates of important employee information and data analysis. Employees can seamlessly and effectively manage vacation and sick time. TribeHR also allows companies to find, recruit and retain the best available talent, transforms human resource management from mere numbers to people, and helps keep a tab on individual employee goals.
TribeHR Average Rating -
The average rating of TribeHR is 5 stars. The rating is based on 5 aggregated online reviews.
TribeHR Typical Customers
TribeHR offers standard features such as applicant tracking and goal management for small and medium based companies, but may not be suited for big enterprises with hundreds of employees.
TribeHR Features
TribeHR automates and simplifies employee data for easier management. It tracks employee skills and displays them in a matrix that demonstrates their strengths and weaknesses. The goal management feature allows assessing employee compatibility with organizational objectives in terms of contribution to the company.
TribeHR attaches a social aspect to employee management by integration with Facebook and LinkedIn. This feature allows the HR managers to foster positivity in the workplace. The ‘kudos’ feature allows managers to publicly praise than outstanding employee, hence boosting their performance ability. You can create a customized review template which helps tracking the progress of company personnel. Information is stored in secure data centers with 24x7 monitoring.
TribeHR 6 Pros
Facebook Job Posting allows potential candidates to apply via Facebook
The social feedback feature supports company transparency
LinkedIn integration allows creating an applicant profile in minutes
Low cost is very attractive to medium-sized businesses
Focus on engaging and developing employees
TribeHR allows tracking developments and share notes and resources from one single place
TribeHR 2 Cons
No support of forums and mailing list
A limited number of supported currencies
TribeHR Alternatives
The main competitors for TribeHR are Financialforce HCM and SuccessFactors.
Financialforce HCM supports core HR requirements including employee management along with
integrated self service portals for employees and managers. There is a recruitment module to manage
the full talent acquisition process with onboarding support as well. Additionally there is a talent
management module to handle compensation & performance management as well as succession
planning for organizational development. The product also supports benefits along with time &
attendance, and the application is mobile device access ready as well.
TribeHR on the other hand provides an HR solution which is built on a social collaboration platform. This
allows for social engagement between employees & managers which can be incentivized by HR to
improve productivity. The product supports core HR functions, recruitment & talent management, along
with peer & public recognition to ensure greater productivity and engagement in work. Tribe HR also
has an API to integrate with third party software as well as payroll application services.
Then there is SuccessFactors which offers a similar HR solution but also includes workforce planning to
ensure a company has the right resources & skills for current and future requirements in line with
business objectives. It also includes business intelligence tools to analyze HR & employee information,
trends and performance with dashboards & KPI support as well.
TribeHR in comparison is cloud based and mobile ready, and supports multiple locations for employee
management as well as multiple currencies for global implementations. There is also an integrated
document management system for employee records with analytic tools for reporting.
TribeHR Pricing Information
TribeHR offers free trial and subscription options. Paid Plan starts at $5 per month.
Supported platforms: desktop, cloud, and smartphone.
TribeHR Training Videos
25 MUST Ask Questions Before Buying Human Resources Software
The prime purpose behind investing in the software solution is to boost efficiency and growth. Ask the software vendor (TribeHR) how their business app would improve efficiency of your enterprise.
TribeHR has tremendous exposure to different companies. They offer the same type of software to different industries, so they are better aware of who is doing what with their technological product. This also helps them understand and foresee what’s really working. Allow them to share their observations so that you get an ideas about their experience, expertise, and intelligence. This will also be an opportunity to identify the service providers who come up with the most insightful suggestions.
Perhaps your business is growing, will expand in the future and your Human Resources requirements with it. So you would be interested to know if TribeHR is scalable and can grow with you. It’s no use investing in a solution that can be scaled.
Each business has different needs. Yours is no different. When it comes to selecting a software solution, you are looking for a tool that can be easily customized and configured to cater to your specific business needs. So you want to understand if TribeHR you want to buy is easy to customize.
Such a community forum is the best way to engage users. Getting access to TribeHR forums can help new or proposed users connect with product experts through peer-to-peer discussions.
TribeHR should answer how their business software will improve your bottom line and ROI.Most service providers make tall claims, so you want to make sure you get your hands on the best solution.
Before choosing a business app, you want to understand that the implementation would be smooth. So you should be interested to find out about the person responsible for handling the implementation process. Do not hesitate to ask TribeHR about their qualifications.
A good software vendor should be able to show you a positive track record with their implementation strategy.Try to find out if TribeHR method is structured. Your purpose should be to look for one that is structured and flexible to adapt to unexpected situations.
