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UKG Pro is a full suite HRIS system that can serve as a one-stop-shop for companies, covering everything from payroll, benefits and HR to recruiting, onboarding, performance and learning. UKG Pro is utilized by companies as small as 100 employees and as large as 100,000, but has developed a strong presence in the Mid-Enterprise. UKG Pro is known for it's strengths around HR and Talent Management.
While many of their peers developed payroll first and HR after, UKG has made HR their core competency from the get go, providing strengths around Talent Management (recruiting, engagement and employee development).
UKG (Ultimate Kronos Group) also has a loyal following from many of their customers due to their 'partners for life' philosophy.
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UKG Pro is considered a Mid-Enterprise HRIS, which means the system works best for companies with between 350 and 5,000 employees. Mid-Enterprise solutions are designed to be all-in-one HRIS's for companies with a moderate-to-high degree of complexity. Mid-Enterprise solutions typically take about 4-5 months to implement and only occasionally require external consultants to successfully implement and manage the solutions. Mid-Enterprise solutions have more custom workflow tools and rules engines to support a business's growing complexity.
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UKG Pro charges companies on a per employee per month basis. UKG Pro is a premium priced solution and typical UKG pricing can range anywhere from $26-37 PEPM, depending on the size of your company and the modules included in your scope.
In addition to the software fees, UKG will typically charge a one-time implementation fee. UKG's implementation fees are typically about 30-40% of the annual software fees (i.e., $30-40K implementation fee on a $100K annual purchase)
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UKG has improved their integration capabilities in the past few years and now has open APIs as well as a marketplace of pre-built connectors. Many leading 3rd party solutions are members of the UKG's marketplace. That being said, there are some issues with UKG Pro's older, underlying architecture that can lead to more challenges when building new integrations.
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UKG Pro can serve as a global system of record for international companies and their system can be localized to support many languages. The vast majority of UKG's service teams are US-based, however. Additionally, UKG does not own any global payroll solutions and instead partners with leading vendors such as activpayroll.
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Deciding on the right HRIS platform for your organization can be a daunting task. There are numerous options available, each with their own unique features and capabilities. To help you determine if UKG Pro is the best fit for your organization, here are five key considerations to keep in mind:
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One of the primary functions of an HRIS platform is to manage payroll processes and employee data. It's important to ensure that the platform you choose has the capabilities to support your organization's payroll needs and to accurately process payroll computations no matter how complex your business is.
This includes features such as the ability to track and process employee time, generate pay stubs and tax documents, and handle benefits and leave requests.
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In addition to payroll capabilities, it's essential to consider whether the HRIS platform can support your organization's workforce management requirements. This includes features such as time and attendance tracking, scheduling, and performance evaluation.
It's also important to consider whether the platform has integrations with other tools and systems your organization uses for workforce management, such as project management or communication platforms.
Finally, you'll want to evaluate the HR and talent functionality offered by the HRIS platform. This includes features such as applicant tracking, onboarding, and employee development and training. It's essential to consider whether the platform has the capabilities to support your organization's HR and talent processes, as well as any future plans or goals you may have in these areas.
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The HRIS platform you choose should be easy to use and intuitive for both managers and employees. Consider whether the platform offers self-service capabilities, such as the ability for employees to view and update their personal information, request time off, or access company resources.
Manager self-service features, such as the ability to approve time off requests or access employee data, can also help streamline HR processes and improve efficiency. It's important to choose a platform that offers a positive user experience to ensure that it is adopted and used effectively by your organization.
As with any technology solution, it's essential to consider the level of customer support and service delivery offered by the HRIS platform. This includes things like the availability of phone, email, and chat support, as well as the responsiveness and expertise of the support team.
It's also a good idea to consider whether the platform offers training and resources to help users get up to speed and make the most of the system. Choosing a platform with excellent customer support can help ensure that any issues or challenges that arise can be quickly and effectively resolved.
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By considering these five factors, you can ensure that the HRIS platform you choose is the right fit for your organization. It's also a good idea to do some research and read reviews from other users to get a sense of the platform's overall performance and customer satisfaction. Ultimately, the right HRIS platform should help streamline HR processes, improve efficiency, and support your organization's goals and objectives.
