The WorkForce Suite, by WorkForce Software, is a mobile-first, cloud-based modern workforce management solution with integrated employee communications and collaboration capabilities. The WorkForce Suite aims to help global enterprise organizations optimize their labor, protect against compliance risks, and maximize productivity while building a highly engaged, resilient, and agile workforce.
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WorkInSync
Score9.3 out of 10
Enterprise companies (1,001+ employees)
WorkInSync is presented as a single app to manage all hybrid workplace needs. Globally, organizations have started adopting a hybrid workplace, with employees opting WFO/WFH as per their convenience.This has actually introduced new challenges in their life. WorkInSync enables companies to establish hybrid workplaces and employees' safe return to office. It includes - Work from office/home planning, Flexi-desking, Meeting room management, and Parking and commute booking - in order to provide…
$0
Free for organisations with less than 50 Employees*
Pricing
ADP WorkForce Suite
WorkInSync
Editions & Modules
No answers on this topic
Basic
$0
Free for organisations with less than 50 Employees*
Standard
$2.50
per user per month billed annually plus taxes
Professional
$4
per user per month billed annually plus taxes
Enterprise
$6
per user per month billed annually plus taxes
Offerings
Pricing Offerings
ADP WorkForce Suite
WorkInSync
Free Trial
No
Yes
Free/Freemium Version
No
Yes
Premium Consulting/Integration Services
No
Yes
Entry-level Setup Fee
No setup fee
No setup fee
Additional Details
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One time set up costs are included in the price. Users refers to employees of the organisations who will access/ use the product. Professional version is ideal for Small and Medium Size Businesses. Enterprise is ideal for Large Enterprises.
EmpCenter is really well suited for companies with minimal variety in time keeping needs. Certainly somewhere that has fairly regular work schedules and operational needs the system would be programmed for and meet those needs quite well. I think they assert themselves as a product specifically for those more complex companies, and I believe it is one of a few products available for companies with many employee types and complex work schedule and pay needs, but because of those complexities each have their own specific customizations I feel it is difficult for the company to then manage the different products that end up existing. Each ends up being unique so applying large scale changes doesn't work well as something we may request and need if applied over EmpCenter in general may cause problems for another company. Therefore everything has to be done on an individual basis and is more time consuming and costly.
I really love their contactless office entry/exit management system, including the AI-enabled mask detector. Seat booking, meeting room booking, and sharing my work preference (whether I am working from office or home) with my team every day has been amazing so far. The app also has integration facilities, when I book a seat or when I prefer working from home or office, it automatically gets reflected on my work calendars
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
works well with other systems. We were able to collect data from another time system, Avaya phone systems and even a point of sale system with not a lot of difficulty.
They know their product and integration points. They were able to troubleshoot problems with hardware time collection devices quite quickly. We found the devices they sold to be quite durable.
Out of the box they have more reports than I would have anticipated. Creating new reports was sometimes a task if it was complex but there were usually similar reports you could use as a starter template
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. TR verified that a representative sample of customers was invited. More Info
They already have Parking Management, Cafeteria Management etc, they can add reserving office stationery, some solution for managing employee personal parcel delivery service in office etc.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
After spending close to 5 years to decide on which payroll product to acquire for our University, I cannot image we would switch now that we have it in use.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
EmpCenter is a new software to the company however, I only trained on the old software for a few months before EmpCenter was introduced. I think EmpCenter has a smoother data entry process and can run more in depth reports, but since this is the system I know best I cannot accurately compare it to previous software.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
EmpCenter has reduced the amount of time administrators are spending on payroll. Certainly it has made our entry to our pay system more efficient since we can simply load the data from the time keeping system and we are not collecting actual physical signatures and paper timesheets that must be reviewed for accuracy and completeness. The system does this for us and some automatic calculating of certain pay due that we were hand adding. However the feedback I am getting is that the supervisors feel their work has been increased greatly. They are spending more time correcting and approving time. Essentially the work we were doing in our central offices to review and correct time the supervisor must now do as they approve the time. We have now asked them to be more responsible for proper reporting and use which requires they know more about the rules and many different aspects of pay than they had before. We have employees who are union represented and get some benefits from the contract others do not receive, contract employees who have certain pay aspects in their contracts that must be known, as well as temporary employees and students who get very different pay from the other employees. While some things have been programmed for the system to know and handle, some things must be added to the time sheet to pay properly or the way time is reported is different (some clock out for lunch some don't) supervisors must now know these differences while that used to be a role that was more mine as an administrator. Now I just help them and audit and review.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