A growing business is always in need for expansion and integration with thrid-party apps is a part of the growth model. When it comes to choosing software, make sure the business app provides an application programming interface for easy integration.
You do not want to be caught unawares when a software vendor sends a technician to resolve an issue that may crop up due to varied reasons. You want to make sure the charges are reasonable. Better still, you should be aware of what needs to be paid to the technician sent by the vendor to fix a problem.
You do not want to fall in love with the front end unless you are 100% sure that the software is compatible with your existing system. Ask the software vendor is you need any specific hardware to install the software. Will the business application run on your existing workstations. How much space will the software take on the disk drive? Is there a need for RAM upgrade to successfully run the software for optimum performance?
You should enquire about the cost of having more than one terminal in your store. While some software vendors charge on the basis of the number of store locations, others charge per terminal.
When you are looking for a software solution, make sure you know if the vendor charges any fee to get you started. You should also be interested to know if there are any software maintenance charges for you to pay.
Your business is accountable to customers, regulators, employees, and partners. So you should look for one software vendor who has adopted a comprehensive, technically sound security and compliance program. Does the vendor map your needs for security controls?
Data loss can prove extremely risky for any business. So you should always ask the vendor about their backup policy. How often is data backed up and what is the cost for the same?
What is the software vendor's policy on disaster recovery? Are any charges involved for disaster recovery support if a catastrophic hardware failure affects your system?
How easy is the software to work on? Is it user friendly for your end users? Does it involve any complexities that are difficult to understand for the team? Even a feature-rich solution is of no use if end users find it difficult to use.
TribeHR should clearly mention whether the solution is complex or simple to use. If it is not an easy-to-use software solution, then do they provide training? What is the level of training your team requires to make the most of the solution?
You will be interested to know about the software updates. When is it updated? Does the service provider notify customers when the upgrades are scheduled? Does the software work when the upgrades are under way? How long does the process take?
You should be interested to enquire about how an issue is handled at the side of the software vendor. Do not hesitate to question about who will respond to your emergency calls. What is their experience in software industry?
If the software vendor is widely popular, chances are that they have a good product. So always check their client base to measure their product's competence in the market.
Testing is crucial to ensuring that the software runs as promised. So you should try to find out if the vendor offers any free trial runs or try before you buy the product. By testing the concept first, it gets easier to understand the software product's functionality and allay fears before signing a contract.
The main competitors for TribeHR are Financialforce HCM and SuccessFactors.
Financialforce HCM supports core HR requirements including employee management along with
integrated self service portals for employees and managers. There is a recruitment module to manage
the full talent acquisition process with onboarding support as well. Additionally there is a talent
management module to handle compensation & performance management as well as succession
planning for organizational development. The product also supports benefits along with time &
attendance, and the application is mobile device access ready as well.
TribeHR on the other hand provides an HR solution which is built on a social collaboration platform. This
allows for social engagement between employees & managers which can be incentivized by HR to
improve productivity. The product supports core HR functions, recruitment & talent management, along
with peer & public recognition to ensure greater productivity and engagement in work. Tribe HR also
has an API to integrate with third party software as well as payroll application services.
Then there is SuccessFactors which offers a similar HR solution but also includes workforce planning to
ensure a company has the right resources & skills for current and future requirements in line with
business objectives. It also includes business intelligence tools to analyze HR & employee information,
trends and performance with dashboards & KPI support as well.
TribeHR in comparison is cloud based and mobile ready, and supports multiple locations for employee
management as well as multiple currencies for global implementations. There is also an integrated
document management system for employee records with analytic tools for reporting.
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A buyer's Guide to Human Resources Solutions
HR Software Buyer’s Guide
People, human capital, human resource, workforce, manpower, employee, and so on and so forth; these terms are not new to you and you also know that managing them is every business owner’s priority. It’s maybe not the top priority but with the growing demand for reliable, efficient, and “humane” systems that could unify and strengthen people in every business organization, business owners should move one step forward in caring more about them (us). It is called Human Resources Management System (HRMS). It’s been there for more than a decade and its role is to merge human resource activities and processes with information technology. This computing machine was not developed to replace our HR department. Instead, it helps our HR people to value more “human capital” by bringing a higher standard of accuracy in recording the every data they contribute for the betterment of business.
Software as a Service (SaaS), client-server, system in the cloud; these are your choices when it comes to running your HRMS. Invite your HR managers for a strategic planning session and help them understand more HRMS. Share with them this Buyer’s Guide which we from ITQlick.com have prepared for you. It’s definitely worth it to buy a HR software solution where every single employee inside your company can benefit from.
Types
If you’re in a large enterprise, with branches operating local and international, you probably know what these below groupings mean.
