ADP Workforce Now is a cloud-based HR platform for mid-sized businesses. It features customizable modules of various HR services that businesses can tailor to their specific needs, as well as regulatory monitoring and alerts to help businesses remain compliant.
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BrightHR
Score 6.9 out of 10
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British company BrightHR offers a human resources platform which helps replace paper documents with edocuments and contains features for managing employee scheduling and ROTA, sick leave and tardiness, vacation and holiday shift planning, as well as providing employment law legal advice.
$4.50
Pricing
ADP Workforce Now
BrightHR
Editions & Modules
Essential
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Enhanced
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Complete
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HR Pro
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Payroll Essentials
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HR Plus
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Hiring Advantage
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Performance Plus
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No answers on this topic
Offerings
Pricing Offerings
ADP Workforce Now
BrightHR
Free Trial
No
No
Free/Freemium Version
No
Yes
Premium Consulting/Integration Services
Yes
Yes
Entry-level Setup Fee
Required
No setup fee
Additional Details
Please contact ADP for a product demo and ask about a hands-on "test drive" of Workforce Now.
During COVID, ADP Workforce Now was great about keeping up with changing laws and regulations. They built reports that helped us apply for PPP loans and then later apply for forgiveness. Webinars and other training avenues were well constructed, accurate, and informative. We were all at a loss together and having a partner who ensured the legal side was met was one less worry. They can easily do the day-to-day compliance and regulatory things. COVID highlighted how quickly it could be done.
I feel Bright HR is well suited to most small/medium sized businesses where they have a 'straight' forward resource set up. For larger businesses or for complex businesses similar to ourselves, where we operate 24 hours per day, rotational shift patterns, ambulatory staff, locums etc...we have to 'fudge' the way we use the information sometimes to make it work for us.
Notifications for requests should be optional based on individual employees. For example an admin won’t necessarily want every staff members leave requests by email and push notification. The settings only currently allow for notifications for everyone or no one. Being assigned as a manager may not allow data viewing required of wider staff.
Toil should automatically be accrued into a balance if the employees clocked in time amounts to more than the target hours. It shouldn’t have to be calculated and requested.
When reviewing hours worked for the week, the history calculation should take into account approved leave and sickness etc. I have a staff members target of 37 hours, but if their hours show 29 hours worked then I have to work out why they worked less. It should account for this if the absence is approved.
Due to the lack of support from the sales and service center we are looking at other options outside of ADP. Again it is a good system, it just lacks the support it deserves from the company employees. It is just unimaginable that you will need to reach out to a service provider several times for the same issue and not get it resolved.
It's not entirely my decision - we are members of a 'community' of veterinary practices who have signed up to the contract with pensinusla and have bright hr as part of that contract however, I am usually involved in the tender process as I am one of the biggest users of both bright hr and the services from peninsula
I would give it a 10 however I do not like when ADP does facelifts in Workforce Now which does not add any value other than having to relearn navigation. I am also not a big fan of being forced to refer to the Bridge. We have Google which gives the same results. If I understood the answer I would not contact our Account Rep.
It is quite good. Has alot of useful features such as the inbuilt learning / trainings. I really like the clock in function where admin can update or edit staff clock in times. I love the easily accessable annual leave section where we can easily see wat annual leave a staff has. However what would be useful is for 0 hour staff due to them not automatically having 17/28 days annual leave, if it can calculate itbased on hours they work
Overall, I think the functionality of the program works pretty well. Sometimes, certain browsers do not work well for the policy function of ADP, but that is the only issue thus far
this is my only down side of ADP, they dont transfer you around a lot (Good) and try to tackle the issue right there, but the english barrier is sometimes a huge brick that stands in the way, and can result in the wrong outcome. There has been times I have asked for someone else as I thought it was getting done wrong, and was still able to get the assistance I needed, just took me explaining it twice
The team are proactive, having an advocacy team is just amazing and a great way to really understand their product roadmap and have input into useful features or feedback
In-person training was pretty good - I think this significantly depends on the trainer. Our trainer was really good and showed what ADP can do - but I know that all trainers are not the same - and this truly makes such as difference. Overall, our training went pretty well.
At the time training was not as expansive as it is now. If it could go wrong it did for me so the process was difficult and lengthy. I needed to have more in person walkthroughs of things to ensure the transition was done correctly. Not sure what else I can say, we were part of the initial move to Workforce Now when it was introduced.
Either assign more than one specialist to the implementation process, or assign less clients to the implementation specialist. The process requires attention to detail and the ability to test and re-test as well as verify the information. It also requires a lot of back and forth between the client ant the implementation specialist, so they need to be readily available during the whole implementation process.
it was fairly easy to do but timely as i had to enter everything from scratch - i didn't at the time realise how important it was to set up the variable or fixed working pattern correctly given future changes as this is very tricky once it has been set up and i wished i had been aware that sometimes you can't make future changes without deleting the whole profile and starting again
They pale compared to ADP because they each have broken systems that do not flow from beginning to end. Another system is required to support all of the functions needed to process payroll. That puts too much on me, the person, instead of the system. We should work smarter, not harder.
I chose BrightHR as it offered a one-stop platform for HR management for which we have dedicated UK and ROI HR specialists who not only give HR advice but also write policies and handbooks, etc. They are a one-stop-shop, which was very important as when I signed the contract I did not have an HR person in my team and they were essentially my back office. Also, by signing up, I got access to Bright Safe too; which is great as again it's a one-stop-shop for Health and Safety in the workplace. So I can roll out toolbox talks, training, and accident management.
We have been able to grow with ADP from just a few hundred employees to over 10,000 so it's actually very scalable for payroll usage. We do not use the benefits and onboarding offerings for most of our employees but they are built to scale easily enough for when our corporate team has over 1,000 FTE.
ADP WorkforceNow has provided a positive ROI for our company. It has saved me countless hours in the time I used to spend preparing reports, managing benefits, and annual enrollment, recruitment tracking, and much more.
The integration with Payscale has allowed our company to take every position in our organization and benchmark it to industries and job titles. This has allowed us to be more competitive on recruitment and retention.
We have used the new DE&I dashboard to provide valuable information on the landscape of our workforce, as well as areas of our organization that may not be as diverse.