Core HR
Benefits and Administration
Personnel Tracking
Payroll
Document Management
Workforce Management
Time and Attendance
Employee Scheduling
Strategic HR
Applicant Recruitment and Tracking
Performance Review
Learning Management
HR software applications are based on these functional areas of the department. These are also the types of solutions that your HR team should carefully review on the HRMS that you are about to invest on. HRMS has all the equivalent modules for these functional areas in place. In addition, higher level of integration and synchronization of data makes this system a lot easier to administer.
Features
Knowing the available types of HR management solutions also serves as an assessment of where your business is and how it performs in regard to human capital aspect. As an investor of human resources, you want an HRMS that is fool-proof, easy to use, and of course, has the ability to bring your company to success – taking into account of course the contributions of your highly productive people. In light of this, HRMS should have the following features that you and your HR team should carefully verify.
Fundamental Features
Tracks employee attendance
Makes the payroll process easier
Manages scheduling process
Does comparative performance reviews
Implements and manages training programs
High Level/Specific Features
Offers greater total business value by streamlining the entire employee life-cycle
Manages recruitment and resourcing, training administration, benefits programs, and performance management
Provides a wealth of information and advice to employees and candidates via direct access
Promotes operational efficiency by allowing the entire workforce to focus on key company objectives
Flexibility to deploy or connect to third party payroll solutions
Delivers powerful business intelligence to enable strategic analysis of key business trends for better planning and informed decision-making
Solutions per Business Size, per Vendor
There are two ways to look into your business in lieu of the HR software solution that you are going buy and deploy. They are the size of your workforce and the current requirement of your HR team. Deriving from these two business aspects the right planning ideas or strategies to work on will lead your team in accurately identifying the potential providers of your software solution.
Ideally, a small business has 10 to 50 employees. Growing mid-size businesses have 50 to 1,000 employees. Large enterprises such as multinational companies and corporation have 1,000 up to 10,000 employees (or could be more). Upon knowing the size category of your business, you have to identify the solutions that are really needed.
Solutions can be purchased under different package options. Enterprise package usually contains not only HRMS but also other core business modules (accounting, supply chain, manufacturing, etc.) and they are collectively refereed to as the Enterprise Resource Planning (ERP) package. Industry-specific package offers stand-alone solutions. That is, if you only need a system for payroll, a solution package for payroll is what you can get. Online solutions, more commonly known as cloud-based or SaaS, are more flexible HR management solution packages. You can start with basic software solution and then upgrade it as soon as you feel the need.
Pricing Considerations
Although the pricing model varies from vendor-to-vendor, let us present to you these estimations.
On-premise HRMS, which is usually recommended for mid-size to large enterprises, requires significant investment. Mid-size business solution costs from around $30 up to $60 per employee. Still not included here are the costs of training and implementation. Cost of implementation ranges from $2,000 up to $20,000 while cost of training is from $1,000 to $3,000 per admin user. For large businesses, per employee cost can range from $1,000 up to a five digit figure.
SaaS solutions are ideal for small businesses. These solutions are usually subscription-based or what the call as “pay as you go” scheme. You can start from as low as $2 per month. But solutions with greater functionalities and features range from $10 to $30.
There are hybrid solutions too. These are client-servers with cloud-based extensions. And although not advisable to acquire, but at least for your information, open source solutions that are totally free are also available.
If it’s about HRMS, going with the experts is always a winning option. We at ITQlick.com encourage you to visit our website and try to get to know our recommended smart business solutions. We will start with assessing your business size and needs and then recommend the right software solution for your business.
Market Trends
HR software solution is a $14 billion market today and keeps on growing. Many business owners and CEOs are being challenged with the fact that talents are somewhat difficult to be found nowadays. But the good news is that they also believe that right HR management solutions can help them face this challenge of times. Cloud technology is on the rise and cloud-based HR solutions are what most companies are deploying. These trends will continue over the next five years.
Looking on the positive side, many HR management systems are becoming old and the wake-call for upgrading these systems is already there. This means that better HRMS is the focus today not only of thousands of business owners but also of the hundreds of competing vendors in the market. Being in the buyers’ side, you should also be on the same positive direction. Find the right HR software solution both for your people and your business in order to become a more competitive organization.
Finding the right Human Resources software for your business
Proper Human Resources software selections are the precursor to successful deployment and business growth. Finding the right Human Resources solutions doesn’t have to be complicated, and it doesn’t have to take days or weeks of your time.
After researching over 2,000 systems, we can identify the best solution for companies of all shapes and sizes. ITQlick.com is 100% free for software buyers.
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